July 6, 2024 by Philip Lewenstein

City Continues to Fall Short on DEI

In February 2023, the Minnesota Legislature passed and Governor Tim Walz signed a law to make Juneteenth a state holiday. Public business cannot be conducted on June 19 in observance of the holiday.

In June 2023, the Vadnais Heights City Council adopted a proclamation recognizing June 19 as Juneteenth. The city said “it recognizes the importance of standing for the values of social equity, inclusion, and justice and is dedicated to being a supportive and united community, strengthened by the diversity of our residents and visitors.”

Further, the resolution stated that the city should “let Juneteenth serve as a reminder to recommit ourselves to the work of equity, equality and justice, as we celebrate the centuries of struggles, courage, and hope that led us to this time of progress and possibility.”

Several cities, colleges, schools, and businesses have planned events recognizing Juneteenth, the oldest-known celebration commemorating the end of slavery in the United States. On that date in 1865, some of the last enslaved people in Texas were freed by Union troops.

In Vadnais Heights, longtime resident Amy Varner and her daughter Alexis contacted the city  requesting that it support an event to celebrate Juneteenth. They were told that budget constraints would prevent a Juneteenth event this year.

The Varners then asked if Juneteenth could be celebrated with some BIPOC music as part of the city’s Music in the Park series in June. They were again turned down.

Offended by the tone of the city’s email response, the Varners appeared at the February 6 city council meeting. Amy spoke to the value of having a diversity of music in making the city welcoming for all.

Alexis stated that she and other BIPOC residents should not have to leave their community to engage in events that are representative of their identity. Not celebrating Juneteenth in Vadnais Heights also harms non-BIPOC residents by not exposing them to other identities and viewpoints, she said.

The impact of the words in the city’s email echoed past experiences, Alexis said. Juneteenth is an event that should inspire all neighbors. Statements in the email made her feel unwelcome and denied her the opportunity to celebrate her identity.

After a pause, Mayor Mike Krachmer said “this is a really important issue for the council. I have done as much as I can to champion equity. The wheels of government turn very slowly; I am not happy about it, but it is the way city government works.”

None of the city council members spoke.

In its March newsletter, the Vadnais Heights Community Action Network (VH CAN) noted that it had received some feedback that the city won’t be motivated to change until they hear from more than a few people that it is important to have events, music, or food that appeal to more than a few white residents.

“Historically in this country, communities of color have been ignored, dismissed, or threatened when they speak up,” the newsletter said. “If the city wants people to take time out of their lives to speak up, the city needs to demonstrate that residents won’t be wasting their time or making themselves and their families a target.”

VH CAN said it is “HUGELY disappointed (and embarrassed) that the city will not be hosting a Juneteenth celebration,” noting that neighboring cities of White Bear Lake and Shoreview are hosting events. Shoreview is dedicating one of its Music in the Park’s series to Juneteenth.

Disappointed with the city council’s decision not to put on an event this year, VH CAN hosted its first Juneteenth/Freedom Day on Saturday, June 22; it was an opportunity to gather and celebrate one of the most important moments in U.S. history—the end of slavery. The Vadnais Heights Lions club sponsored the event with a generous donation to help defray some of the costs; additional donations were provided by community members.

The response to the Varners and VH CAN is typical of the city’s slow and passive approach to diversity, equity, and inclusion (DEI). Elected officials assert their commitment to DEI, but their interest is reflected more in words (as in proclamations) than significant actions. When asked about DEI, they are typically defensive or nonresponsive.

After the murder of George Floyd in May 2020, a reckoning began occurring in the country as issues of DEI and racism affect businesses, schools, governmental units, and all members of society.

The reckoning highlighted inequities in housing, education, health care, criminal justice, and economic opportunity. The need for systemic reforms was highlighted. Racism was declared a public health crisis. Anti-semitic and anti-Asian incidents continue to increase across the United States. Moreover, Vadnais Heights has a history of negative examples.

The League of Minnesota Cities pointed out that how cities welcome and integrate all citizens regardless of race, ethnicity, or color will be a leading indicator of community success at many levels.

About one-fourth of the city population is non-white. The Vadnais Heights Elementary School has a large minority population; 48% of the enrollment is non-white.

