Mayor's Commission on Communities of Color (Meets 2nd Monday of each month at 5:30 p.m.)

Office of the Mayor Jim Paine, Mayor Nick Raverty, Chief of Staff Phone: (715) 395-7212 1316 North 14th Street, #301 Fax: (715) 395-7590 Superior, WI 54880 TDD: (715) 395-7521 Website: www.ci.superior.wi.us E-mail: mayor@ci.superior.wi.us AGENDA MAYOR'S COMMISSION ON COMMUNITIES OF COLOR MONDAY, JULY 12, 2021 5:30 P.M. – Government Center 201 https://meet.google.com/bzh-ydyi-mvf +1 617-675-4444 PIN: 421 685 353 5736# Members: Chair Deanna Reder, Deonne Nelson, Natasha Lancour, Jenny Van Sickle, Ephraim Nikoi, and Kat Werchouski AGENDA: 1. Roll Call 2. Approval of May 10 minutes 3. Approval of May 24 minutes 4. Discuss sponsorship of Unity in the Community launch event ($200) 5. Discuss proposals for city staff training 6. Any other business 7. Adjournment The City of Superior complies with the Americans with Disabilities Act of 1990. If you are in need of an accommodation to participate in the public meeting process, please contact Nick Raverty at (715) 395-7212 by 4:30 pm on Friday prior to the scheduled meeting. The City will attempt to accommodate any request depending on the amount of notice we receive. Notice is hereby given that a majority of the members of the Common Council may be present at the meeting, and although this may constitute a quorum of the Common Council, the Council will not take any action at this meeting. c: City Clerk’s Office Public Access – via e-mail  Office of the Mayor Jim Paine, Mayor Nick Raverty, Chief of Staff Phone: (715) 395-7212 1316 North 14th Street, #301 Fax: (715) 395-7590 Superior, WI 54880 TDD: (715) 395-7521 Website: www.ci.superior.wi.us E-mail: mayor@ci.superior.wi.us MINUTES MAYOR'S COMMISSION ON COMMUNITIES OF COLOR MONDAY, MAY 10, 2021 5:30 P.M. – Virtual Attendance Present: Chair Deanna Reder, Deonne Nelson, Jenny Van Sickle, and Kat Werchouski Absent: Natasha Lancour and Pat St. Germaine Others Present: Mayor Jim Paine, Nick Raverty, Shelley Nelson, and Mary Stone McConnell The meeting of the Mayor’s Commission on Communities of Color was called to order at 5:32 pm. 1. Roll Call 2. Approval of April 12 minutes Motion by Commissioner Van Sickle, second by Commissioner Werchouski, to approve. 3. Discuss the adoption of Makwa Ziibiins Miikana Trail Commissioner Nelson inquired what upkeep of the trail would be like and time commitment. Mayor Paine informed the commission it is really up to them. Groups can host cleanup events or handle it themselves, but typically cleanup is done a few times per year. Commissioner Reder would like to see the entire commission involved. Motion by Commissioner Van Sickle, second by Commissioner Nelson, to adopt the Makwa Ziibiins Miikana Trail. 4. African American Taste Event – Commissioner Nelson Commissioner Nelson shared some preliminary information about an event she is hoping to host through her nonprofit organization, Unity in the Community. Aiming for later this summer and to be hosted on Barker’s Island. Commissioners Van Sickle and Reder suggested connecting with Juneteenth organizers and maybe combining efforts. Commissioner Reder will connect Commissioner Nelson to the event organizers. c: City Clerk’s Office Public Access – via e-mail  5. Discuss sponsorship of Wisconsin Point Committee Event at $100 – Commissioner Van Sickle Commissioner Van Sickle shared information about the upcoming event being held at WI Point which would gather members from the Fond du Lac Community, the WI Point Committee, the Commission on Communities of Color, and other community members to start building a strong partnership. The commission discussed their current budget and other priorities that may arise in 2021 that may also need sponsorship support. Motion by Commissioner Werchouski, second by Commissioner Nelson, to sponsor the event at $100. 6. Any other business Nick Raverty shared that the RFP for the diversity and inclusion training had been posted and is available on the city website. He also shared that the city is working on creating its first cultural video to be hosted with other community videos on the city’s webpage. This will focus on the indigenous history of Superior and the work of this commission. Commissioner Van Sickle asked to agendize a larger budget conversation at the next regular meeting. 7. Adjournment The meeting was adjourned at 6:11 pm. The City of Superior complies with the Americans with Disabilities Act of 1990. If you are in need of an accommodation to participate in the public meeting process, please contact Nick Raverty at (715) 395-7212 by 4:30 pm on Friday prior to the scheduled meeting. The City will attempt to accommodate any request depending on the amount of notice we receive. Notice is hereby given that a majority of the members of the Common Council may be present at the meeting, and although this may constitute a quorum of the Common Council, the Council will not take any action at this meeting. c: City Clerk’s Office Public Access – via e-mail  Office of the Mayor Jim Paine, Mayor Nick Raverty, Chief of Staff Phone: (715) 395-7212 1316 North 14th Street, #301 Fax: (715) 395-7590 Superior, WI 54880 TDD: (715) 395-7521 Website: www.ci.superior.wi.us E-mail: mayor@ci.superior.wi.us MINUTES MAYOR'S COMMISSION ON COMMUNITIES OF COLOR MONDAY, MAY 24, 2021 5:30 P.M. – ROOM 201 Members Present: Chair Deanna Reder, Natasha Lancour, Jenny Van Sickle, and Kat Werchouski Absent: Deonne Nelson and Pat St. Germaine Others Present: Chief Nicholas Alexander, Nick Raverty The meeting was called to order at 5:42 p.m. 1. Roll Call 2. Discuss the sponsorship of Juneteenth event Commissioner Reder shared details of what she knew about the event. Commissioner Lancour offered to help spread the word through her network. Commissioner Reder asked that the commission help serve as a contact for the event when possible. Nick Raverty gave a quick budget overview to the commission. $750 for 2021 and already spent $100 on the WI Point event, leaving $650 for the rest of 2021. The commissioners discussed other events that may need potential sponsorship this year. Motion by Commissioner Van Sickle, second by Commissioner Werchouski, to approve the sponsorship at $200. 3. Adjournment The meeting was adjourned at 5:57 p.m. c: City Clerk’s Office Public Access – via e-mail  1 Ashley Brundage 821 W 116th Ave Tampa, Fl 33612 813-731-1302 ashley@empoweringdifferences.com Bid #21-18-HR Thank you for considering Empowering Differences for the Diversity and Inclusion Employee Training opportunity. Empowering Differences is a full scope training company and nationally recognized diverse supplier, working with large well-known organizations and government entities, as well as small and mid-size companies, and non-profits of any size. We work with these organizations and individuals to develop leaders, empower individuals, understand terminology, and improve internal and external communication. Our company is a certified LGBT Business Enterprise and a Woman Owned Business. Founded in 2011 when Founder and President Ashley T Brundage recognized the need for leadership centric training, Empowering Differences works to empower and inspire organizations and individuals through workforce initiatives. The company evolved to offer multiple types of training, leadership development, full service HR consulting, and workshops for personal development. What sets Empowering Differences apart from other companies is our service-based approach to deliver a custom program to each client. Organizations' needs vary, so the team works with clients on a micro-level to support their initiatives. For each key initiative in our company’s focus we have consulting, training, and supporting products. Our projects have oversight and management from our strategy team using project management software and company processes in place to ensure successful delivery and completion. Training is at the core of what we do, working with companies to provide live or recorded sessions based on the needs of their organization. We also offer an on demand online course available to anyone from our website. The 11 modules cover diversity in the workplace, creating a safe space, unconscious bias, communication, understanding differences and similarities, workplace culture, and more with key takeaways and action steps with techniques.  