The Lens is the City’s newsletter to expand conversations on equity, inclusion, belonging, and access.
A Great First Quarter
Why Are They So Loud?
The Office had a great turnout for the Why Are They So Loud training on April 18, 2024, facilitated by Sunday Goshit, Ph.D. Attendees spent two hours in an interactive training that covered how they can do better in their journey to be more culturally competent. Participants completed an Intercultural Conflict Styles Inventory assessment prior to the program.
(Pictured: Sunday Goshit leads training at the Environmental Education Center at the Eastside Recycling Center)
Fair Housing Training for Area Landlords
In honor of Fair Housing Month in April, Human Rights staff presented a program to members of the Greater Iowa City Area Apartment Association at the City’s Water Treatment Plant meeting space.
Approximately 45 members enjoyed a complimentary lunch while Stefanie Bowers, Human Rights Coordinator, explained the history of the Human Rights Commission and Iowa City’s Fair Housing ordinance. She also provided an overview of the work of the office and the discrimination complaint process. Her remarks included alternatives for resolution such as mediation, as well as recent statistical trends. In 2023, for instance, the protected classes most often claimed as the basis for housing discrimination were disability, race, and age.
Kristin Watson, Human Rights Investigator, spoke primarily on reasonable accommodations for tenants with disabilities, including assistance animals. Assistance animals include both service animals covered by the Americans with Disabilities Act and emotional support/therapy animals covered by the Fair Housing Act. Service animals must be only dogs or miniature horses, but emotional support/therapy animals may be any animal.
Staff of the office are available to present on office operations and discrimination law; please contact the office at humanrights@iowa-city.org to learn more.
(Pictured: Stefanie Bowers (above), Equity Director and Human Rights Coordinator; and Kristin Watson (below), Human Rights Investigator)
Well Wishes to Commissioner Ahmed
The Human Rights Commission bid a farewell to Commissioner Ahmed Ismail. Ismail was a valued leader for the past two years on the Commission. At its February meeting, Commissioners thanked Ismail for his impact on the community and wished him all the best on his move to Washington, DC.
(Pictured: Human Rights Commission Chair Doug Kollasch and former Commissioner Ahmed Ismail)
Disability Health and Safety Expo
At this event, held at the Robert A. Lee Recreation Center on April 14, 2024, participants learned skills and techniques to keep themselves safe both at home and in the community. The event focused on individuals with disabilities and the resources that are available to them in Iowa City; and included demonstrations on a variety of topics including water safety, sexual education, and self-defense.
(Pictured: Human Rights Commissioner Viana Qaduora)
Night of 1000 Dinners
Night of 1000 Dinners is a community celebration of International Women's Day and features an international buffet and entertainment from diverse cultures. The annual event, held on March 7, 2024, was hosted by the Johnson County United Nations Association and co-sponsored by the Equity and Human Rights Office, and many other community organizations, businesses, and community members. To watch the video recorded by City Channel 4 visit this link.
(Pictured L-R: Coralville City Council Member Hai Huyn, Iowa City Council Member Megan Alter, Iowa City Mayor Pro Tem Mazahir Salih, the Assistant Secretary of State for International Organizations Affairs Michele Sison, Iowa City Council Member Joshua Moe, Iowa City Mayor Bruce Teague, Iowa City Charter Review Commission member Bijou Maliabo)
Visitors from Georgia
Mayor Teague, along with Human Rights Commissioners and staff, welcomed a distinguished group of visitors from Georgia on March 26, 2024. Not the state, the country! As a political entity, Georgia is a young country, having achieved independence from Soviet occupation in 1991, shortly before the USSR collapsed.
The visitors were hosted by GlobalTies Iowa, a member of GlobalTies U.S., which works with the Department of State’s International Visitor Leadership Program (IVLP). IVLP participants are current and emerging leaders in their countries who are here to observe U.S. systems and practices in their fields. These visitors were leaders in the fight for LGBTQ rights in Georgia.
While a broad anti-discrimination law exists, LGBTQ people in Georgia face significant challenges. The 2021 International Social Survey found that 84 percent of Georgians think sexual relations between two adults of the same sex are always wrong, the highest percentage in Europe. Therefore, the visitors said, there is a difference between laws on the books and the way LGBTQ people are actually treated and viewed by society.
There are also scarce resources for LGBTQ people and LGBTQ events often must be canceled due to protests and the threat of violence. Mayor Bruce Teague, Human Rights Commissioners, and staff shared both professional and personal experience with laws, policy, and culture affecting local LGBTQ people, and were very interested to learn of the Georgia visitors’ experiences and work.
Pictured, front row: Mayor Bruce Teague, center, blue suit; is flanked by members of the Georgia delegation.
Back row (L-R): Human Rights Investigator Kirstin Watson, Human Rights Commission member Mark Pries, Human Rights Commission Chair Doug Kollasch
DEI Pushback and How to Handle It
For those working in DEI, the job comes with a unique set of challenges involving pushback from people both inside and outside of the institution where they are working to instill diversity, equity, and inclusion. Often times, this pushback comes from a resistance to the vulnerability of being told you may be in the wrong. In this article by Lauren Park and Lin Grensing-Pophal, they list three factors behind the pushback DEI leaders may experience from employees.