Slow Progress by City Documented

In three blogs over the past four years, I have documented the city’s slow progress:

• “My City Should Focus on Inclusion and Equity,” December 31, 2020, www.philsfocus.com –I asserted that the city has an important role to ensure equity and inclusion going forward as changing demographics influence diversity, and as cultural and social changes occur. It is disappointing that the city is moving slowly and passively, but if it chooses, it still had an opportunity to focus on these priority issues in 2021. I noted that Vadnais Heights is far behind most Minnesota cities on these issues, and I offered several recommendations.

Noting that the mayor had articulated the goal of making Vadnais Heights an inclusive community, I inquired about the amount of diversity in the city workforce and among contractors. What is the city doing to ensure an inclusive and welcoming community?

• “Lack of Progress by City on Equity and Inclusion Disappointing,” September 30, 2021, www.philsfocus.com –I reported that the city continues to move slowly and passively in acting on DEI. Little had been accomplished the past year despite the work of a community engagement committee. A proposal to establish a human rights commission generated some testimony, mostly highlighting divisions within the community, but no decision.

The engagement committee recommended using a cultural consultant or service that specializes in working with diverse communities to help enhance the ability to engage with the broader community. One service would be training for council and city staff on cultural competence and DEI. A second type of service would be to bring in cultural competency specialists to review current communication efforts and messaging for effectiveness in reaching the whole community.

The city council listened to the recommendations but did not view them as a priority. I stated that meaningfully pursuing DEI will require transparency, commitment, hard work, resources and, most importantly, strong leadership by elected officials and city administrators. A needed first step is to educate elected officials and the community.

• “City Struggles to Address Equity,” March 13, 2022, www.philsfocus.com –I reported that on January 18, 2022, six months after the council agreed to discuss a human rights commission at a workshop session, the council discussed an “equity resolution.” Council member Steve Rogers stated that “this is not going to be a discussion about a human rights commission because there are state organizations that already do that and they don’t want a city getting involved.”

Apparently unknown to the public, council members and staff after the July 20 meeting discussed the potential work of a human rights commission, and staff were asked to prepare a workshop item to facilitate a discussion of equity within the city’s programs and services.

I stated that the six-month delay to discuss a human rights commission was unsurprising since it was consistent with the city’s record of moving slowly and passively in addressing DEI issues. Little has been accomplished the past two years despite recommendations by the engagement committee and some individual residents, I wrote.

I commended Rogers for leading the discussion—highlighting the importance of acknowledging and defining “equity,” recognizing the significance of demographic change, and calling for the city to assert its place as welcoming community. The council’s response to Rogers was underwhelming.

Election of New Officials Provided Opportunity for Change

The election of new officials in fall 2022 provided an opportunity to proactively address demographic, social, economic, and environmental changes and challenges.

Newcomers Krachmer, Katherine Doll Kanne, and Kelly Jozwowski campaigned as “The Key 3,” noting their similar goals and values for Vadnais Heights and urging a “vote for community engagement and smart, responsive planning.”

The Key 3 said they would support the city joining the GreenStep City Program as part of their vision of strengthening the environment and pledged to advance DEI so that every resident feels welcome and has an opportunity to be heard. The three candidates said they had specific plans for improved, honest communication.

Krachmer promised a city government that is transparent, responsive, and inclusive, fostering connections among citizens and government. “Make every citizen count” was his campaign slogan.

In recent years, city government had been notable for lacking leadership, responsiveness, and transparency. Based on the results of the election, many residents shared these concerns. Krachmer was elected mayor; Doll Kanne and Jozwowski were elected to the city council (“New Day, New Opportunity for Vadnais Heights and State Government,” February 24, 2023, www.philsfocus.com).

A grassroots community group, Vadnais Heights for Change (VH4C), started by now state senator Heather Gustafson, led the way in supporting the election of new city council members and mayor. With that mission accomplished, the group decided to rebrand as VH CAN—a name representing its commitment to action and working together to make the city the best it can be.

VH CAN decided to focus its efforts on three areas: social equity, diversity, and inclusion; climate sustainability and resilience; and the city council—attending council meetings and workshops, reporting back to the community, and endorsing and supporting candidates that share its values.

While VH4C supported forming a human rights commission, the revised community organization concluded that creating a commission without leadership from the communities most affected by discrimination is belittling and unproductive. VH CAN said that it is committed to seeking and building relationships of trust with those communities in order to support their efforts in a meaningful way (Feb 2024 VH CAN Newsletter: 2023 in Review).