2 Empowerment is our guiding principle on how we bring DEI training to life. By interweaving the concept of empowerment through all of our key actions, this provides a tailored approach to drive more actionable culture change. We have worked with organizations of all sizes to tailor an approach to DEI that works best to drive positive changes for their culture. We have built online customized training as well as curated leadership development through DEI cohorts for employees. Our virtual sessions are highly engaging and lead to numerous dialogue building questions. For our online sessions, they are deeply rooted in our empowering actions which all lead to driving a measured impact through your employees engagement. Outcomes vary by type of training, for our online sessions, respondents are asked a series of questions via survey tools and have responded at over 90% excellent rating. In our live virtual events we showcase metrics through survey polling at the beginning and end of sessions to tie a measured impact to increased awareness and education of DEI. These are just a couple of examples of how we track outcomes, and will be tailored to the organization's deliverables. For this contract, training will be completed by Ashley T Brundage. Ashley is recognized as a subject matter expert on all the topics listed in this RFP, all were covered in the Empowering Differences Online Course and we propose something similar on a smaller scale for the City of Superior. We will be providing two different recorded sessions , one for your managers and the second for your employees. The manager session will have additional focus on empowerment of others leading to more engaged managers making a difference. The employee session will have a deeper focus on self empowerment, which will lead to greater impact of professional development. Within the software integrated on our website, each employee will have a login and password, we will be able to provide data per person on who has completed the training. We will not collect any data on the employees and allow them to login to take the training on our website. These trainings may also be directly housed on your internal site if you prefer but then we will not be able to provide a tailored outcome report upon completion.  3 Attachments: A. Ashley Brundage Bio B. Diverse Business Certification C. Empowering Differences Capability Statement D. References E. Cost Proposal F. Sample Reporting for Training G. Sample Documents: a. Online Course Outline Copy b. Self-Assessment c. Video Clip from online course: https://vimeo.com/554516500 6. Addenda Acknowledgement (Must be submitted with Proposal) Diversity and Inclusion Employee Training I/we hereby acknowledge receipt of the following addenda(s): Addendum No. 1 Dated 5/24/2021 Addendum No. Dated Addendum No. Dated Addendum No. Dated I/we further certify that no agreement has been entered into to prevent competition for said work and that I/we carefully examined the site where the work is to take place, and the plans, specifications, form of contract and all other contract documents. I/we further agree to enter into the contract, as provided in the contract documents, under all the terms, conditions and requirements of those documents. * If no addenda were issued, the consultant/firm shall so indicate and sign this document. Empowering Differences ________________________________________ Company Representative Signature Employee Training 10 Attachment A  Founder & President Ashley T Brundage Empowering Differences Ashley T Brundage is the Founder and President of Empowering Differences. While seeking employment at a major financial institution, she self-identified during the interview process as a male to female transgender woman and subsequently was hired. She was offered a position and started as a part time bank teller and worked in various lines of business before becoming VP, Diversity and Inclusion in less than 5 years. Ashley recently celebrated 18 years of marriage to Whitney and together they have two biological sons; Bryce, 15, and Blake, 13. KEYNOTE SPEAKER AND EDUCATOR Since beginning transitioning in 2008, she has worked tirelessly to promote awareness and acceptance of gender identity and expression. She works to accomplish this goal by volunteering in the community, and holding education sessions for corporations. She serves on the Corporate Advisory Council for the NGLCC- National LGBT Chamber of Commerce. Also is the co-chair for NGLCC’s new global Trans+ Inclusion Task Force. She chaired the successful bid to host the NGLCC convention in 2019, and Visit Tampa Bay named her their Tourism Champion for 2017. In 2018, she started serving on the board of the Florida Museum of Photographic Arts. In 2019, she was voted on the National Board of Directors for GLAAD. GLAAD works to accelerate acceptance for the LGBTQ+ Community through media advocacy. Ms. Brundage speaks locally and nationally about her transition, workplace equality, leadership, and diversity & inclusion. She has also been interviewed in several publications and media outlets, including Tampa Bay Times, Watermark Magazine, Creative Loafing, The Tampa Bay Business Journal, The Miami Herald, Fox 13 News Tampa, ABC News 7 Ft Myers, CBS 10 Tampa, Las Vegas Review Journal, Milwaukee Biz Times, the Daily Beast, Fairygodboss, and a feature story with Bloomberg Businessweek in 2019. Ashley has been recognized in many areas and has received numerous awards including: The University of South Florida 2014 Community Pride Award, 2015 St Pete Pride Grand Marshal, 2015 Commendation-City of Tampa, 2016 Tampa Bay Business Journal Business Woman of the Year, 2016 Voice for Equality Award from Equality Florida, and LGBT Leadership Award from the Florida Diversity Council. In 2017, she was awarded a Leadership Award from Metro Inclusive Health. Also in 2017 she was a winner of the Inaugural People First Award by the Tampa Bay Business Journal, and the TBBJ Power 100 list, the most influential and powerful people in business. In 2018, she was given the Champion Award from international non-profit Out & Equal as well as named one of Florida’s Most Powerful and Influential Women from the National Diversity Council. In 2019, she was named one of the Top 40 under 40 in the LGBTQ community nationally by Business Equality Magazine, TBBJ Outstanding Voice for the LGBTQ community and the Inaugural Transgender Rising Star by Trans New York. www.empoweringdifferences.com | 813-731-1302 | ashleytbrundage@gmail.com Attachment B Certificate Number: 15637 Expiration Date: 04/30/2023 Renewal required by date above The National LGBT Chamber of Commerce Hereby Recognizes: Empowering Differences Inc. As a Certified LGBT Business Enterprise™ (LGBTBE) Justin G. Nelson Chance E. Mitchell Co-Founder & President Co-Founder & CEO Certified LGBTBE Attachment C Capability Statement www.empoweringdifferences.com  Empowering Differences offers motivational speaking, leadership development and organizational training. The company was started in 2011 when founder, Ashley T Brundage, recognized the need for leadership based training to empower and inspire organizations and diverse individuals. WE CAN EMPOWER YOUR ORGANIZATION THROUGH THESE KEY INITIATIVES: Professional Development: Empowering Actions: Leadership Development Course designed for your diverse employees and allies in your organization. Empowering Actions for Executive Leadership: Course for executives, working with them to build up and empower their diverse employees. Trainings: LGBTQ+ Education: Terminology, creating safe spaces, and supporting the community. Navigating Disability Inclusion: Course designed on education for accessibility and resources relating to The Americans With Disabilities Act. Building Engagement Through Cultural Awareness: Defines how differences make a difference, includes ways to build communicative in-roads between cultures. Empowering Communication: Explores and explains communication style differences and best practices for effective assertive communication. Strategy and Assessments: Inclusive Marketing Consulting: Work with your internal marketing team to ensure diverse representation in your campaigns and content. LGBTQ+ Inclusivity Assessment: Full scale evaluation for internal and external stakeholders for your organization. Trans Inclusivity Assessment: LGBTQ+ with a deeper assessment on trans and nonbinary. This is for companies well versed in LGBTQ but lacking in trans inclusivity. Our team will work with you to best optimize your organization’s goals . Training and travel costs vary based on topic selections and location. www.empoweringdifferences.com | 813-731-1302 | ashleytbrundage@gmail.com Attachment D References . 1. Community Partnership for Prevention of Homelessness ○ Workshops in person and virtual for inclusivity, sexual harassment, employability, tools for re-entry 2. University of South Florida ○ Workshops and content creation for trainings including DEI, inclusivity, life skills, communication 3. West Virginia University ○ Workshops and content creation for trainings including HR, personal barriers and resilience 4. VA Hospital System ○ Workshops and content creation for culture, DEI, diversity and the workplace, LGBTQ+ Terminology. 