Feeling a loss of control or autonomy
This often happens when people are challenged to change their usual behaviors or use of language. The backlash stems from the perception that there is a loss of independence in the workplace. People may feel a sense of loss in control and power over their own personal and professional goals.
Colorblindness versus multiculturism
Some people may claim they do not “see” differing identities; therefore they cannot discriminate against them. This ideology denies the fact that as humans we subconsciously recognize these identities and tend to react in subtle ways we may not even notice. This is why multiculturalism is important— it seeks to acknowledge, understand, and accept differences.
The belief that inequalities have been addressed
Some people claim that the inequities DEI aims to alleviate no longer exist. However, many claims and research of company performances argue inequalities still exist. Some groups will go as far to say they are now being marginalized due to DEI efforts.
In their article, Park and Grensing-Pophal give solutions to overcome the backlash listed above.
Ensure that business leaders take ownership
There is a need for unwavering support from company leaders when it comes to implementing and taking ownership of DEI efforts. One way to get leadership involved is to integrate DEI goals into their performance plans and to allow for public transparency in the results.
Ensure that leaders communicate the why
Explaining to employees why DEI goals are important and how they can benefit both the company and the employees will lead to a better understanding and better participation in company-wide DEI efforts.
Represent everyone in diversity and inclusion
It is important to ensure all employees feel heard and have an opportunity for input. Rohini Anand, former global chief diversity and corporate responsibility officer with Sodexo, says to consider how you present aspiration targets and to avoid framing them as a quota. She also suggests giving employees actions and behaviors to work on in order to reach DEI goals.
Help detractors gain new perspectives
It is important to stay persistent with DEI goals and to work with employees who are resistant to them. By meeting people where they are and taking time to listen and understand where they are coming from, DEI leaders can develop a strategy on how to bring new perspectives to them through DEI initiatives.
Focus on the positive roles that all can play
By framing DEI goals in a positive light, employees are more likely to listen and take action. DEI leaders should avoid wording like “don’t discriminate” and try “be an ally” instead. Psychologically, people are more motivated when goals promote positivity rather than prevent negativity.
DEI Backlash and What to Consider
As several states in the U.S. continue to rule against DEI initiatives in areas like higher education and government funding, the once booming topic has become increasingly polarizing amongst the people in control of the systems it aims to change. In her article, Julie Kratz asks the questions DEI teams are left with as tensions continue to rise: Should we still call it DEI? Does the name change the work? Is this a time to pivot or stand firm?
“Despite what we call DEI, the work remains the same. It is about providing resources and education to create equal opportunities for all humans, regardless of race, class, gender, sexual orientation, disability, and other historically marginalized identities.” Says Tyler Bell, the Senior Director of Impact and Inclusion at Endeavor. The words diversity, equity, and inclusion successfully encompass the goals of DEI teams and the work they do to ensure diverse identities are well-represented. However, the true pressure lies in the action behind the abbreviation and what it stands for. “DEI for us is about a high level of intention with action.” Says Tyler Bell.
With the uncertainty of DEI and where it is headed in both professional and educational spaces, a lot of people are wondering whether to move in a new direction or stand firm in the work they have already implemented. Julie Kratz’s asks five important questions for DEI teams to consider when planning their next move.
Is DEI a part of your culture?
Are your customers, employees and community members aligned with the term DEI?
Do you operate outside of higher education or state governments that are challenging the use of the term DEI?
Have you defined your DEI strategy?
Is your leadership team fully supportive of DEI?
The way these questions are answered allows DEI teams to see how deeply rooted their work truly is in their company. As some companies move towards language like “inclusion,” “belonging,” and “allyship,” what is most important is the work being done. “Organizations deeply committed to the work will stay the course,” says Julie Kratz. With consistent, intentional actions, DEI work can continue to pave the way for success in companies and education.
Free 2024 Pride Yard Signs Available
We have a limited number of It’s A Matter of Pride yard signs with a new design available on a first-come basis. Signs are available 8 a.m. to noon and 1 to 5 p.m. in the Equity and Human Rights Office located on the third floor of City Hall, 410 E. Washington St. Only one sign per household, business, or organization!
Be sure to follow these basic rules to avoid City sign ordinance violations:
Signs must be on the resident's property – not within the right of way.
Signs on a corner lot cannot block the vision triangle of the street.
The Lens Series
The Lens Webinar Series is a monthly complimentary program offered by the Office that expands conversations on equity, inclusion, belonging, and access.
June - Resisting Colonization, Rematriating the Land and the World Around Us.
Preregistration is required. You can register at this link.
Questions or accommodations
For questions or if you will need disability-related accommodations to participate in any of our programs, contact the office at 319-356-5022 or humanrights@iowa-city.org. Early requests are strongly encouraged to allow sufficient time to meet your access needs.