Council Takes Some Actions to Support DEI

To its credit, the city council has taken some actions that support DEI, in several cases signing onto existing programs initiated by other entities. However, diversity, equity, and inclusion do not appear to be a city priority as articulated in the 2022 campaign pledges. The city’s actions are as follows:

• Joined Just Deeds to make residents aware if they have restrictive covenants on their property titles and explain how to get them removed.

• Partnered with Many Faces, Many Stories, a collaboration of organizations from the greater White Bear Lake Area, to strengthen community by providing opportunities to  listen, learn, reflect, and engage in conversations and actions that promote diversity, equity, and inclusion. VH CAN recently also joined Many Faces.

• Completed a housing study to identify housing needs and assess current inventory.

Some of the policies being ironed out based on the $25,000 study are a fair and inclusive housing policy that will prioritize equitable access and seek to eliminate systemic discrimination and review zoning related to density, according to Krachmer. The mayor in March was appointed to the board of Heading Home Ramsey, an organization that provides housing for homeless individuals and families throughout the county.

The city is specifically promoting affordable housing with three projects in development; also, Auxiliary Dwelling Units will be allowed on R-1 properties, the mayor says. Other policies in development seek to retain, reclaim, and redevelop naturally occurring affordable housing.

• Continued work to publish city communications in several languages.

I asked city manager Kevin Watson for some background information: when did the city begin the translations? What languages are included? Why did the city begin doing the translations? Where are the translations?  How much is budgeted and spent per year on this effort? Has the city received any feedback on the translations or has the city done an evaluation?

Watson chose to not answer my questions. Instead, he provided the following statement: “The City has invested in providing more language translations for our official communications over the past handful of years in an effort to engage more of our community members.”

• Changed name of annual Heritage Days celebration to Vadnais Heights Days. The new name is more descriptive of the event and removes the focus on the ambiguous “heritage” of Vadnais Heights, which only celebrated the heritage of settlers and never the heritage of the people who lived and hunted before them, according to VH CAN.

Strategic Plan Does Not Include DEI

In winter 2023, the city council completed a strategic planning and goal-setting process to develop a vision, core strategies, and 2023 short-term goals.

I communicated to the mayor and council members to consider DEI and sustainability initiatives. One member acknowledged my communication.

In a March 24, 2023, letter to Mayor Krachmer, I commended the council for its planning process and its identification of several key strategies and objectives. However, I noted my disappointment with the absence of any specific reference to DEI—and I reminded him of the campaign pledge.

The mayor responded, saying that the document is less detailed than what he would have liked, but this is a common feature of reports by committee. He said he is “totally committed to expanding diversity of voices in our local government. We will be rechartering and relaunching the Community Engagement Committee in some form.”

In February 2024, the council completed a review of the strategic plan. Under the short-term goal of engaging more citizens, the council added a phrase “and considering adding DEI expertise to the organization.” The mayor did not reply when I asked him what this means.

Juneteenth Proclamation States Values, Lacks Specific Actions

Meanwhile, the city considered a Juneteenth proclamation. On June 22, 2023, I wrote to the mayor and council offering praise for the city’s proclamation, but expressed disappointment in the city’s slow and passive response to DEI. Proclamations and mayoral statements are a start in the right direction, but they don’t substitute for education and specific actions, I said.

I noted that I was pleased to read that the city recognizes the importance of standing for the values of equity, inclusion, and justice, but wondered how the city is standing for the values. “Has the city developed any specific actions to address the values? Are there any specifics in the work plan? Has the city invited any experts to begin to provide education for the council?”

The resolution said Juneteenth should serve as a reminder to recommit ourselves to the work of equity, equality, and justice. “I am wondering where the original commitment can be found,” I said.

The mayor wrote back on June 27, 2023, providing a “preliminary accounting” of current and near term work the city is doing. He mentioned the housing study, the partnership with Many Faces, and the parks and trails master plan to gather information to help identify gaps in the ability to serve all city residents.

The council workshop schedule includes several social justice policy issues, he said. “As our agendas are often full of the regular business of keeping all the city systems running, it takes time to get to them all and prepare new policies,” Krachmer wrote.

