The author of this blog is a heterosexual person of mixed race with a black mother, a white father, and a Jewish stepfather. Their father died when they were an infant. Moving to El Cerrito in 2022, the author was stunned by how “white” and presumably heterosexual the city leadership is, particularly given the diversity of the city council, which includes two openly gay members (one Asian and one African American), another Asian member, and one Jewish member.
Upon comparing the organization structure to the City Council, the author asked if they could write a blog about the lack of diversity and how it negatively impacts decision-making and financial stewardship.
The Importance of Diverse Leadership
Diverse leadership in city administration is not just a matter of representation; it is essential for effective governance. When leadership teams lack diversity, there is a tendency for groupthink to dominate decision-making processes. Groupthink occurs when people with similar backgrounds and perspectives make decisions in a way that discourages creativity and critical evaluation. This can result in flawed decision-making, as there are fewer challenges to ideas and methodologies.
People who look alike and share similar experiences often do not challenge each other’s thought processes, methodologies, or decisions. This homogeneity can be particularly detrimental in critical areas such as hiring decisions, financial health, and operational effectiveness.
Hiring Decisions
In hiring decisions, a lack of diversity can perpetuate a cycle of sameness. When leaders do not challenge each other’s perspectives, they are more likely to hire individuals who resemble themselves in background and outlook. This not only limits opportunities for minority and non heterosexual candidates but also stifles the potential for innovative and inclusive solutions that a more diverse workforce could provide.
Financial Health
In terms of financial health, diverse leadership is crucial for developing robust and equitable financial policies. Homogeneous teams may fail to consider the unique financial challenges faced by different community groups. This can lead to policies that are not only inequitable but also ineffective in addressing the broader financial health of the city.
Operational Effectiveness
Operational effectiveness is also compromised when leadership lacks diversity. Diverse teams are better equipped to understand and address the needs of a varied populace. They bring a range of perspectives that can identify potential issues and opportunities that a homogeneous team might overlook. This leads to more comprehensive and effective operational strategies that benefit the entire community.
This is particularly of interest as we reflect on sexual harassment and the aftermath in the police department.
It is also noteworthy given the high turnover in the Finance Director role and the city manager’s lack of action on many of the city auditor’s findings.
Ostracizing Non-White and Jewish Outsiders
A significant issue arising from a lack of diversity in leadership in an organization is the potential ostracization of non-white and Jewish individuals. When leadership is homogeneous, it can create an environment where outsiders—those who do not fit the predominant demographic—are marginalized or excluded from critical discussions and decisions.
This exclusion can manifest in various ways:
• Social Isolation: Non-white and Jewish individuals may find themselves socially isolated within the workplace, leading to a lack of collaboration and outreach opportunities.
• Bias in Decision Making: Homogeneous groups may unconsciously or consciously favor those who are similar to them, resulting in biased decisions that do not consider the needs and perspectives of diverse community members.
• Cultural Insensitivity: Policies and practices may reflect the majority’s norms and values, ignoring or marginalizing the cultural practices and needs of minority groups.
The ostracization of non-white, non heterosexual and Jewish individuals not only hinders the personal and professional growth of these individuals but also deprives the city of the diverse perspectives that are essential for innovation and comprehensive problem-solving. It creates a workplace culture that is unwelcoming and potentially hostile to those who are different, undermining efforts to build an inclusive and equitable community.
Current State of El Cerrito’s Leadership
El Cerrito, like many cities, faces challenges in ensuring that its leadership reflects the diverse community it serves. Diversity in city leadership is crucial not only for fair representation but also for incorporating a variety of perspectives in decision-making processes. Unfortunately, El Cerrito’s city leadership remains predominantly homogeneous, which raises concerns about the inclusiveness and effectiveness of its governance.
City Manager White Female known for having the 13th City Most likely to become bankrupt, a plummeting bond rating and building a predominantly white heterosexual team:
Attorney – Sky Woodruff, White Male
The City Attorney, Sky Woodruff, is a white male who oversees the legal affairs of El Cerrito. His office is responsible for providing legal advice to the City Council, representing the city in legal proceedings, and ensuring that city laws are enforced. While his legal expertise is undoubtedly valuable, the lack of diversity in this role can limit the breadth of perspectives considered in legal decisions that affect all residents.