5. City of Long Beach, California ○ Online training and content creation for workforce skills development, DEI, and leadership. Attachment E Items Included Employees Cost per employee Total Employee Training, supporting documents, content planning, online-training module access, all other costs 205 $50 $10, 250 Manager Training, supporting documents, content planning, online-training module access, all other costs 40 $50 $2,000 $12,250 Attachment F user_id name email course_id course_title steps_completed steps_total course_completedcourse_completed_on 104 first last employee@company.com 1234 City Training 0 2 NO 319 first last employee@company.com 1234 City Training 0 2 NO 94 first last employee@company.com 1234 City Training 0 2 NO 128 first last employee@company.com 1234 City Training 0 2 NO 245 first last employee@company.com 1234 City Training 0 2 NO 233 first last employee@company.com 1234 City Training 0 2 NO 299 first last employee@company.com 1234 City Training 0 2 NO 5 first last employee@company.com 1234 City Training 0 2 NO 22 first last employee@company.com 1234 City Training 3 2 NO 82 first last employee@company.com 1234 City Training 0 2 NO 122 first last employee@company.com 1234 City Training 0 2 NO 146 first last employee@company.com 1234 City Training 0 2 NO 341 first last employee@company.com 1234 City Training 0 2 NO 117 first last employee@company.com 1234 City Training 0 2 NO 90 first last employee@company.com 1234 City Training 0 2 NO 106 first last employee@company.com 1234 City Training 0 2 NO 176 first last employee@company.com 1234 City Training 0 2 NO 259 first last employee@company.com 1234 City Training 0 2 NO 121 first last employee@company.com 1234 City Training 0 2 NO 352 first last employee@company.com 1234 City Training 0 2 NO 113 first last employee@company.com 1234 City Training 0 2 NO 224 first last employee@company.com 1234 City Training 0 2 NO 304 first last employee@company.com 1234 City Training 0 2 NO 271 first last employee@company.com 1234 City Training 0 2 NO 102 first last employee@company.com 1234 City Training 0 2 NO 99 first last employee@company.com 1234 City Training 0 2 NO 43 first last employee@company.com 1234 City Training 0 2 NO 318 first last employee@company.com 1234 City Training 0 2 NO 120 first last employee@company.com 1234 City Training 0 2 NO 265 first last employee@company.com 1234 City Training 1 2 NO 119 first last employee@company.com 1234 City Training 0 2 NO 228 first last employee@company.com 1234 City Training 0 2 NO 286 first last employee@company.com 1234 City Training 0 2 NO 291 first last employee@company.com 1234 City Training 0 2 NO 382 first last employee@company.com 1234 City Training 0 2 NO 306 first last employee@company.com 1234 City Training 0 2 NO 232 first last employee@company.com 1234 City Training 0 2 NO 293 first last employee@company.com 1234 City Training 2 2 NO 277 first last employee@company.com 1234 City Training 0 2 NO 202 first last employee@company.com 1234 City Training 0 2 NO 115 first last employee@company.com 1234 City Training 0 2 NO 101 first last employee@company.com 1234 City Training 0 2 NO 151 first last employee@company.com 1234 City Training 0 2 NO 97 first last employee@company.com 1234 City Training 0 2 NO 227 first last employee@company.com 1234 City Training 0 2 NO 58 first last employee@company.com 1234 City Training 0 2 NO 231 first last employee@company.com 1234 City Training 0 2 NO 178 first last employee@company.com 1234 City Training 0 2 NO 236 first last employee@company.com 1234 City Training 0 2 NO 258 first last employee@company.com 1234 City Training 0 2 NO 301 first last employee@company.com 1234 City Training 0 2 NO 98 first last employee@company.com 1234 City Training 0 2 NO 278 first last employee@company.com 1234 City Training 0 2 NO 118 first last employee@company.com 1234 City Training 0 2 NO 166 first last employee@company.com 1234 City Training 0 2 NO 126 first last employee@company.com 1234 City Training 0 2 NO 310 first last employee@company.com 1234 City Training 12 2 YES 11/11/2021 298 first last employee@company.com 1234 City Training 0 2 NO 42 first last employee@company.com 1234 City Training 12 2 YES 12/15/2021 116 first last employee@company.com 1234 City Training 0 2 NO 100 first last employee@company.com 1234 City Training 0 2 NO 333 first last employee@company.com 1234 City Training 0 2 NO 332 first last employee@company.com 1234 City Training 0 2 NO 164 first last employee@company.com 1234 City Training 0 2 NO 123 first last employee@company.com 1234 City Training 0 2 NO 96 first last employee@company.com 1234 City Training 0 2 NO 346 first last employee@company.com 1234 City Training 0 2 NO 229 first last employee@company.com 1234 City Training 0 2 NO 230 first last employee@company.com 1234 City Training 0 2 NO 105 first last employee@company.com 1234 City Training 0 2 NO 307 first last employee@company.com 1234 City Training 0 2 NO 226 first last employee@company.com 1234 City Training 0 2 NO 52 first last employee@company.com 1234 City Training 0 2 NO 51 first last employee@company.com 1234 City Training 0 2 NO 112 first last employee@company.com 1234 City Training 0 2 NO 165 first last employee@company.com 1234 City Training 0 2 NO 111 first last employee@company.com 1234 City Training 0 2 NO 309 first last employee@company.com 1234 City Training 0 2 NO 308 first last employee@company.com 1234 City Training 0 2 NO 48 first last employee@company.com 1234 City Training 0 2 NO 261 first last employee@company.com 1234 City Training 0 2 NO Attachment G Sample Documents Attachment a Online Course Information www.empoweringdifferences.com  Professional Development Outline Total course time is 16 hours with video content and workbook activities. The online course includes a copy of the workbook. This content brings together what makes you unique with how to apply it and grow in your profession while empowering others along the way. Lesson 1 Empower Giving Power and Authority ▪ Definitions ▪ Empowering Yourself, Others, and Organizations Using Your Differences as an Advantage ● How often to use them ● Weakness is perception ● What are your perceived weaknesses? ● How to highlight the data of the value or your differences Creating a Safe Space ● What is a safe space ● How to create a safe space ● Empowerment creates inclusivity ● Amplifying Others Everyday Empowering Actions ● Create a Safe Space ● Raise your voice for others ● Connect with the other Empowering Actions Lesson 2 Inspire Developing Your Story ▪ Laying Foundational Background ▪ Framing Your Story ▪ Including obstacles and how you overcome them Sharing Your Story ▪ Details Really Matter ▪ Tying emotion to your story ▪ Lead others to also share their story ▪ Track Inspirational data Communication ▪ Know the end goal before communicating ▪ Communicate how this can impact all people ▪ Include takeaways how people can support others ▪ Repeated Assertion Leveraging Other Inspirations ▪ Being Comfortable Being Uncomfortable ▪ Inspirational Leadership ASHLEY T BRUNDAGE | EMPOWERING DIFFERENCES INC | EMPOWERINGDIFFERENCES.COM Lesson 3 Educate Differences ▪ Importance of Education ▪ Educating Yourself/ Others Language ▪ Immerse yourself in learning basics of another language ▪ Immerse yourself in learning inclusive language ▪ Learn key phrases Research ▪ Educational Studies ▪ Other Perspectives ▪ Compare research with your personal experience ▪ Legislation and Laws Educational Enhancements ▪ Courses ▪ Conferences/Events ▪ Publications Lesson 4 Inclusion Culture ▪ Organizational ▪ Community ▪ Personal ▪ How does privilege affect culture? Belonging ▪ First Impressions ▪ Non-verbal Communications ▪ Attitude and Attire ▪ Being Memorable Representation ▪ Speaking out against exclusions ▪ Intersectionality ▪ Consistency ▪ Advertising/Marketing Inclusive Leadership ▪ Welcoming Environment ▪ Engagement ▪ Organizational Culture ▪ Development ASHLEY T BRUNDAGE | EMPOWERING DIFFERENCES INC | EMPOWERINGDIFFERENCES.COM Lesson 5 Motivate Allyship ▪ Support ▪ Create Change ▪ Advocate Strategic Engagement ▪ Goal-Oriented ▪ Continuous Engagements ▪ Use Data to Motivate Others Relationship Building ▪ Plant Seeds ▪ Who you should surround yourself with ▪ Overcome Mistakes Encouragement ▪ How it affects someone you know ▪ Overcoming obstacles and speaking up Lesson 6 Invest Invest in Yourself ▪ Self- Assessment ▪ Developmental Programs ▪ Cultivating Change ▪ Confidence & Creativity Invest in Organizations ▪ Time, Treasure, Talent ▪ Understanding Turnover Costs Invest in Others ▪ Leadership Foundation ▪ Financially, Personally, Professionally Financial Investments ▪ Resources ▪ ROI- Return on Investment ▪ Messaging behind the investment ASHLEY T BRUNDAGE | EMPOWERING DIFFERENCES INC | EMPOWERINGDIFFERENCES.COM Lesson 7 Mentor Mentorship Basics ▪ What is a mentor? ▪ Understanding How a Sponsor is Different ▪ Be Present & Check Biases and Privileges Mentor programming ▪ Connecting with those that are different ▪ Organization and Community Managing Mentoring Relationships ▪ Leadership ▪ Seizing the Moment ▪ Preparation ▪ How to Seek a Mentor SMART Mentorship ▪ Specific ▪ Measurable ▪ Achievable ▪ Realistic ▪ Timely Lesson 8 Influence Changing Perspectives ▪ What influence do you have? ▪ Using your influence ▪ Nonverbal communication Cultivating your brand ▪ Leveraging your influence ▪ Using attitude and attire ▪ Powerful partnerships Be an Advocate ▪ Leadership ▪ Policy changes ▪ Create change for others ▪ Influencing others ASHLEY T BRUNDAGE | EMPOWERING DIFFERENCES INC | EMPOWERINGDIFFERENCES.COM Lesson 9 Access Accessibility and Equity ▪ Access and Language ▪ Creating access for others ▪ Making yourself accessible ▪ Equal Opportunity Networking ▪ Strategic engagement ▪ Styles ▪ Events and Groups Sponsorship ▪ How to acquire ▪ How to cultivate ▪ Leveraging a sponsor ▪ Strength in numbers Leverage your contacts ▪ Create access for yourself and others ▪ Conducting a privilege check Lesson 10 Enlighten Emotional Connection ▪ Connecting to Heart and Mind ▪ Use of Storytelling ▪ Listening Strengthens the Connection ▪ How to Cultivate Allies Trust ▪ Research ▪ Leadership ▪ Common Ground ▪ Being an Advocate for Change Creating an Aha Moment ▪ Using Uniqueness to Build Your Brand ▪ Lightbulb Leads to Empowerment ▪ Outcomes Navigating Emotional Topics ▪ Politics ▪ Religion ▪ Social Justice ASHLEY T BRUNDAGE | EMPOWERING DIFFERENCES INC | EMPOWERINGDIFFERENCES.COM Empowering Differences Online Course 4 Week Plan 30 min -1 hour per day when reading, watching video, or completing activity. Week 1- Get Ready for Empowerment Week Day 1- Online Course Intro Video Day 2- Download Course Materials: e-Workbook, e-book, and order discount paperback book Day 3- Ground Rules for Empowering Differences Workbook Pg. 1-6 Day 4- Complete Self-Assessment, Workbook Pg. 7-13 Day 5- Prepare for Action, Workbook Pg. 14-15 Week 2- Learning More about Empowerment Week Day 6- Empower Lesson Video Day 7- Empower Lesson Workbook Activities Pg. 17-18 Day 8- Inspire Lesson Video Day 9- Inspire Lesson Workbook Activities Pg. 20-21 Day 10- Educate Lesson Video & Educate Lesson Workbook Activities Pg. 23-24 Week 3- Deepening the Strategic Engagement Week Day 11- Inclusion Lesson Video Day 12- Inclusion Lesson Workbook Activities Pg. 26-27 Day 13- Motivate Lesson Video Day 14- Motivate Lesson Workbook Activities Pg. 29-30 Day 15- Invest Lesson Video & Workbook Activities Pg. 32-33 Week 4- Finishing Strong with Constant Empowerment Week Day 16- Mentor Lesson Video & Workbook Activities Pg. 35-36 Day 17- Influence Lesson Video & Workbook Activities Pg. 38-39 Day 18- Access Lesson Video & Workbook Activities Pg. 41-42 Day 19- Enlighten Lesson Workbook Activities Pg. 44-47 Day 20- Enlighten Lesson Video Congratulations! You have finished the full Empowering Differences Online Course. Please remember that real empowerment begins with selfless actions of giving your power and authority to others and through highlighting your differences. This course may qualify for professional development credits towards your annual certification requirements, please share this course schedule as well as the course outline to your certification organization. Total estimated professional development time is 20 hours. Please share how you use the 10 Empowering Actions to Leverage Change on social media with @empoweringdiff and #empoweringdifferences . ASHLEY T. BRUNDAGE | EMPOWERING DIFFERENCES INC | EMPOWERINGDIFFERENCES.COM Attachment b Self Assessment EBOOK THE BEST EBOOK TEMPLATES YOU WILL FIND! www.empoweringdifferences.com  Acknowledgements Copyright ©2020 Ashley T Brundage. All rights reserved. All rights reserved. No part of this publication shall be reproduced, transmitted, or sold in whole or in part in any form without prior written consent of the author, except as provided by the United States of America copyright law. Any unauthorized usage of the text without express written permission of the author is a violation of the author’s copyright and is illegal and punishable by law. All trademarks and registered trademarks appearing in this guide are the property of their respective owners. For permission requests, write to the author, addressed “Permission Request,” at the address below. ashley@empoweringdifferences.com Ordering Information: Quantity sales and special discounts are available on quantity purchases by corporations, associations, and others. For details, contact the author at the address above. Edited by Alyssa Courtoy Cover design by BKN Creative Printed in Tampa Florida of the United States of America. ISBN: 978-1-7360871-3-8 (print) ISBN: 978-1-7360871-1-4 (ebook) ISBN: 978-1-7360871-0-7 (audio) ISBN: 978-1-7360871-2-1 (workbook) ISBN: 978-1-7360871-4-5(e-version workbook, Adobe PDF) Library of Congress Control Number: 2020921808 First edition, December 2020. The information contained within this book is strictly for informational purposes. The Material may include information, products, or services by third parties. As such, the Author does not assume responsibility or liability for any third-party material or opinions. The author is not responsible for websites (or their content) that are not owned by the author. Readers are advised to do their own due diligence when it comes to making decisions. The views and opinions expressed in this book are those of the author and do not necessarily reflect the policies or views of her employer. The views, opinions, and life experiences expressed in this book are presented from the author's perspective. The overall intended purpose of this book is to use perceived weaknesses as strengths. How you use this guidance will depend on your individual circumstances. For more information on Empowering Differences, the views of this book, online course, and accompanying workbook please visit our website. www.empoweringdifferences.com www.empoweringdifferences.com  Welcome Empowering Differences is the intentional action of using power and authority for yourself or others while positioning ways in which you are not the same as the people around you. Using your differences, what makes you unique, to empower yourself and others to move your career forward. Follow author, Ashley T Brundage, as she puts Empowering Differences into action. She has been on her own journey of self exploration and was forced to find out how she fits into this world. She started her careers as a means of survival and has quickly risen through each position. She celebrated her authenticity, empowered herself, and others, to create a stronger community. www.empoweringdifferences.com  About Ashley Ashley T Brundage is the Founder and President of Empowering Differences. While seeking employment at a major financial institution, she self-identified during the interview process as a male to female transgender woman and subsequently was hired. She was offered a position and started as a part-time bank teller and worked in various lines of business before moving to VP, Diversity & Inclusion in less than 5 years. Ashley recently celebrated 18 years of marriage to Whitney and together they have two biological sons; Bryce, 15, & Blake, 13. Since beginning transitioning in 2008, she has worked tirelessly to promote awareness and acceptance of gender identity and expression. She serves on the Corporate Advisory Council for the NGLCC-National LGBT Chamber of Commerce, and is the co-chair for NGLCC’s global Trans+ Inclusion Task Force. In 2019, she was named one of the Top 40 under 40 in the LGBTQ community nationally by Business Equality Magazine, and also been interviewed in several publications and media outlets, including a recent feature story with Bloomberg BusinessWeek. Lastly, she was named to the National Board of Directors for GLAAD in July of 2019, GLAAD accelerates acceptance globally for the LGBTQ+ community through all forms of Media. www.empoweringdifferences.com How It Works The concept of Empowering Differences brings together what makes you unique with how to use that to grow in your life and empower others along the way. To achieve self-empowerment, you have to really understand what makes you different, unique, what only you offer the world. You then use that to empower other people to be their best self, encourage them to understand their differences, share their story with the world. This is accomplished in through the Self Assessment: You will spend time going through the questions and answering them, then reflecting on what you have learned. www.empoweringdifferences.com  GroundRules You must understand yourself and who you are before you are able to do anything Once you understand yourself, you are able to understand other people’s lived experiences and identities You then take the knowledge that you have learned and put them into action in the right situations Once you are able to understand yourself, others, and how to use your differences strategically, you can then empower others to do the same Notes www.empoweringdifferences.com  Self Assessment Step by Step on how to research your differences To have a solid baseline for knowing your differences and using that to understand others, we’re going further into the first ground rule: understanding yourself. The first part of this is taking a deeper look into yourself and knowing how different aspects of your identity affect you on a daily basis, then understanding how your differences affect you in the eyes of others. Having a solid understanding of oneself, you’re able to build confidence in who you are. To gain that confidence and understand yourself, you need to research and know your differences. The next few pages will take you through the research process outlined in the steps below: 1) Taking the self assessment 2) Digging deeper into the identities you want to research, the most prevalent 3) Understanding which communities you are apart of and