“Unfortunately, the wheels of government move slowly (by intention). The council is bringing forth initiatives on a regular basis that will take time to come to fruition.”

On July 6, 2023, I responded to the mayor, thanking him for sharing information about initiatives  that he said have roots in equity and inclusion. The housing study is especially relevant to issues of equity and inclusion, I said.

“Of course, it is important to keep the city running smoothly, but how difficult would it be to devote a couple hours to provide some basic education on diversity, equity, and inclusion with some expert government and/or academic experts. Based on my observation the past few years, I think the city is reluctant to address these issues directly,” I said.

“The wheels of government don’t have to move slowly, especially when progress on these issues has been delayed for decades.”

The mayor responded the same day, saying that my observations are accurate, but some of my conclusions are not.

“The council is committed to DEI,” Krachmer wrote. “The issues that you passionately want to address are bigger than the city of Vadnais Heights, and you may have a misunderstanding about what we are able to do and how fast we can do it. We are six months in and working to overcome 50 years of inertia.”

Krachmer said that in the coming weeks he would be reaching out to community leaders of underrepresented groups and meeting with the League of Minnesota Cities specialist to get a better understanding of successful initiatives around the state. Doing this kind of groundwork is critical to change that matters, especially when a large part of the community is intensely opposed to even having discussions.”

In his past career, the mayor said he worked hard on well-intentioned programs that had unintended consequences that overwhelmed the meager outcomes.

“Most of these failures were a result of creating programs without the input of the intended beneficiaries,” he said. “I am not adequately educated or engaged with the disrespected and unheard communities to reach them in a meaningful way. And I know very few people who have a clue.

“My goal is to join with community members to pursue the human rights that we all deserve. I will walk with them, protest with them, and do my best to amplify the stories that illustrate the injustice that I am intensely aware of.”

The mayor said he shares many of the goals discussed and is “doing what I can with the meager energies and resources at my disposal.”

I met with the mayor in fall 2023. My three takeaways from the meeting were that the city is moving slowly on DEI, as the mayor conceded; that the council looks at everything through an equity lens; and that the housing study is a major item in pursuing, access, affordability, and equity.

Mayor Asserts Commitment to Social Justice, Prefers to Move Slowly

Six months later, in April 2024, I wrote to the Key Three—Krachmer, Doll Kanne, and Jozwowski for their assessment on progress to achieving DEI. The mayor replied, but the two council members did not reply to my two requests.

I wanted to know how DEI fit among the priorities of the mayor and council. What has been accomplished the past 15 months as promised in the campaign pledge and what can be done in the next year with limited time and money? I inquired about the housing study.

I asked why the city can’t recognize Juneteenth with something beyond a proclamation such as having BIPOC music at an event. I asked if the council could schedule an hour or two to meet with DEI experts for some baseline education on the topic. And I asked what language in the strategic plan revision “considering adding DEI expertise to the organization” meant.

The mayor responded by providing background information on the housing study, also noting that the city is developing a public event this fall to bring residents together to learn more about the regional housing crisis and provide resources for those seeking housing of their own.

“I am personally committed to social justice,” Krachmer wrote. “I am doing the best that I can to reach out to all of the underserved and underrepresented communities in our city. I am also working hard not to engage in tokenism and virtue signaling. I believe that real change grows out of real relationships. This is not the fastest way to make a difference, but it is meaningful and resilient way to make real connections.”

On April 15, 2024, I wrote to thank the mayor for his response. However, I noted that he had not responded directly to several questions—language in the strategic plan revision, Juneteenth recognition, education seminar on DEI, priority of DEI for the city, and plans to advance DEI in the next 15 months.

Krachmer responded a week later, saying, “I didn’t answer these questions directly because they are very complicated, and I have tried to satisfy you on them before…and I have little interest in tokenizing or virtue signaling by putting a name on something that means little and does not deepen the underlying relationships that are the key to diversity, equity, and inclusion.”

The mayor added that the council has made progress to ensure “we are recruiting from a diverse pool of candidates. When it comes to hiring decisions, we hire the people that will bring the best value to the job for which they apply.”

Resources Are Available to Help Cities Advance DEI

While it takes time and resources to effect change, resources are available to help cities with their DEI efforts. The League of Minnesota Cities, for example, supports cities as they work to make their communities welcoming places where all people belong, are included, and have opportunities to thrive.

