Loading...
HomeMy WebLinkAboutAgenda Item - 2021-06-22 - Number 4.1 - Community Policing Dialog 4.1 ��c E 4... COUNCIL REPORT NC ___ o QREGoNI' Subject: Community Policing Dialog Findings Meeting Date: June 22, 2021 Staff Member: C. Olushola Taylor, Management Analyst Report Date: June 18, 2021 Facilitators: Bill de la Cruz, Lillian Tsai & Tara Cooper Department: City Manager's Office Action Required Advisory Board/Commission Recommendation ❑ Motion ❑ Approval ❑ Public Hearing ❑ Denial ❑ Ordinance ❑ None Forwarded ❑ Resolution ❑ Not Applicable ❑ Information Only Comments: ❑X Council Direction ❑ Consent Agenda Staff Recommendation: Direct City Manager and Police Chief to develop action plan to address the themes and findings of the community policing dialog. Recommended Language for Motion: Project/ Issue Relates To: Issue before Council (Highlight Policy Question): ❑X Council Goals/Priorities ❑Adopted Master Plan(s) ❑Not Applicable EXECUTIVE SUMMARY Communities across the nation face difficult and complex decisions about how to respond to changes in policing and improve the quality of life for all of their community members. These decisions were brought to the forefront as shootings of several people of color by law enforcement garnered more national attention. According to the Washington Post Database on Police Shootings, Black and Latinx Americans are disproportionately killed at nearly 2 to 2.5 times the rate of White Americans. As cities struggle to find solutions to racial inequities in 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 2 policing practices, community members are increasingly asking for a voice in what happens in their communities and an active role in deciding what, where, and how change occurs, including in the City of Lake Oswego. In September of 2020, the Lake Oswego City Council voted unanimously to proceed with a conversation on policing in Lake Oswego. The City Council directed the City Manager to build a process to facilitate the community policing conversation in the City. In 2021, City Council prioritized the following goals as a foundation for the dialog on community policing in Lake Oswego: • Lead the community dialog on policing; and • Develop an action plan to address the findings of the dialog. There was unanimous Council support to lead with race in this conversation in an effort to uplift voices of all who live, work and visit Lake Oswego, including those who have been marginalized by historical inequities. Community members were invited to participate through the use of focus groups and surveys. The findings in this report are the beginning of conversations for the City about how best to move forward over the coming years in a way that prioritizes equitable outcomes for all. BACKGROUND The National Climate: Contextualizing the Rise in Conversations on Community Policing The killing of George Floyd, Breonna Taylor, Ahmaud Arbery and other people of color in 2020 resulted in a resurgence of the Black Lives Matter movement not only in North America but around the world as evidenced by demonstrations and marches calling for racial justice that continue today. There has been a ripple effect in municipalities and cities across the country and around the globe as communities seek remedies to address the role of policing in America. Many people are activated to push forward with a conversation between those in law enforcement and those affected by law enforcement. Others advocate for a change in police policies and practices around use of force, militarization, profiling and stereotyping. The dialog on policing in cities across America is nuanced, and while no one answer will address desired changes, it is important to continue communication among stakeholders on a local level to identify areas of improvement and solutions unique to each community. Policing Conversations in Lake Oswego The opinions of people in Lake Oswego are just as varied as the national conversation. There is a range of perspectives, from those reporting that the police in Lake Oswego are trustworthy and people feel like they can call the police if they need help, to those who feel that a change in Lake Oswego policing is necessary due to their own negative lived experiences. Regardless of where people stood on the issue, there was community support in Lake Oswego for engaging in this conversation and learning more about community policing efforts and impact. For example, 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 3 given that on the national level the Black Lives Matter Movement came about in response to the historical legacy of the ill treatment of Black people by the police, the criminal justice system, and our general US political and social structures, the Lake Oswego community expressed interested in knowing more about the experiences of Black community members and those visiting or working in Lake Oswego. While many viewed Lake Oswego and its police department as "different" and less racially biased there is a general curiosity to explore and better understand the experiences of people of color and other minoritized groups in the Lake Oswego community. As the largest racially underrepresented community, Lake Oswego has over 706 AAPI households consisting of more than 2,000 people according to www.suburbanstats.org. People in the Lake Oswego AAPI community discussed how they are being treated from both a racial and ethnic perspective. Many of these acts are a result of xenophobia, scapegoating, stereotyping and profiling as a result of the rhetoric perpetuated by socialized stereotypes especially in the past year related to the Covid-19 pandemic. The treatment of community members in our AAPI community in Lake Oswego, is an indicator of how