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COMMUNITY & INFRASTRUCTURE SERVICES COMMITTEE MINUTES <br />OCTOBER 19, 2020-14-CITY OF KITCHENER <br />2.DSD-20-156-LAND SALE -OTTAWA STREET RIGHT OF WAY(CONT’D) <br />“That the Mayor and Clerk be authorized to execute a conditional Agreement of Purchase <br />and Sale, as outlined in Development Services Department report DSD-20-156, with <br />Kitchener Trussler Holdings Inc. for their acquisition of the City’s remnant piece of the <br />Ottawa Street South road allowance having an area of approximately 2.21 acres, at a <br />purchase price of $884,000., subject to the City’s conditions; and, <br />That the subject road allowance be closed and declared surplus to the City’s needs; and <br />further, <br />That the Mayor and Clerk be authorized, subject to the satisfaction of the City Solicitor, <br />to execute all documentation required to complete the transaction.” <br />3.CSD-20-004-ADVANCING THE CITY’S WORK ON EQUITY, ANTI-RACISM, INDIGENOUS <br />INITIATIVES & SOCIAL JUSTICE ISSUES (E.G.,HOMELESSNESS) <br />The Committee considered CommunityServices Department report CSD-20-004, dated October <br />8, 2020regarding the creation of a dedicated staff to work on the issues of equity, anti-racism, <br />Indigenous initiatives and social justice.In addition, theCommittee was also in receipt of a <br />written submission dated October 19, 2020 from Waterloo Region Food Systems Roundtablein <br />support of the recommendation outlined in Report CSD-20-004.M. May and D. McGoldrick were <br />in attendance to respond to questions from the Committee. <br />Shawn Johnston and Amy Smoke were in attendance in support of the recommendation outlined <br />in Report CSD-20-004. A. Smoke stated in her opinion theproposed full-time staffposition <br />should be filled with individuals from the blackandIndigenous and people of colour communities <br />that have lived experiences to ensure any changes to be madeare meaningful. <br />Lori Campbell addressed the Committee in support of the staff recommendation, noting she was <br />pleasedwith the proposed staffing model. She noted specifically in regard to section 3 of the <br />report entitled ‘City’s Equity, Diversity and Inclusion (EDI) Workplan (2020/2021)’itemnumber <br />6, regarding the development of a mentorship programfor youth living in low-income <br />households, indicated her preference was to see a mentorship program that would support <br />families that may be lacking resources rather than partnering youth with affluent members of the <br />community. She stated each community has their eco system and improvements should always <br />focus on how to improve the community in its existing environment. L. Campbell further advised <br />that lived experience and educational experience will be an asset to the proposed positions. <br />A motion was brought forward by Councillor S. Marsh to approve the recommendation as <br />outlined in Report CSD-20-004, including an amendmentthat the job postings for all five <br />positions include explicitly clear language thatwill strongly encourage people of equity-seeking <br />backgrounds with lived experience of racism and systemic oppression to apply; that the hiring <br />process seek out applicants with a deep and nuanced understanding ofan equity lens; and, that <br />the terms of reference defining the staff team roles include wording that ensuresover the long- <br />term, regardless of staff turnover, individuals applying to those roles in the future continue to be <br />strongly encouraged to have equity-seeking backgrounds with lived experience in racism and <br />systemic oppression. <br />Councilor D. Chapman stated in her opinion she would prefer the amendment to specifically <br />identifythat preference for the proposed positions would be given to blackandIndigenous and <br />people of colour. <br />Councillor Marsh suggested, and it was agreed, that her amendment be revised to include the <br />following additional clauses that the job postings for all five positions include explicitly clear <br />language thatwill strongly encourage people of equity-seeking backgrounds with lived <br />experience of racism and systemic oppression to apply; thatthe job postings for the top three <br />leadership roles include language that calls on members of the black and Indigenous and people <br />of colour communities to apply; thatthe hiring process seek out applicants with a deep and <br />nuanced understanding of an equity lens; and, that the terms of reference defining the staff team <br />roles include wording that ensures over the long-term, regardless of staff turnover, individuals <br />applying to those roles in the future continue to be strongly encouraged to have equity-seeking <br />backgrounds with lived experience in racism and systemic oppression. <br />