The League offers resources and assistance and has a DEI coordinator. A variety of grant funding opportunities are available to support city DEI-related work. Many consultants at a variety of price points work with local governments on DEI.

“Advancing race equity is an integral part of DEI work for many cities across Minnesota,” the League says. “Achieving race equity means to eliminate barriers that cause racial disparities so that race is no longer an indicator in one’s ability to create a safe, stable, and successful life.”

The League points out that a city can take various routes to show a commitment to DEI. Some include a statement on the city’s website, a proclamation, a policy, or a regulation.

No matter a city’s size, it can use one or more of these documents, according to the League. Not all cities specifically use the term “DEI” for their statements, proclamations, policies, or resolutions. A city’s unique needs will determine the best messaging for the community.

A statement shows a city’s commitment to DEI by outlining why it is important to the city. A proclamation can announce recognition of a specific day or topic. A resolution is used to make a formal expression of opinion or intention. A policy is a document outlining specific guidelines the city will work under; these guidelines inform how processes and procedures should be executed.

Roseville, St. Louis Park Model DEI Commitment

Several cities are working on DEI. In my first blog on the subject, I reported on efforts in Roseville, Shoreview, and White Bear Lake. Recently, I noticed St. Louis Park. Vadnais Heights could learn from these examples.

Roseville has been focusing on racial equity and inclusion for several years. Its website states that “the city is dedicated to creating an inclusive community where the predictability of success is not based on race or ethnicity.”

The city points out that “the actions of government at the federal, state, and local level have created racial disparities that continue to harm our community. Rectifying these disparities is critical to the development of a vibrant community and a high quality of life for all residents.”

All city departments are to prioritize racial equity in their planning, delivery, and evaluation of programs, policies, and services.

Roseville has adopted a Strategic Racial Equity Action Plan. Its current three priorities to help promote racial equity are to diversify the workforce, diversify boards and commissions, and implement a racial toolkit—a guide to decision-making on policies, programs, initiatives, and budget proposals.

The city has adopted an Inclusion and Respect Statement articulating the goal of striving to be a welcoming and inclusive place.

In 2021, the city approved funds for an equity and inclusion manager. The current manager, Antonio Montez, started work in late March.  He comes from Ramsey County, where he served as a racial and equity administrator for two and a half years.

Montez is a key member of the city manager’s leadership team. His role is to integrate equity and inclusion principles into all operations, projects, and services of the city.

Roseville also has a human rights, inclusion, and engagement commission to advise the city council.

St. Louis Park also exemplifies a city focusing on DEI work. The city is strengthening its efforts to advance racial equity at city hall, with plans to spend a full year training existing staff and hiring others for new equity-focused roles (“St. Louis Park focuses on equity work,” by Josie Albertson-Grove, December 12, 2023, Star Tribune).

Over the past year, the St. Louis Park city council has been using its biweekly work sessions to talk about how to act on big-picture priorities, including bringing racial equity and inclusion into all aspects of the city’s work, according to Albertson-Grove.

“Similar trends are playing out across the Twin Cities suburbs, where local leaders are trying to figure out how to serve changing populations and make sure new voices are heard in decisionmaking” Albertson-Grove wrote.

“As communities become more diverse, equity and inclusion directors are becoming standard at city halls. Training on race, cultural competency, and bias for staff, elected officials, and police is common. Policy consultants have been hired in droves.”

Albertson-Grove reported that St. Louis Park was eyeing equity and inclusion training for staff in all city departments and planned to implement a “year of learning” for city staff and elected officials. The training is to provide all city officials with an understanding of how to consider equity in their work.

Also, the city was planning to hire racial equity and inclusion specialists, hires that are in addition to the existing director of racial equity and inclusion.

St. Louis Park continues to work on advancing the city council’s strategic priority of being a leader in racial equity and inclusion in order to create a more just and inclusive community for all, according to the city website.

To accomplish this goal, the city says it is working to create pipelines and opportunities for communities of color and indigenous people to be part of city leadership roles, to invest in small business and services owned by people of color and indigenous people, to expand racial equity as an ongoing discussion within all areas of city business, and to build awareness and a learning environment where the consequences and unintentional impact of its work and decisions are addressed.