community connections 4) Framing it all together, how to use this research at the right moments, leading into showcasing your authenticity You will then use these discoveries from your research and apply it to the ground rules and throughout each empowering word lesson. www.empoweringdifferences.com  Self Assessment These are the questions you will use to evaluate during the self- assessment over the next few pages. Organize Your Differences Evaluate Your Comfort Zone What are the visible differences that you Do you have the ability to travel, either to have? different states or out of the country? Where have you traveled to and how were When are they the most visible? you able to afford traveling? What have you gained from other What are the invisible differences that you have? cultures? What other experiences took you out of When are they the most invisible? your comfort zone? Your Priviledge Empowerment Do you see yourself as having privilege? Have you ever been empowered? If yes, what privileges? If no, why not? How often do you empower others? How does your privilege or lack of Do you donate to diverse non-profit orgs influence others? that empower others? What is intersectional about you? What communities do you see yourself a part of? About You About You Who are you? Where do you fit into society? What do your differences mean to you? What other questions did you explore in your self-assessment? What do your differences mean to the What identities would you want to or not want people around you? to highlight and why? How do you showcase your authenticity? www.empoweringdifferences.com  Self Assessment Organize Your Differences: What are the visible differences that you have? When are they the most visible? What are the invisible differences that you have? When are they the most invisible? www.empoweringdifferences.com  Self Assessment Evaluate Your Comfort Zone: Do you have the ability to travel, either to different states or out of the country? Where have you traveled to and how were you able to afford traveling? What have you gained from other cultures? What other experiences took you out of your comfort zone? www.empoweringdifferences.com  Self Assessment Your Privilege: Do you see yourself as having privilege? If yes, what privileges? If no, why not? How does your privilege or lack of influence others? What is intersectional about you? www.empoweringdifferences.com  Self Assessment Empowerment: Have you ever been empowered? How often do you empower others? Do you donate towards diverse non-profit organizations that empower others? What communities do you see yourself a part of? www.empoweringdifferences.com  Self Assessment About you: Who are you? What do your differences mean to you? What do they mean to the people around you? What identities would you want to or not want to highlight? Why? How do you showcase your authenticity? What other questions did you explore? www.empoweringdifferences.com  "Utilize each negative that you encounter as a building block to have a larger platform to stand on and be seen and it will lead to more empowerment" Ashley T Brundage Congratulations on completing the self-assessment! This is a great personal accomplishment that will also help you professionally. We created this with the intention of empowering you to really assess yourself, your career, your lifepath, your contribution to others, and how to impact change on all of those. If you would like to further explore how to empower your differences, check out the Empowering Differences book, workbook, and online course. We hope this will lead to a greater understanding of your interaction in the world and how you can use your differences, whether you knew them going into this or found them in your assessment. Connect with us and let us know what you learned and how you used your differences to leverage change. Sincerely, The Empowering Differences Team . www.empoweringdifferences.com  Attachment c Video link: https://vimeo.com/554516500  RESPONSE TO REQUEST FOR PROPOSAL AND QUALIFICATIONS 2021 DIVERSITY AND INCLUSION EMPLOYEE TRAINING CITY OF SUPERIOR, WIS BID #21-18-HR SUBMITTED BY PRIMARY CONTRACTOR: Angela Hooper-Menifield, MPA, SPHR, SCP, CHBC - President / Chief Equipping Officer (CEO) Menifield & Associates, LLC & Sub-Contractor – Charlette Williams – Founder, Charlette K. Williams Consulting (Capability Statements Attached) Date of Submission MAY 25, 2021  EXECUTIVE SUMMARY DUNS #: 080489196 Structure: Limited Liability Corporation (LLC) Ownership: Woman Owned Business, Woman Owned Small Business, Minority Owned Business, HubZone, CAGE: 7S6B4 NAICS Code: 611430, 54611, 54612, 54618, 541990 PSC: R431 Contractor Background and Experience: PRIME Menifield & Associates, LLC and Sub-contractor Charlette K. Williams Consulting have a combined level of experience and expertise in Training, DEI/Civil Rights Facilitation, Executive Coaching, 360 Degree Leadership Assessments, DISC Behavioral Assessment & Leadership Development a combined 50+ years. The Principal of Menifield & Associates, served as a Federal Employee for a period of 28 (twenty-eight) years, climbing the Federal ladder from an entry level position of GS-5 to retiring from Federal Service at the GS-15/10 grade / step level. During this successful career, her experience includes training and creating training for the organization that was later adopted to the entire Agency. This level of expertise in the public sector has propelled Menifield & Associates drive and passion to serve the Public Sector employees at all levels. Partnership with Menifield & Associates is not only an association with a John Maxwell Team Executive Director and an Independent Certified Coach, Teacher, and Speaker, but is a partnership with over a quarter of a century of experience in public service serving as a mediator, resolving official for EEO (Equal Employment Opportunity) and Civil Rights (CR) grievances, trainer, and senior leader in the Federal Government. Angela Hooper-Menifield & Menifield &. Associates is a Re-certification provider for SHRM (The Society of Human Resource Management) and an Adjunct with St Joseph’s College – SHRM Certification Course which instructs Human Resource Professionals on DEI and Corporate Social Responsibility. Angela uses her vast experience from getting things done within the bureaucracy of government to facilitate growth, raise awareness levels / lids, and add value to others as she understands that everything rises and falls on leadership and that growth must be intentional. Menifield & Associates, LLC works with a wide range of clientele in knowing that leadership is not based on position, but influence. With the understanding that leadership is at every level, for every sector (public, non-profit, for profit); Menifield & Associates, offers premier services in training and leadership develop opportunities for everyone. This level of understanding and a wide range of clientele bring a level of expertise, connection, and rapport that has proven valuable and highly sought-after during negotiations, facilitations, strategic planning, business process reviews, and mediations. Angela has recently served as facilitator of the Newark Covid19 Pandemic Response Team (September 2020); Newark Housing Equity Committee (2020); Facilitator – Racial Equity / White Privilege Training for Living Cities Grant Administrators (Newark); Lead Coach of HireNewark/Newark2020 High Performance Coaching Initiative; and is a member of the training subcommittee for BNI (Business Network International) USA DEI Committee where she creates and delivers DEI content for BNI chapters and leadership across the USA (2020 -2022). Angela has delivered Diversity and Inclusion Workshops at Columbia College and served as a keynote speaker at a Federal Women’s History Program for the USDA, an All-Employee Meeting for an International Marketing Company, and the University of Missouri’s Women’s Leadership Conference. Other clients include Chick-Fil-A, entrepreneurs, small business owners, and individuals looking to get “unstuck” and operate in their purpose. Angela has facilitated 4 leadership team assessments, 2 DISC Behavioral Assessment Trainings, and 2 Employee Appreciation Trainings for RU-N. Each of these trainings were well received and earned superior ratings. Trainings have also been facilitated and additional contracted with the City of Newark and New Jersey Department of Labor (Strategic Planning). Angela understands and appreciates the complexities associated with bringing groups from diverse backgrounds together to reach a common goal. During her tenure with the USDA, she served as the liaison between her organization and the various Industry representatives as well as with the Civil Rights Office and was trained to serve as a Resolving Official for EEO/CR complaints. This required her to exercise discretion, tact, discernment, and deductive reasoning while serving in an inclusive and unbiased manner as she worked to resolve the issues at hand and ensure all parties left the discussion whole. Results and impact included the best FEVS (Federal Employee Viewpoint Survey) scores