groups feel othered in Lake Oswego. Protests took place the weekend of March 20, and on March 28, 2021, Respond to Racism and LO for Love organized a silent protest at Millennium Park Plaza to support the AAPI community. The marches and protests have been peaceful, and people are committed to participating in conversations about policing and for action to be taken. The City of Lake Oswego also acknowledges that disparities in treatment are not limited to racial identity. Ethnicity, gender, age, and other factors related to identity play a role in how people are treated. While the City serves everyone in the Lake Oswego community, the systems and structures within our nation as a whole have historically excluded Black, Indigenous People of Color (BIPOC) from sharing their lived experiences in a way that affects positive change within their communities; Lake Oswego is a microcosm of this reality. For this reason, the City and police department agreed to engage in this national conversation from a local lens and to lead with race. In order for meaningful structural changes to occur, the City should consider incorporating targeted universalism as a framework to address the strengths and weaknesses of its policies and practices. Targeted universalism acknowledges the need to provide services in a manner that considers the lived experiences of all, including those from minoritized groups. Identifying systemic barriers to equitable outcomes in law enforcement for those most adversely impacted improves the quality of life for the entire community. This approach focuses on equity over equality in policy making that rejects a binary "either-or" approach. For example, it replaces a one-size-fits-all policy formula such as "defunding the police" in favor of a strategy that is more outcome-oriented such as considering a wider range of policy interventions, adjustments and strategies that the City can envision, pursue and implement for transformative community policing in Lake Oswego. LOPD Overview The Lake Oswego Police Department (LOPD) is committed to fostering a welcoming community 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 4 by providing law enforcement services that prioritize respect, integrity and kindness. LOPD strives to be the voice of reason in all circumstances, and values cultivating relationships to build and sustain community trust, with the goal of ensuring all who live, work, and visit Lake Oswego feel safe. The department's motto, "no call too small" reflects a commitment to high quality customer service in all aspects of law enforcement services. The LOPD is an accredited agency through the Oregon Accreditation Alliance (OAA). The LOPD has 43 sworn officers operating out of four divisions: • Patrol responds to calls for service and collaborates with community members to address public safety issues. • Traffic aims to prevent unsafe driving behaviors through education and enforcement, and responds to traffic related incidents and crashes. • The Investigations Unit includes detectives trained in complex investigations. • Administration is responsible for hiring officers, maintaining certifications, budgeting and overall department operations. Three positions evolved within the police department in response to community needs over the past 30 years. School Resource Officer (SRO) Beginning in the late 1980's with the introduction of the Drug Abuse Resistance Education program (D.A.R.E.), LOPD's SROs served all schools in the Lake Oswego School District (LOSD) with the goal of education and building trust between the schools and police. Due to LOPD staffing levels, the SRO program was discontinued from mid-2015 to spring of 2017. In 2017, LOPD relaunched and modernized the SRO program to address the needs of Lake Oswego. This iteration of the program places more emphasis on the two high schools and two middle schools, while maintaining regular presence at the elementary schools. Collaboration with school district staff encourages restorative justice and provides realistic and effective resources to all who needed assistance. The relationships are important for students, staff, families, and engaged community members. Adult Resource Officer (ARO) Calls for service involving the city's elderly population, people suffering from mental health or substance abuse issues and victims of domestic violence required more follow-up beyond the capacity of patrol officers. In 2017, the Adult Resource Officer (ARO) was created as a full-time position which performs multiple functions with both direct and indirect connections to law enforcement. The ARO serves as a direct liaison between the LOPD and several other State and local entities geared towards investigations, resource identification and assignment, education, health and wellness, and other quality of life issues regarding citizens of advanced age, people with disabilities and those with mental health issues. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 5 Behavioral Health Specialist (BHS) Created in 2021, this position is assigned to a broad range of caseloads and duties involving sophisticated assessment and treatment procedures for persons with acute or severe mental disorders and addictions. The purpose of the BHS is to give police access to a mental health professional who can assist with connecting individuals to the appropriate resources, thereby reducing the need for police and other emergency services where possible. BHS interventions also have the stated goal of developing de-escalation strategies for individuals who have or are currently demonstrating violent behavior in efforts to divert individuals from jail, when possible and appropriate, and to provide effective Trauma Informed Care (TIC) that is delivered in a safe, nonjudgmental manner. Police Officer Hiring Process LOPD's recruiting process aims to reflect department values, community expectations and evolving community needs by seeking candidates with strong interpersonal communication skills and emotional intelligence. On average, five officers are hired each year depending on departmental attrition rates. Recruitment Process Overview Like other open positions within the City, police officer recruitment begins once there is a vacancy. The process begins by advertising the position on the City's website and the National Testing Network (NTN), as well as other methods of recruitment. The NTN is a website that tests candidates for public safety jobs and provides a nationwide database of open law enforcement positions. The City contracted with NTN two years ago to better recruit outside of the Pacific Northwest for police officer candidates. Other avenues of recruitment include: • Word of mouth; • Participating in public safety career fairs; • Internship program: Partnerships with Portland State University, Clackamas Community College, Pioneer Pacific, and other educational institutions that have a criminal justice program have resulted in several hires over the last two decades; and • Community Service Officer (CSO): This position trains, develops and prepares candidates to fill sworn police officer positions. CSOs are not certified police officers, do not attend the law enforcement academy, and function in a support role. CSOs duties include assisting police officers for ordinance violation calls, traffic crashes, and prisoner transports.These duties create a natural conduit into the police officer profession. The above approaches aim to increase and diversify the applicant pool by introducing the path to a law enforcement career to a broad range of candidates. Hiring Process Overview The hiring of police officers typically follows the process outlined below. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 6 National Testing Network (NTN): In addition to advertising open police officer positions, candidates that come from other avenues of recruitment— whether from the City website, internship programs, CSOs, etc.— are directed to submit materials through the NTN. The NTN administers pre-hire exams, including reading, writing, video scenarios and the Oregon Physical Abilities Test (ORPAT). Candidates also submit a Personal History Questionnaire (PHQ) that helps to identify potential disqualifying factors. Candidates who did not complete or pass exams, did not attach a PHQ, or had issues identified are not invited to proceed. The NTN's initial ranking of candidates considers an average of reading, writing, video scenario scores, information in the PHQ, and passing the ORPAT. Pre-hire testing has been limited as a result of COVID-related closures and attendance restrictions. Spark Hire Interview: Candidates with high rankings in the candidate pool participate in a one way, short (3-minute) recorded video interview, using the Spark Hire platform. Spark Hire is a video interviewing software that helps to eliminate barriers to conducting initial in-person interviews. Through Spark Hire, candidates receive a link to several interview questions, record responses and submit a short video recording. Using Spark Hire helps expand the interview pool beyond that which could be accomplished through a more labor-intensive application process. The hiring team evaluates the submitted interview recordings and selects the top candidates for in- person interviews. In-Person Interview: The interview panel consists of Police Command Staff and employees from various police units and from the City's Human Resources Department to represent a variety of perspectives. Interview scores are based on a candidate's response to questions about thought process, integrity, ethics, decision-making, ability to work under stressful conditions and preparation for, or knowledge of, a law enforcement career. Background Packets: Top applicants from the in-person interview receive detailed background packets, with the applicant's responses used to conduct an in-depth background check. Potential issues are noted, such as dishonesty about drug use, criminal involvement, a pattern of poor decision-making, substandard interpersonal communication skills and the inability to work through stressful situations.The background investigator contacts family, friends, and former or current places of employment. If an applicant resides out of the area, the background investigator travels to their location to review information and speak with neighbors and associates. This is one of the most important components of the hiring process and usually takes a minimum of four weeks to finish. Upon completion, the Chief reviews all information from the testing, interviews, background packet, and the background investigator. Candidates that pass the Chief's review of the above then move onto an interview with the Chief. Chief's Interview: The Chief asks specific questions regarding the information learned through the testing, in-person interview and background process. The Chief evaluates the candidate's interpersonal communication skills, temperament and emotional intelligence. Candidates who pass the Chief's interview are ranked, with the highest ranked receiving a "Conditional Job Offer," subject to undergoing two final steps: a medical exam and a psychological exam, 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 7 pursuant to the Oregon Administrative Rules cited below. Medical Exam (OAR 259-008- 0010 (7)): The medical exam is a basic physical exam for a doctor's evaluation that the candidate can medically execute essential job functions. This