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•CITY OF SOUTH BEND OFFICE OF THE CLERK actuallystarted usingit, and now again serves as the City staff performance evaluation system and g career path development. She continued, Now that we have addressed being able to identify problems internally and look at them on a case-by-case basis and coaching officers that are supervising other officers on how to do that more regularly instead of waiting until the end of the year. Now we can start looking at bringing new people into the department. That's what the homegrown project is. And so I understand completely that most people think that this is something that can happen overnight. Sometimes people think that it takes a matter of months to make this turnaround,but when you're trying to change and shift a culture that has been in place for decades, it is not going to happen overnight. It takes time. It takes being able to use that time to talk to the people and the officers that are actually living that day-to-day experience and talking to the community that they serve. And so I will not apologize for taking my time and doing both of those things and creating the system that I believe this community needed. And so that's the answer to the question about ethnic and racial diversity within the Police Department in the City of South Bend. She went on, On the issue of the disparity study, this City, possibly in this chamber, thirty-two (32) years ago at the instruction and the leadership of Eugenia Bradley, wrote an ordinance, and all that the community was asking at that time was that minority businesses have a fair shot at getting City dollars in contracting and procurement. And in 1987 that was a hope that was really dashed in 1989 because of a Supreme Court case, the City of Richmond versus Croson, and that case scared a lot of cities into doing away with their minority and women business programs. In that court case, the court did not say that you could not have a program. It said that you had to have a narrowly tailored program and that you couldn't use the general discrimination of a population to create a program that was affirmative for minority businesses. It said that you had to have very specific evidence in your city, in your marketplace, that showed that discrimination was taking place. And so because of that case, the City of South Bend, no different from other cities all across the nation, stepped back from the program that the community wanted because at the time we did not have a legal standing to hold people accountable to the ordinance that was originally written. She continued,This City came back in 2011 and amended that ordinance, with again the hope that we would, as a City, make good on the promise that we had made in 1987 and, again,because we did not have a disparity study which was spelled out in very specific terms, that we had cause to take affirmative action towards targeting minority and women businesses for special consideration. It wasn't until 2018 that this Council, with their leadership and the Mayor of this City, with the community support, said, we are going to do what is necessary to actually hold people accountable to a promise that we made in this community thirty-two(32)years ago.And that is why on October 3'd, 2019 at 5:00 p.m., we will be presenting findings that will allow this City to hold people accountable and to hold ourselves accountable for the City funds that we spend in making sure that we are doing right by minority and women businesses. She went on, So I hope everyone who is in attendance tonight, and people out in the community that may be watching this online, will be there on October 3`d, 2019 so that you can hear what we have already started to do to address the disparities in our processes and our policies and what we plan to do in the future. Thank you. EXCELLENCE I ACCOUNTABILITY INNOVATION I INCLUSION I EMPOWERMENT 455 County-City Building 227W Jefferson Bvld South Bend,Indiana 46601 p 574.235.9221 f 574.235.9173 TTD574.235.5567 www.southbendin.gov 33