Thurston County diversity plans still pending two years after declaring racism a crisis
Nearly two years after declaring racism a crisis, Thurston County still has much work to do to reach its stated goals.
The Board of County Commissioners unanimously approved the declaration via resolution on March 9, 2021. At the time, County Manager Ramiro Chavez called the resolution a first step on a long road.
“It’s not about passing this resolution and pretending the problem has been solved,” Chavez said two years ago. “I believe that we as leaders have the obligation to set the stage for future generations to carry on with this.”
The resolution called for the county to develop a racial equity action plan by June 2021, establish a related policy advisory committee, and audit its hiring practices with the intent of recruiting and retaining Black, Indigenous and People of Color (BIPOC).
Almost two years later, the action plan has yet to be approved, and the advisory committee, now called the Thurston County Council on Racial Equity and Inclusion, is temporarily in limbo.
So, what has the county accomplished? In August 2021, the county hired Nicole Miller as its Racial Equity Program Manager. However, Chavez told The Olympian that Miller left the role in February.
“That has put a little pause on the next steps,” Chavez said. “I have reached out to the Racial Equity and Inclusion council members, informing them about this process. We’re going to be advertising this position this week or next.”
Chavez said he reached out to the council members to reassure them of the county’s commitment to its mission. He declined to say why Miller left the role.
In December 2021, the board approved a resolution that established the Thurston County Council on Racial Equity and Inclusion. Seven members from BIPOC communities were initially appointed to the council in August 2022. Since then, it met monthly through January.
Chavez said the council spent its first few months defining its rules and logistics. Over the next few years, the resolution indicates it will expand to no more than 15 members.
This council effectively replaced a defunct Thurston Council on Cultural Diversity and Human Rights that was created in 1993. Chavez said he served on the former council in the 1990s before it stopped meeting. He said it mostly conducted outreach in a passive manner.
The new council aims to take a more proactive role, he said. Its official purpose is to advise and engage the Board of County Commissioners, Board of Health and elected and appointed officials, according to the resolution.
Chavez said the council will provide key input on the development and implementation of the county’s long-time-coming racial equity action plan.
“For me, we needed to make sure that we get their perspective before we bring a proposal for the Board to approve,” Chavez said. “I don’t want to rush into developing a plan just to have that plan. I think it needs to be well thought out, making sure that key stakeholders provide their perspective.”
The council was scheduled to review a draft of the action plan during its Jan. 13 meeting, according to a posted agenda. However, Chavez said he’s unsure when the council will resume meeting following Miller’s departure.
The Racial Equity Program Manager acts as an intermediary between the council and the county, he said. Without that role, the council cannot function.
“I really don’t have the staff to do justice to what we need to do,” Chavez said. “Like any council that we have at the county, there’s always a staff member who serves as a liaison between the council and county.”
Diversity data
According to its founding resolution, the council also is expected to provide input on the current state of the diversity, equity and inclusion experienced by employees, vendors, customers, clients and residents of Thurston County.
The county employed 1,167 people as of Jan. 16, according to data supplied by Human Resources Director Maria Aponte. Although there was an even split between men and women, a supermajority of employees were categorized as white.
The data show 83.1% of county employees identify as white, 4.9% identify as Hispanic, 3.2% identify as Asian, 2.1% identify as Black, 0.5% identify as American Indian, and 0.3% identify as Pacific Islander.
About 3.5% reported 2 or more identities and 2.3% were listed as unknown, according to the data.
Many offices and departments lack one or more marginalized groups entirely. Those that do include such groups only have them in the single digits.
For example, the data show there are Black employees in only 10 out of 23 offices and departments. The highest number, seven, work at Juvenile Court, which has 52 total employees.
When asked about the current state of the county’s diversity, equity and inclusion, Chavez said the county still has much work to do.
“I believe all of us have opportunities to do better,” Chavez said. “I do believe that every single organization, every single business has gaps related to (diversity, equity and inclusion).
“Acknowledging those gaps is the first step, developing a plan is the second and implementing the plan is the third.”
This story was originally published March 5, 2023 at 5:00 AM.