is strictly a medical exam and is not the same as the ORPAT used during initial candidate screening. The candidate will also have a pre-employment drug screen. Psychological Exam (OAR 259- 008-0010 (10) and ORS 181A. 485): Dr. David Corey has been administering pre-employment psychological examinations for LOPD for over 20 years. Dr. Corey is a board-certified specialist in both forensic psychology and police and public safety psychology with the American Board of Professional Psychology. He is a Fellow of the American Psychological Association, founding president of the American Board of Police & Public Safety Psychology, and current chair of the Specialty Council for Police and Public Safety Psychology. His Lake Oswego practice consists primarily of conducting and researching evaluations of police suitability and fitness for duty for local, state, and federal agencies. Candidates with a Conditional Job Offer that pass both exams receive a job offer and a start date. A training plan is developed after a person accepts the City's job offer. Training Overview The police officer training program is extensive and based on industry best practices. Every officer is required to complete the Field Training Evaluation Program (FTEP). The FTEP program consists of four seven-week phases. During the first phase, new officers learn basic procedures, such as report writing and driving. In phases two through four, new officers receive hands-on training with three different Field Training Officers (FTOs). Training builds increased skill and exposure to different shifts as phases advance. Each shift provides new officers with opportunities to respond to various types of calls and engage with diverse segments of the community. New officers are graded daily on appearance, attitude, knowledge of criminal laws, traffic codes, city codes, problem-solving and community member interactions. The Police Academy: In addition to 28 weeks of FTEP, new officers complete the Department of Public Safety Standards and Training (DPSST) police academy in Salem. This is a 16-week training program with 640 hours of coursework, approved by the State of Oregon that provides training on knowledge and skills. Of the 640 hours, 60. 5 hours are Community Relations trainings, which include Communication, Community Competency, Community Policing, Effective Interactions— Deaf/Hard of Hearing Community, Emotional Intelligence, Ethics, Implicit Bias, Legitimacy and Procedural Justice, among other subjects. Successful completion of coursework is required to obtain a Basic Certification. Officers are tested throughout the 16 weeks and must pass both knowledge and skill-based tests. Continued certifications for police officers include Intermediate, Advanced, Management, and Executive. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 8 Ongoing In-Service training: LOPD provides ongoing training for officers, including: • Police Legitimacy, Procedural Justice and Implicit Bias Training (PLPJ) is an ethics course for all LOPD members to enhance skills, knowledge and engagement around current community- police relationships, building community trust and understanding how personal bias can influence critical decision- making. This highly interactive program builds upon the foundations of the Academy' s community relations course work, involves real life examples of police interactions with their communities and best practice techniques for fostering trust between police officers and the community. PLPJ is an annual, four- hour training. • Crisis Intervention Training (CIT) is a forty- hour, one-time course required for all LOPD officers to complete within their first year. This certification provides classroom and scenario training on effective intervention and de- escalation techniques for individuals in crisis. • Ethics is a four-hour training occurring every one to two years to enhance an officer's skills around making appropriate decisions under current law. Course topics may include bias training when available. Other training includes de-escalation training, scenario- based training, decision-making, and History of Policing. Officers also routinely attend trainings on various physical skillsets and current case law. Community Training: Police officers attend community trainings as they become available, generally every one to three years such as the PGE Diversity Summit in Portland, Building Bridges— Muslim Education Trust in Tigard, and the Lake Oswego Multi-City Equity Summit. Community trainings are also integrated within existing partnerships, including: • Museum of Tolerance: Over the past several years the City of Lake Oswego has cultivated a partnership with the Museum of Tolerance, which offers law enforcement focused training on race relations and personal bias. In 2018, members of the Police Management Team, City Executive Team, City Council members, Lake Oswego School District and other community partners went to the Museum of Tolerance to learn about the historical and current impacts of institutional racism. This experience led to equity efforts such as the 2019 Multi-City Equity Summit and joint discussions among those community leaders to share information about diversity, equity and inclusion (DEI) initiatives and potential collaboration opportunities. • Word is Bond: There are two components to the LOPD partnership with Word is Bond. First, the Rising Leaders internship program, which focuses on building leadership skills for young Black men and improving relationships with law enforcement. Officers and young Black men attend this course together for 29 hours over the course of six weeks 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 9 during the summer. Second, the Multimedia Storytelling