The city states that “work with advancing racial equity is a journey that will continue as part of the city’s regular business and service delivery.” St. Louis Park’s racial equity statement reads as follows:

“If the practices, programs, services and culture of the city are not fair, inclusive, and equitable for all, the potential of the community and those it serves is diminished. From an elected, appointed and staffing perspective, our organization does not mirror the community we serve. We will strive for racial equity by building understanding of the issues in our organization and intentionally and proactively take measures that break down barriers to a just and inclusive community.”

An inaugural racial equity analysis of 22 Minnesota cities and counties showed some progress in diversifying workplaces, leadership, and community investments, but also showed much more work is needed (“Racial equity index shows gaps remain,” by Dee DePass, November 30, 2023, Star Tribune).

The Center for Economic Inclusion’s 2023 Racial Equity Dividends Index Report for the Public Sector marked the first time that the center offered its surveys and analytical data to city and county partners so they could accurately assess racial equity policies and practices at the city level.

Ninety percent of the government entities had appointed team members to work on DEI efforts, DePass reported; however, only 71% budgeted funds to accompany the work and 59% had elevated the responsibility of diversity and equity goals to the leadership ranks for their city. Roseville was one of the participating communities.

The Center for Economic Inclusion, located in St. Paul, identifies itself as the nation’s leading organization dedicated exclusively to equipping employers with the data, tools, and cultures of accountability to grow the economy by building racial equity.

Backlash to DEI Hampers Progress

The Floyd murder sparked interest in DEI. But, more recently, backlash has occurred, both in the corporate world and in higher education.

After the Floyd murder, companies made big pledges about racial equity, hiring teams dedicated to DEI (“As DEI gets divisive, companies ditch teams,” by Taylor Telford of the Washington Post, February 26, 2024, Star Tribune).

Now, corporate America is pulling back—cutting DEI jobs and outsourcing the work to consultants, Telford wrote.

DEI jobs peaked in early 2023 before falling 5% by the end of the year and shrinking by 8% in early 2024, according to Revelio Labs data shared with the Washington Post. The attrition rate for DEI roles has been about double that of non-DEI jobs, according to Revelio, which tracks workforce dynamics.

Critics of DEI have tried to scapegoat it for everything from regional bank failures to a panel ripping off a Boeing plan in flight January 5 (“Backlash pulls DEI out from Spotlight,” by Sarah Kessler of the New York Times, January 23, 2024, Star Tribune).

The economy and political landscape have changed since 2020, when companies hired DEI officers in droves amid a racial reckoning after the Floyd murder, Kessler wrote. “Recently, DEI programs have become less visible,” she said. “Over the past two years, hiring for DEI roles has plunged and the number of investor calls mentioning DEI has dropped.”

As criticism grows, more companies are looking to rebrand their diversity initiatives, Kessler said. Corporate America’s diversity initiatives are here to stay, but they are being adjusted in response to lawsuits and intense scrutiny (“U.S. Companies Tweak Diversity Plans Amid Pushback,” by Richard Vanderford, February 26, 2024, Wall Street Journal).

“Businesses are trying to fashion programs that foster inclusion without running afoul of the law and potentially bringing costly consequences, according to lawyers and corporate advisers working on such policies,” Vanderford wrote.

“That means some are abandoning the most legally risky and potentially discriminatory practices, such as numerical targets that can be seen as ‘quotas’ or the use of unconscious bias training that casts blame.”

Dozens of companies have altered descriptions of DEI initiatives in their annual reports to investors as DEI programs come under legal and political threat, changes that highlight the balancing act companies face as they navigate pressure from both critics and advocates of diversity efforts (“Reports Omit Goals for Diversity,” by Ben Glickman and Lauren Weber, April 22, 2024, Wall Street Journal).

The Chronicle of Higher Education has been tracking legislation that would prohibit colleges from having DEI offices or staff; ban mandatory diversity training; forbid institutions to use diversity statements in hiring and promotion, or bar colleges from considering race, sex, ethnicity, or national origin in admission or employment (“DEI: Legislation Tracker,” by Chronicle staff, May 24, 2024).

Eighty-five bills have been introduced in 28 states and Congress since 2023, according to the Chronicle. Of these 85 bills, 14 have final legislative approval, 14 have become law, and 49 have been tabled, failed to pass, or vetoed.

