<div>and KATHRYN PALONContributing WritersThe Jackson City Council accepted the final phase of the city’s racial equity audit Oct. 20, setting the stage for a community-based equity action plan targeted for April 19, 2027. The vote placed CNA Corp.’s report on file but did not adopt its individual recommendations.John Willis, the city’s chief equity officer and director of diversity, equity and inclusion, presented the findings with CNA, the organization hired to review policies, hiring practices, public services and community relationships across most city departments. The city began working with CNA in August 2024 after seeking an independent firm to examine whether city policies and practices contributed to disparities.Willis said the Racial Equity Commission would form a community-based team to develop an equity action plan, recruiting through trusted ambassadors and seeking applicants from different walks of life. The commission would present the plan within 180 days, with April 19, 2027, stated as the target date. The mayor would review the plan in consultation with the council, which would consider further action as needed. Council had previously asked that the plan wait until the independent audit was complete.The audit was completed in two phases. The first focused primarily on the Jackson Police Department and produced 29 findings. CNA found demographic differences between the department and the city, inconsistencies in applicant demographic data and opportunities to improve recruitment, accountability and internal procedures. The report also identified positive practices, including the department’s complaint process, equity-related training and community engagement efforts. CNA found continued tension and distrust of police among some residents who participated in the review.The second phase expanded the audit to 12 other city departments and offices, including Assessing, the City Attorney, City Clerk, Community Development, Finance, Fire, Parks and Recreation, Personnel and Labor Relations, Public Works, Purchasing and the Treasurer’s Office. It produced another 39 findings. CNA found the city generally does not conduct targeted recruitment for open positions and has limited ability to compare the demographics of job applicants with those hired. The report also found significant demographic differences between city employees and Jackson residents.CNA reported that white residents made up 63% of Jackson’s population, compared with 86% of city employees. About 70% of city employees were men, while women made up a majority of residents. Researchers cautioned that incomplete applicant data prevented them from determining whether representation gaps stemmed from who applied or who was hired.Other findings focused on how residents interact with city government. CNA reported that the city’s website and some posted materials do not fully meet accessibility standards and that accommodations for residents with limited English are inconsistent. Some residents reported difficulty understanding city services or receiving timely responses. Some participants also said they felt intimidated, excluded or unheard during City Council meetings. The report found that strategic planning and internal self-auditing are inconsistent across departments.The findings drew on more than city records. During the second phase, CNA conducted 19 virtual interviews involving 38 participants and held two additional in-person listening sessions in April. Fourteen people attended a session focused on seniors, while more than 55 attended a citywide session. CNA also reviewed city policies and administrative data, interviewed department directors and staff, and conducted an employee equity and culture survey. Of 236 employees, 163 responded.The audit also identified progress, including city code protections against discrimination, equity training for every employee and purchasing procedures revised in 2023. CNA highlighted the Fire and Community Development departments for tailoring outreach to residents’ needs. Researchers recommended reviewing purchasing requirements for barriers to smaller vendors and expanding outreach to minority-owned, women-owned and local businesses.In the employee survey, 82% of respondents described the city’s culture as inclusive and supportive. CNA urged officials to look beyond overall averages, noting that Public Works scored lowest on several measures and employees ages 25 to 34 reported the lowest morale and satisfaction.The City Council approved the second phase in October 2025 at a cost of $175,000, spread over two fiscal years. The measure passed 6-1, with council member Christy May Davis casting the lone vote against it. Davis said residents she represented had told her they would rather see the money spent on other needs, including roads. The city’s 2026-27 budget includes a $75,000 increase in contractual expenses to complete the second phase. That amount is part of the $175,000 contract, not a separate audit expense.The audit accounts for only part of the city’s spending through its Diversity, Equity and Inclusion Department. Jackson’s adopted 2026-27 budget allocates $444,584 to the department, including $274,919 for personnel and $166,665 for contractual and other costs. The department has two full-time positions: a director and an administrative assistant. The budget is down from $521,410 in actual spending in fiscal 2024-25 and $461,340 projected for 2025-26. The $444,584 covers the department’s full operations, not just the racial equity audit.The department and the Racial Equity Commission were created in 2020 as the city placed greater emphasis on racial equity in government operations. Since then, the department’s work has expanded to include city hiring, community engagement, accessibility, business programs, the Youth Council and the Martin Luther King Corridor Improvement Authority. The city describes the department as a way to improve access to city services and examine how policies affect different groups of residents.CNA’s priorities included department-specific equity plans and regular self-audits, better hiring data and measurable recruitment goals, more inclusive contracting, a formal language-access plan, accessible materials written in plain language, and a stronger community ambassador program and more welcoming council meetings.</div>

Block Source: wilcoxnewspapers.com

Misinformation

Clickbait

Old or repetitive news

Explicit content

Location not relevant

The Jackson City Council accepted the final phase of the city’s racial equity audit Oct. 20, setting the stage for a community-based equity action plan targeted for April 19, 2027. The vote placed CNA Corp.’s report on file but did not adopt its individual recommendations. John Willis, the...

Jackson completes racial equity audit

NewsBreak

The Jackson City Council accepted the final phase of the city’s racial equity audit Oct. 20, setting the stage for a community-based equity action plan tar

Jackson completes racial equity audit

Comments