City Clerk – Hollty Charlety, White Female
Hollty Charlety, the City Clerk, is a white female who manages elections, maintains city records. The City Clerk’s office is a critical point of interaction between the city government and its residents. A more diverse leadership in this position could foster greater trust, transparency and engagement from the community, particularly from underrepresented groups.
Community Development Department Director – Melanie Mintz, White Female possibly Jewish or by marriage.
Melanie Mintz leads the Community Development Department, which handles planning, building, economic development, housing, and environmental sustainability. While Melanie’s leadership ensures the city’s growth and development, the lack of diversity within the department’s leadership can hinder the inclusion of diverse community needs and priorities in development projects.
Finance Department – Crystal Reams and Budget/Financial Services Manager, Both White Females
The Finance Department, headed by Crystal Reams and supported by another white female in a key managerial role, manages the city’s financial resources. Financial management is crucial for the city’s stability and growth. However, a homogeneous team might overlook the financial needs and challenges faced by minority communities, potentially leading to inequitable financial policies.
Fire Department – Paul Keith, White Male
Paul Keith, a white male, leads the Fire Department, which is responsible for fire protection and prevention services. The Fire Department’s leadership significantly impacts community safety and emergency response. Greater diversity in this department could enhance cultural competence and improve service delivery to all residents, ensuring that emergency responses are inclusive and equitable.
Human Resources – Shannon Bassi, White Female
Shannon Bassi heads the Human Resources department, which deals with employment, labor agreements, compensation, and risk management. The HR department plays a pivotal role in shaping the city’s workforce. A diverse leadership in HR is essential to promote inclusive hiring practices and ensure that the city’s workforce reflects the community’s diversity.
Information Technology – Eric Ng, AsianMale
Eric Ng, the IT Director, is one of the few non-white leaders in El Cerrito’s city administration. His role in overseeing the Information Technology Division is critical for the city’s digital infrastructure and services. Eric’s position highlights the benefits of having diverse leadership, as it brings varied perspectives and experiences to the table.
Police Department – Paul Keith, White Male
Paul Keith also heads the Police Department, emphasizing the need for diverse leadership in law enforcement. The Police Department’s mission includes crime prevention and maintaining public safety. Diverse leadership within the police force can improve community relations, ensure fair policing practices, and enhance trust between the police and minority communities.
Public Works – Yvetteh Ortiz, Hispanic Female
Yvetteh Ortiz, a Hispanic female, leads the Public Works department, which oversees city engineering, maintenance, and clean water services. Yvetteh’s role underscores the positive impact of diversity in leadership positions. Her presence in the Public Works department demonstrates how diverse leadership can contribute to more inclusive and effective city services.
Outreach – Will Provost White Male
Reportedly with a robust skill set that includes research, economics, public speaking, Microsoft Excel, proposal writing, and more, Will Provost contributes valuable insights to the industry. Besides updating the website and engaging in community outreach, his job description remains somewhat unclear.
Conclusion
El Cerrito’s current leadership structure lacks diversity where nearly everyone is white particularly in key departments. This homogeneity can result in decision-making processes that do not fully consider the diverse needs of the community. It is crucial for El Cerrito to prioritize diversity in its hiring practices and leadership appointments to foster a more inclusive and effective government. By embracing diversity, the city can ensure that all voices are heard and that its policies and services meet the needs of all its residents.
Diverse leadership not only enhances representation but also strengthens the city’s ability to make well-rounded, innovative, and equitable decisions. It is time for El Cerrito to reflect the diversity of its community in its leadership, ensuring a more inclusive and prosperous future for all.
City Council, it’s great to see more color, LGBTQIA reflecting more diversity on the in City leadership. And , it’s not enough that you’ve made it, you also have a responsibility to create space for others who represent City Leadership.
I J Cohen
El Cerrito Committee for Responsible Government (ECCRG) 