Another Chronicle tracker collects changes that public colleges have made to offices, jobs, training, diversity statements, and other DEI-related activities as the result of bills, executive orders, system mandates, and other state-level actions since January 2023. A few private colleges also have faced anti-DEI pressure and are included in the data collection. The Chronicle has tracked changes at 159 college campuses in 23 states.

VH CAN Leader, Varners Express Frustration with City

In April, I interviewed Barbara Clark, a leader of VH CAN. She acknowledged that some incremental progress has been made on DEI though not as much as desired. Renaming Heritage Days to Vadnais Heights Days is a huge improvement, she said.

Clark expressed frustration with the city’s response to the request for a Juneteenth event. There’s a lot of inertia after many years of conservative leadership, and it’s “hard to do new and different,” she said. “It’s hard to have big changes without a groundswell of support.”

Moving forward, it will be important to build bridges between communities via events and finding partners. It will be important to educate residents on different cultures. VH CAN will keep trying to find activities and events, she said.

The elementary school with its large non-white enrollment may be an untapped resource, she said. It will be important to identify parents. Also, it will be important to develop a communication system to reach residents under age 40.

I also interviewed the Varners. They sincerely want a city that is warm and welcoming to people of diverse backgrounds. However, they feel a lack of compassion and cool response from the city. They don’t feel the city is engaging people; they feel like they are treading water, not getting anywhere.

Alexis has met with both the city manager and the mayor, seeking ways to collaborate with the city. She has scoured the city budget, looking for funds that could be used to support events like Juneteenth celebrations. Alexis is frustrated with these conversations and is developing recommendations independently.

City Should Make DEI a Priority as Promised

Clearly, the Vadnais Heights city council and mayor, as constituted after the 2022 election, are a big improvement over the previous administration. These elected officials, for example, have supported measures to help sustain and enhance the environment. They have taken some incremental DEI actions. However, they have fallen short of campaign pledges to advance DEI. Their tenure is marked more by words than actions on DEI.

The mayor is working hard to manage and strengthen the work of the city. His effort to expand affordable housing is a major step in addressing a major societal inequity. Unlike his elected colleagues, the mayor is accessible and responsive to constituent communications even though he doesn’t answer some questions directly.

Nevertheless, more than four years after the murder of George Floyd, our city continues to move slowly and passively in promoting diversity, equity, and inclusion. DEI has not been a priority for Vadnais Heights; it is not evident in the city’s strategic plan. The mayor strongly asserts his strong advocacy for social justice but does not directly answer many questions about the priority of DEI.

The mayor repeatedly reminds us that the wheels of government move slowly by intention. He does not seem interested in having the council schedule a few hours for some basic education about DEI. The mayor doesn’t need to work alone. He could tap a wealth of resources on DEI and delegate to others. He could establish an informal group to advise him.

To be a welcoming place, the city should model diversity in the makeup of its workforce and its hiring of contractors. Yet it is difficult to obtain information about the existing level of diversity. The previous assistant city manager stated that diversity exists but did not provide evidence.

He sent me the 2020 pay equity report for Minnesota Management and Budget, which indicated a 3:1 male-to-female ratio in employees and a significant pay gap between males and females. Males held most of the key director/manager positions, while females served more in support jobs.

A new pay equity report presented to the council in early 2023 appeared to show an increase in maximum monthly pay per employee increased more for females than for males, although a large gap remains. I wrote the new assistant city manager to verify my interpretation, but she did not respond to my two requests.

Other cities have embraced DEI and integrated it throughout all aspects of their governance. These cities provide examples that Vadnais Heights could study. Also, the League of Minnesota Cities, colleges, and other organizations are available to provide information. But as documented, Vadnais Heights has done little the past four years.

The city’s response to requests for putting on a Juneteenth event was disappointing. If it wanted to, the city could find funds to plan and support an event. Worse was the lack of empathy shown to Juneteenth advocates. Fortunately, the grassroots VH CAN stepped in to plan and implement a Juneteenth event.

Vadnais Heights elected officials and staff should find solutions to accomplish important resident requests rather than finding reasons not to do so. Elected officials should provide leadership and commitment to diversity, equity, and inclusion by adding it to city priorities and backing up proclamations with specific plans and actions.