for the entire Agency and three consecutive years of zero (0) informal or formal complaints from staff of over 4000 personnel after having gone several years as the organization within the Agency with the MOST complaints. Angela received the highest awards and performance ratings available for these accomplishments. Angela has a Bachelor’s of Business Administration (BBA) in Personnel Management, Mississippi State University; Master of Public Administration (MPA) in Human Resources, University of Memphis; two (2) Human Resource Certifications (Senior Professional in Human Resources (SHRM) & Senior Certified Professional (Human Resource Certification Institute [HRCI]); Certified Level II DISC Behavioral Consultant; certified training – Another Seat at the Table (DEI) and White Privilege (Racial Equity Training). Angela is founder of the B.E.S.T. Supervisor Academy & Symposium – Building & Equipping Supervisors & Teams; co-founder of the Black Entrepreneurs Institute; host – “The People Side of Business” Radio Show on International Business Growth Radio (IBGR); and Co-host – “The Pulse of HR” podcast. Menifield & Associates, LLC most recently entered into an agreement with a State Chapter of a National Non-Profit to facilitate the creation of a DEI Vision Statement and goals. This work includes the facilitation of training and the administering of a DEI Survey to ascertain the pulse or benchmark of the organization in order to measure success and progress moving forward. Menifield & Associates is also in the process of negotiating DEI training and strategic planning activities with a local school district. The PRIME contractor holds certifications with SHRM (Society of Human Resource Management) as a Senior Certified Professional (SCP); HRCI (Human Resources Certification Institute) as a Senior Professional Human Resource (SPHR); Level II Certified Consultant as a DISC Certified Human Behavioral Consultant (CHBC) with both the Maxwell Method of DISC Personality Indicators (People Keys) and Personality Insights; Independent Executive Director with the John Maxwell Team; Certified Provider with SHRM to provide continuing education (CEU’s) for recertification credits; DEI Certified Instructor – Empowered Living (Another Seat at the Table Program); and additional educational degrees, courses, certifications and affiliations demonstrate the degree of competency and expertise shared by these organizations. The PRIME contractor’s knowledge and usage of the OPM (Office of Personnel Management) Leadership Executive Core Qualification (ECQ) Competency Model and Behavioral Skills supports the value to be gained by delivering the services as outlined in this Request for Proposals and Qualifications.  CITY OF SUPERIOR WISCONSIN DEI TRAINING OUTLINE TRAINING APPROACH Approach: The approach for creating training for the City of Superior as outlined in the RFP requirements will be to design and deliver highly interactive and engaging curriculum to be presented to management and staff that focuses on the required learning objectives of the City of Superior. Our very strong recommendation would be to reconsider this training as an online recorded session. Diversity and Inclusion is the type of topic that learners need to be able to ask questions about, engage in discussion and learning from people different than themselves in order to expand their realm of thinking. Based on our years of experience in this field and in adult learning concepts, we would very strongly recommend that this training be an opportunity for an interactive learning experience for the training to deliver more than superficial results. If the organization is to have sustainability in this area, participants will need to learn from and explore with people similar to and different than themselves to gain understanding related to the intersectionality and the intersection between intent and impact, the impact of explicit and unconscious bias and how to create an environment of allyship and intervention. With all due respect and simply put, the online, recorded training described in the RFP would be like trying to expand your understanding of other people with the only experiential resource being yourself. Given the parameters of the RFP, the training outline below is designed for 1 ½ hours. TRAINING TIMELINE (1 ½ Hours) Introduction, Welcome, Framing and Learning Objectives 10 minutes Ice Breaker: Breaking Down Diversity, D&I, DIB 10 minutes Diversity, Inclusion and Sensitivity 10 minutes Inclusion Means 12 minutes Microaggressions 13 minutes Unconscious Bias 13 minutes Leveraging Multi Generations in the Workplace 10 minutes Being an Ally 7 minutes Wrap up and Evaluation 5 minutes 1  CITY OF SUPERIOR WISCONSIN DEI TRAINING OUTLINE TRAINING OUTLINE INTRODUCTION, WELCOME, FRAMING AND LEARNING OBJECTIVES (10 MINUTES) Facilitator introductions Welcome and Learning Community Behaviors • Highly interactive session • Please add your thoughts, experience, and perspective • Step past comfort zone FRAMING AND LEARNING OBJECTIVES • During this 90-minute workshop, participants will explore Diversity, Inclusion, Equity, Belonging and Sensitivity. They will explore concepts and behaviors that create cultural competence, build sensitivity to different cultures and races and avoiding assumptions that lead to stereotyping, unintentional exclusion, and unconscious bias. • The workshop also focuses on communication as a key component of diversity understanding and relationship building which reinforces the organization’s diversity and inclusion values. • Participants will also explore concepts helpful in creating an effective multi-generational workplace and ways to building bridges and strong relationships by building understanding and sensitivity. ICE BREAKER: BREAKING DOWN THE TERMS (10 MINUTES) Participants will break into small groups. Each group will be assigned one of five topics to discuss: Diversity, Inclusion, Equity, Belonging, Sensitivity Discussion: What does each topic mean? What are key attributes/behaviors/actions of the topic? Debrief: What were some key takeaways? What surprised you about this topic? What do you want to know about this topic? 2  CITY OF SUPERIOR WISCONSIN DEI TRAINING OUTLINE WORKPLACE DIVERSITY, INCLUSION AND SENSITIVITY (10 M I N U T E S) This module explores racial identity and racism alongside core D&I concepts and provides practical steps to help individuals choose inclusive actions, improve cultural competency, and address unconscious bias. The course further emphasizes the role civility and workplace sensitivity play in promoting a respectful culture. Exercise: Breakout Discussion INCLUSION IS (12 MINUTES) This module explores what inclusion means to management, staff, volunteers, and the City of Superior community. This module includes an exercise and discussion of what inclusion means and how each member of the culture can aide in creating an inclusion in the City of Superior. Exercise: Breakout Discussion MICROAGGRESSIONS (13 M I N U T E S) Microaggressions are subtle or unintentional comments or actions that can have a negative impact on others and the workplace. This module is designed for all employees, volunteers and clients and explains microaggressions and the effect they can have on others, examines why certain remarks are considered microaggressions, and provides guidance for responding to microaggressions in a positive and effective manner. Exercise: Breakout Discussion UNCONSCIOUS BIAS (13 M I N U T E S) Unconscious bias training is a positive step to help organizations recognize and address hidden biases that can influence workplace decisions. This module explains what unconscious bias is, describes how biases can influence employees, volunteers, and clients, and provides suggestions to help individuals reach a higher level of awareness so they are better able to prevent personal biases from affecting their assumptions, actions, and decisions. Exercise: Breakout Discussion LEVERAGING MULTI-GENERATIONS IN THE WORKPLACE (10 M I N U T E S) In this meaningful, interactive, and energetic module, participants will develop a greater understanding in the generations actively working in today’s workplace, as well as the influences that help shape each generation. It will focus on the power of leveraging differences and finding similarities with the workplace, strategies for communicating, collaborating, and managing a multi-generational workplace. BEING AN ALLY (7 MINUTES) This module raises awareness of the importance of being an ally by showing empathy and concern for the experience of employees, volunteers and clients and being an active bystander by exploring practical steps for intervening in situations where bias and negative behavior, communication might occur. Exercise: Breakout Discussion WRAP UP AND QUESTIONS (5 MINUTES) • Questions 3  CITY OF SUPERIOR WISCONSIN DEI TRAINING OUTLINE • Review of Key Learning • Course Evaluation ASSUMPTIONS: • All times are ‘guesstimations’ or ‘approximates’ within the total 1.5 hour training RECOMMENDATIONS: • The trainers’ (Contractors’) professional opinion that while this 90 – minute training is an excellent start to Diversity, Equity and Inclusion Training, it is proposed that an additional, deeper dive into these, and additional, subject matters be prepared for staff and personnel. DEI awareness, like anything else, is a process and therefore employees must be able to self-assess, grow, learn and adapt to new learning. That does not happen in 90 minutes and we also know that the degree of interest for additional information will vary by employee. The City of Superior would be prepared for this additional request and create consistency in content delivery and subject matter by considering the proactive measure of creating on- demand, stand alone training for these subjects. 4 Approach Diversity, Equity and Inclusion, done properly, can elevate an organization from “Good to GREAT”. Unfortunately, this is not the case for most organizations as staff and attendees can often leave the facilitation feeling guilty, blamed or confused. Both Menifield & Associates, LLC and Charlette K. Williams Consulting pride themselves in “meeting people where they are”. What that means is, taking participants to a place of awareness and assessment. No judgement. Helping them to understand that where they are is similar to taking a pre-assessment. It is a measurement. Measurements are not good or bad – they are data. One cannot create goals for improvement and progress or evaluate achieved milestones if there is no awareness of current status. By taking this approach to training, we provide all participants a safe place to be, learn and grow. Our experiences in professional development and personal growth has equipped us with resources and tools required, to create substantive, concise and accurate content that also meets the learning styles of the participants. Data suggests that adult learners require an opportunity to have some application if we truly desire retention – our learning modules will include such. While it is idea to have an interactive training, we will provide opportunities for self-work that while it may not maximize retention, it can definitely improve upon such. Lastly, study from our other certifications, including DISC Behavioral Certification, helps us to also understand different processing styles – auditory, visual and kinesthetic. As such, we strive to ensure each of our trainings include something to hear, something to see, and something to do – therefore engaging all and increasing the amount of content retained. Usage of Learning Management System (LMS) Menifield & Associates, LLC utilizes various Learning Management Systems (LMS) platforms to administer, track, and record training for its clientele. As such, we will be able to provide the City of Superior, its HR Department and any additional contracting specialists, monthly progress reports as to the completion and activity rate of its employees. Our LMS also provides for pre / post assessments, testing of content to determine a basic level of completion and competency in the general area and a certificate of completion for each participants Individual Development Plan (IDP) progress. Our system can also provide reminders and updates to the participants as our deadline for completion (December 31, 2021) draws near. This system as a component to on-demand learning with Menifield & Associates, LLC, allows cost per active pupil pricing or flat rate per various milestones of participants. By allowing Menifield & Associates, LLC to both house the on-demand training, manage the learning and successful completion and provide necessary reports, it lessens the administrative burden to Superior, WS exponentially. References: Stacy McCormack, Government Relations Manager The Nature Conservancy – NJ Chapter stacy.mccormack@tnc.org 917-817-6350 Claudia Thompson, Managing Launch Director (Reference for Menifield & Associates, LLC & Charlette K. Williams Consulting) BNI USA CORE Regions claudiathompson@bni.com (203) 565-6119 Eric Will - Senior Director (Reference for Charlette K. Williams Consulting) Freddie Mac 8200 Jones Branch Drive McLean, VA 22102 (214) 808-3201 Darryl W. Earnest, Deputy Administrator (Reference for Menifield & Associates, LLC) USDA, AMS, Cotton & Tobacco Programs Darryl.Earnest@usda.gov 901-384-3000 Charles Thomas, Senior Civil Rights Specialist (Reference for Menifield & Associates, LLC) USDA, Civil Rights Department charles.thomas9@verizon.net 915-252-4222 Aisha Glover, VP Urban Innovation – Audible (Reference for Menifield & Associates, LLC) (Facilitated a two-part, 10 - hour Social Justice Training for a Living Cities Grant with Newark Community Economic Development Center (Newark CEDC) when she was the Executive Director) We are still tracking down current information  PRICING TABLE for DEI Training _Superior, WS Quoted Item Value Price Number Total Content Creation & $2,000 $2,000 1 $2,000 Development Delivery of Content (Recording / editing, $2,500 $2,500 1 $2,500 finalizing, etc…) Supplies, Materials, $500 $500 1 $500 Admin (7% of Cost) Management of LMS (Learning Management $2,500 $2,500 1 $2,500 System) (June 2021 – Dec 2021) (250 Employees) Final Cost $7,500 6. Addenda Acknowledgement (Must be submitted with Proposal) Diversity and Inclusion Employee Training I/we hereby acknowledge receipt of the following addenda(s): Addendum No. 1 Dated May 18, 2021 Addendum No. Dated Addendum No. Dated Addendum No. Dated I/we further certify that no agreement has been entered into to prevent competition for said work and that I/we carefully examined the site where the work is to take place, and the plans, specifications, form of contract and all other contract documents. I/we further agree to enter into the contract, as provided in the contract documents, under all the terms, conditions and requirements of those documents. * If no addenda were issued, the consultant/firm shall so indicate and sign this document. Menifield & Associates, LLC ________________________________________ Company Representative Signature Employee Training 10  LEADERSHIP Angela Hooper-Menifield, founder of Menifield & Associates, LLC is a proven leader and accomplished senior executive. After rising to the top of her Federal Agency during her 28+ year DEI STRATETIC PLANNING / DEI TRAINING career, Angela is using her years of experience of budget & SURVEYS / EXECUTIVE COACHING / oversight, managing over 5,000 employees, public speaking, COMMUNICATIONS / LEADERSHIP / serving as Training Coordinator, COR, Resolving Official, & SUPERVISORY TRAINING / DISC representing her Agency internally and externally, to now serve clients in the public, non-profit, & Fortune 500 communities. BEHAVIORAL ASSESSMENTS / PUBLIC Angela has a MPA in Public Administration; 2 SPEAKING – EMPLOYEE ENGAGEMENT / HR Certifications – HRCI - SPHR & SHRM – SCP; CUSTOMER SERVICE / STRATEGIC is a Certified Executive Coach, Teacher, & PLANNING /VIRTUAL MENTORSHIP / TEAM Speaker (JMT); & is a DISC Level II Certified Human Behavior Consultant. BUILDING EXPERTISE BUSNESS INFORMATION We work with clients desiring to up-level the services • DUNS #: 080489196 provided their clients; discover ways to act intentional in • Structure: Limited Liability Corporation (LLC) upholding their purpose, vision, & goals; improve results • Ownership: Woman Owned Business, Woman with current staff & resources; & establish clear Owned Small Business, Minority Owned Business measurables while investing in professional growth by • CAGE: 7S6B4 growing from the inside out – addressing what needs to • NAICS Code: 611430, 54611, 54612, 54618, 541990 improve vs avoidance. • PSC: R431 CUSTOMER QUOTES DIFFERENTIATORS “Angela has been a huge help in preparing me for the • 28+ YR career as Federal Senior Manager / Leader future. She has the experience and personality to help you • DEI Certified Trainer / DEI Strategist get results. I would definitely recommend.” • Training Netted Agency “Most Improved” FEVS Scores • SHRM re-certification provider “The Communications training received by Angela at our All • Adjunct Instructor – St. Joseph’s College Employee Meeting was some of the best training I have ever experienced. Many takeaways & the material was • Experience with Appropriated & User Fee Agencies very practical & applicable to everyone in the room.” • Access to team of over 20,000 Coaching Partners • Better Business Bureau (BBB) “A” Rating (4.77 of 5.0) “When I was set up with Angela, I was looking for some • Extensive coaching experience for mid/senior leaders professional mentorship. What I received was just that & • 360 Degree Leadership assessment administration more. Her unique personality and vast experience has been very helpful to me & I look forward to meeting with her CURRENT & PAST CLIENTS every time. She has been a huge help to me in my career City of Columbia, MO; University of Missouri; Chick-Fil-A; NJ path.” Dept of Labor; City Newark, NJ; Rutgers University - Newark; Newark Alliance; LISC (Local Initiatives Support Corp); The CONTACT PERSON Nature Conservancy; BNI USA; Columbia College; GSETA Angela Hooper-Menifield, MPA, SPHR, SCP, CHBC (Garden State Employee Training Association); Walker’s Legacy President/Chief Equipping Officer (CEO) & Foundation; & small business owners & other public, private Menifield & Associates, LLC & non-profit organizations. Email – ANGELA@MENIFIELDANDASSOCIATES.COM Voice – 901/736-0320 Web - WWW.MENIFIELDANDASSOCIATES.COM  Charlette K. Williams, SPHR charlettekwilliams@gmail.com www.charlettekwilliams.com (972) 765-7950 BACKGROUND AND QUALIFICATIONS Charlette K. Williams, SPHR is an experienced Organizational Development Consultant, Organizational, Executive, Leadership, and Career Coach and a thought-provoking facilitator with more than 25 years of experience in the financial services industry. During her extensive tenure at Freddie Mac, Charlette coached the C-Suite Leaders and the SVP of Diversity and Inclusion in ways to achieve successful business results by creating and leading a culturally competent organization. Charlette founded the Charlette K. Williams Consulting and Coaching in Frisco, Texas in 2018, with the core mission of helping organizations, government entities and individuals create environments that are effectively managing D&I (diversity and inclusion), DEI (diversity, equity, and inclusion) and DIB (diversity, inclusion and belonging).  Completed Masters Level Organizational Development and Change Management Certification at Georgetown University, Washington, DC  Certified through Human Resources Certification Institute, SPHR  Certified Diversity and Inclusion Trainer through American Institute for Managing Diversity (AIMD) and Tides Institute, Healing the Heart of Diversity.  As a Tides Institute Fellow, participated in a study of the impacts of slavery, racism, poverty, and law policy as it relates to diversity and inclusion on United States culture in Cotonou and Quidah, Benin.  Certified in Myers-Briggs, DiSC, EQ-I 20 and EQ360, Strength Finder, Emotional Intelligence assessment and TESI (Team Emotional and Social Intelligence). Ms. Williams is a frequent speaker at conferences and a contributor to iHeart Radio, “Ask the Expert” radio show where she speaks on topics such as Leadership Skills Essential to Leading through a Pandemic, Managing Workplace Burnout. Volunteer Experience includes: Board of Directors, Community Council of Greater Dallas, Board of Directors, Dallas Coalition for the Homeless, and Dress for Success, Greater Dallas. HIGHLIGHTS INCLUDE Published article in Five Star Institute magazine “Diversity, Fair Housing and Impediments Impacting Minority Homeownership” May 2018 and Moderated panel on same topic at Five Star Industry Conference in September 2018. Charlette K. Williams, SPHR / Page 1 of 2 BNI International. Developed training plan and currently designing training for Business Network International. This training is going to be used to educate BNI, US Diversity and Inclusion panel, BNI leadership and members. BNI has more than 270,000 members, 10,000 chapters in 74 countries. Vendor Services Senior Manager | Real Estate Owned (REO) Division. Directed 570-million-dollar annual vendor and procurement spend. Increased vendor diversity from 27 to 49 percent across all vendor types. During my leadership, REO celebrated the highest percentage of diversity participation in the entire company. Led project to identify and address impediments facing minority vendors. Created a vendor lab to assist minority vendors overcome impediments related to funding, access to capital and managing properties in underserved neighborhoods. Managed the partnership with the National Fair Housing Alliance (NFHA) who is dedicated to ending discrimination in housing. NFHA relationship management included developing performance measurements for vendor network and instituting objective third party oversight. Initiated Employee Affinity Groups to include parents who are raising children and providing care to parents (Sandwich Generation), African American employees (ARISE), Hispanic employees (HOLA), Employees with special abilities (Abilities) and LGTBQ employees (LAMBDA). Some results to the business include LAMBDA driving company policy regarding domestic partner benefits. A key outcome was that the ERGs were not constructed to be silos. The ERGs were open to all employees and there was participation and collaboration between the groups. ORGANIZATIONAL CAPABILITIES Diversity Inclusion, Equity and Belonging Consulting and Training Diversity Best Practices Consulting Organization Design Organization Consolidation and Reorganization Organizational Optimization Study, Analysis and Recommendations Organizational Goals and Process Alignment Analysis Business Process Re-engineering (BPR) Employee Engagement Studies Best Employer/Best Place to Work Consulting Employee Relations Consulting • Culture Assessment • Leadership Development • Employee Complaint Prevention Team Development Training Charlette K. Williams, SPHR / Page 2 of 2 Raverty, Nick From: Jean M. Cole <jmc@cvmic.com> Sent: Monday, May 17, 2021 2:34 PM To: Darwin, Jane; Koneczny, Cammi L. Subject: FW: City of Superior RFP Attachments: RFP Diversity Inclusion employee training.docx.pdf Hi Jane & Cammi – Just checking back with you on the attached RFP and wondering if you can answer a few questions for us:  What is the scope of services that you are looking for? An online elearning program geared specific to Superior? A recorded webinar or training that can be watched by all employees?  Is this a service that could be accomplished through your work plan with CVMIC? Or do you consider it outside the scope?  Are you familiar with the Diversity resources we have? Would any of them or a combination of programs meet your needs? Following is a list of the titles: o Coastalflix Microlearning Videos (on the member portal): o A Seat at the Table: Embracing Diversity o Diversity & Inclusion: Unleashing Innovation o Drop by Drop: Unconscious Bias o LEARN Courses: o Diversity Recorded Webinar (1 hour) o Diversity in the Workplace: Diversity for All (20 min.) o Classroom (virtual or in‐class): Emerging Leader ELM3D2, Employee Differences (3 hours or 7 hours) o Issues in Diversity: Embrace Tough Conversations (5 min) o Issues in Diversity: Share Responsibility (5 min) o Issues in Diversity: Speak with Care (5 min) o Issues in Diversity: Welcome New Perspectives (5 min) I am happy to arrange a virtual meeting or conference call, if it would be more helpful to talk through our questions/your scope of service. Thank you! Jean M. Cole Human Resources Manager/EPL Team Lead tel: (414) 831-6003 office: (262) 784-5666 (ext 203) email: jmc@cvmic.com web: cvmic.com fax: (262) 784-5599 This communication along with any attachments is intended only for the use of the individual or entity to which it was addressed. It may contain information that is privileged, confidential and exempt from disclosure under applicable law. If the reader of this message is not the intended recipient or the employee or agent responsible for delivering the message to the intended recipient, you are hereby notified that any dissemination, distribution, or 1 copying of this communication is strictly prohibited. If you received this communication in error, please notify the original sender immediately by telephone or return e-mail and delete this message along with any attachments from your computer and destroy any printed copies. Thank you. From: Crystal Thao <cct@cvmic.com> Sent: Tuesday, May 4, 2021 4:27 PM To: Jean M. Cole <jmc@cvmic.com>; darwinj@ci.superior.wi.us Subject: FW: City of Superior RFP Hi Jane: I’ve include Jean Cole on this email to further assist you. Hi Jean: Please see below and follow up with Jane. Thank you, Crystal From: Darwin, Jane <darwinj@ci.superior.wi.us> Sent: Tuesday, May 4, 2021 4:12 PM To: Crystal Thao <cct@cvmic.com> Subject: City of Superior RFP Good afternoon, The City of Superior is releasing a request for proposals to hire a firm to provide Diversity and Inclusion training to the employees. I wanted to pass this along to CVMIC, as I know CVMIC provides trainings. Hopefully, CVMIC would be able to provide, in proposal form, the options available. Please let me know if you have questions. Jane Darwin Contract Analyst City of Superior 715‐395‐7557 2 7/6/2021 Learner Catalog - Custom Online - Details Learn  Search  Nick Raverty  Dashboard My Courses Course Catalog Training Activity  Calendar Back to All Courses RECORDED WEBINARS Course Details Diversity  01H 04M This webinar is designed to help participants bridge their understanding regarding  REQUIRED SCORE: 80% the differences within the workplace while enhancing their cultural knowledge of  COURSE CODE: CVMIC… others. Participants will gain an understanding concerning some of the diversity  GATED issues which may create challenges within one’s work environment, community or  SELF ENROLL: ON personal life. Participants will also learn how to acknowledge and accept an individual’s differences through respect while interacting in a professional manner.  NO APPROVAL REQUIR… Enroll Attachments no attachments Course Content Diversity  1 Page 1 Question Group 00h 00m NEOGOV Terms | Privacy https://learn.neogov.com/learner/catalog/course/customized/11f13713c61c2f904bf4db4c0c4d313c/details 1/1