Project. In February 2021, several listening sessions took place with small groups of police officers to raise awareness of the personal experiences of young Black men and their vision for community safety. These events were an opportunity for officers to spark dialog about how to improve trust and community engagement. Community Engagement: LOPD seeks to engage with community members in non-enforcement settings by leading events such as: • Coffee with a Cop:A partnership with local businesses to provide coffee and space for community members and LOPD personnel to engage with one another. • Shop with a Cop:An annual charity designed to help families with limited means provide toys and other goods to the children during the holidays. • National Night Out:Annual family-friendly block parties throughout the City where local public safety personnel visit Lake Oswego neighborhoods to eat and talk with community members. • Drug Take Back: Each year, expired or unused prescription drugs are collected from the public so that they can be disposed of properly and in accordance with federal and state laws and regulations. Members of the LOPD also take part in City and other events including the Lake Run, Festival of the Arts, Lake Oswego Farmers' Market, and Special Olympics fundraisers. DISCUSSION Use of Force: Policies, Practices and Processes The LOPD defines use of force as "any force greater than what would be used during cooperative handcuffing." As law enforcement-involved shootings garnered more attention nationwide, campaigns such as 8 Can't Wait proposed changes to police department policies in an effort to reduce use of force incidents. Below is an overview of LOPD's current practices as they relate to the 8 Can't Wait policies. Ban chokeholds and strangleholds: Lake Oswego police officers are not instructed in the use of chokeholds. Additionally, Oregon House Bill 4301 (2020) prohibits use of chokeholds. Require de-escalation: De-escalation tactics are useful in many situations. While the vast majority of community contacts are routine interactions, there are circumstances where de- escalation can at times be less effective. These situations typically involve a person who is at risk of injuring themselves or has demonstrated an intent to harm others and is unwilling to compromise that goal. In those situations, officers work to keep them and the public safe and provide a resolution as quickly as possible. Needed resources often include medical assets or behavioral health units. This is discussed at every skills-based training. De-escalation tactics are integrated into several aspects of law enforcement, including trainings led by LOPD's in-house 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 10 use of force experts. LOPD's new Behavioral Health Specialist position provides an additional specialized resource for learning and implementing de-escalation strategies. Require warning before shooting: LOPD policy and training instruct officers to give a verbal warning prior to using force when feasible, knowing there may be some situations where it cannot feasibly be done due to the rapid nature of the incident or if it negatively impacts any tactical considerations. Prohibit officers from shooting at moving vehicles: Shooting at moving vehicles is discouraged as it is rarely effective, but is not entirely prohibited. Whether this action is appropriate depends on the objective reasonableness of the act in the absence of any other technique more likely to affect the stop. For example, if an officer tried to stop a vehicle for only speeding and the driver tried to elude the officer and would not stop. If all that was demonstrated was that speeding violation and the elude, shooting at a vehicle would not be objectively reasonable given those circumstances. If there was a situation where a vehicle was driving around and the driver or their occupants were actively shooting at people or attempting to run people over, shooting at a vehicle to get it to stop could be objectively reasonable if no other effective options were reasonable at the time. Duty to Intervene: LOPD's use of force policy and teachings require officers to intervene and promptly report to a supervisor any incidents involving an officer's excessive use of force.The duty to intervene is also required by Oregon law per House Bill 4205 (2020). Require officers to exhaust all alternatives to deadly force: Use of force continuums are less than ideal as a blanket policy because it implies certain, exact steps/tactics should be followed in a particular order, which may not be effective and delay the appropriate response.The level of response to a threat may need to be more significant in certain instances and not in others. Trust fostered between law enforcement and the Lake Oswego community is a continuous process reflected in many of LOPD's professional practices and initiatives. LOPD prioritizes training in the areas of law, physical and technical skills, and cognitive and behavioral skills. This includes de-escalation training in both formal (in-service) and informal (routine briefing talks) training. Comprehensive Reporting: All interactions involving use of force are documented, including any time force was displayed but not deployed. Use of force reports are reviewed monthly to: • Examine appropriateness and type of force used; and • Evaluate successful approaches and identify any concerns about timing of use of force and tactics for future trainings Reports are reviewed again at the end of the year by the Captain, Patrol Lieutenant and Training Officer and sent to the Police Chief as part of the LOPD accreditation process with the OAA. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 11 Of the 21,297 incidents reported in 2020, 60 involved use of force with one injury sustained from a K-9 bite. Use of Force Incidents (2020)* Physical Control 53% Firearm — Displayed 25% Taser— Displayed 6% Kinetic Energy Projectile 5% — Displayed K9— Displayed 5% Taser— Used 4% K9— Used 1% Spike Strips— Used 1% Pursuit Intervention 1% Technique *Some incidents required multiple uses of force and could involve more than one officer using force (e.g. display Taser, use physical control). Lake Oswego Law Enforcement Data—A Year in Review Statistical Transparency of Policing (STOP) program: Oregon House Bill 2355 (2017) requires law enforcement agencies in Oregon to report on all discretionary traffic and pedestrian stops not associated with a call for service. Data collected include location, reason for stop, demographic information, and any additional law enforcement action taken during the stop, such as a search or citation. The data is reported on a fiscal timeline (July-June) and submitted to the Oregon Criminal Justice Commission (OCJC) for analysis using three statistical methods: 1) The Veil of Darkness Analysis: this method compares stop rates for people of color to white people between sunrise and sunset, with the assumption that it is easier for an officer to see a person's race in the daytime than in the evening. People of color being stopped more frequently in the daytime may be an indicator of a disparity. 2) The Predicted Disposition Analysis: identifies stops with similar profiles (e.g. same locations, time of day, gender and age) and compares outcomes of white people with people of color to determine whether there are disparate outcomes. 3) The KPT Hit Rate Analysis: compares rate of successful searches (e.g. searches resulting in the seizure of illegal substances) across racial and ethnic groups.This method assumes that if search decisions are made based on racial-neutral factors, success rates should be similar across races and ethnicities. The following charts provide an overview of traffic and pedestrian stop statistics for Lake Oswego captured during the STOP reporting process for 2019-2020. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 12 2019-2020 STOP Data for Lake Oswego STOP Data Traffic stops accounted for 98.75% of total stops, with 68 Race/Ethnicity Num. Pet. pedestrian stops recorded for 2019-2020. Primary reasons White 4,542 83.7% for stops include moving violations, seatbelts, cell phone, Black 174 '2°° and license or registration issues. STOP data does not Latinx 346 6.4% capture individuals who identify as Two or More Races, but Asian or PI 166 3.I% does include demographic information on people who Native American 77 1,4% identify as Middle Eastern. Middle E astern 122 2.2% Two+Races — -- Total 5,429 100% Source:Dr.Ken Sanchagrin, Executive Director of OCJC This table provides a comparison of stop rates in RaciallEthiric Croup Stops Dark Lightthe dark and light hours of the day. The percentages are close to parity for Latinx, while Black 5.0% 4.1% showing a higher rate for Black people stopped in Latinx 6.3% 6.4% the evening when it is assumed to be more difficult for officers to see an individual's race. These Source:Dr.Ken Sanchagrin, Executive Director of OCJC percentages do not indicate racial disparities in stop rates for Black and Latinx people. Post-stop outcomes: 2019-2020 The "actual" column denotes the real Agency Race/Ethnicity Actual Predicted percentages of people who received a Citation Black 46.2% 40.3% citation, search or were arrested for Latinx 57.0% 58.4% 2019-2020. The "predicted" column is Search Black 0.6% 0.9% the percentage of post-stop outcomes Latinx 0.3% 0.4% that would be expected if those pulled Black 1.2% 1.5%Arrest over were white instead of Black or Latinx 0.6% 0.5% Latinx. No statistically significant disparities were identified by the OCJC. Source:Dr.Ken Sanchagrin, Executive Director of OCJC STOP Data Considerations At the time of this report, the STOP program is only in its second year of data collection for mid- size law enforcement agencies like Lake Oswego. As more data becomes available, the statistical models will be able to capture information on Indigenous and Asian American and Pacific Islander populations and provide more in-depth analysis—the more data, the less susceptible trends are to fluctuations due to smaller sample sizes. Other factors include: 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 13 Systematic disparities vs. individual discrimination: STOP data alone cannot prove or disprove discrimination that may take place on an individual basis. The analyses search for racial disparities at a systemic level. The LOPD proactively collaborates with the OCJC to ensure all data required for analysis is provided, and to receive routine feedback about best practices. Census vs. commuter population: There may be a lack of overlap between census population and the population of people driving on roads within the city. 90% employees who work in Lake Oswego travel from outside city limits. While data collected identifies who is at risk of being stopped; it is unknown to what extent this population is representative of the demographics of those who reside in Lake Oswego. Additionally, census data may at times be outdated or incomplete, which should be considered when making comparisons. COVID-19: The number of stops in Lake Oswego decreased by 72% in April 2020. This is due in part to people working from home due to the pandemic. People of color hold a disproportionate number of jobs that are deemed essential, which led to an increase in stops for communities of color overall. Lake Oswego Police Department—2020 Incident and Complaint Overview Incidents There was a total of 21,297 incidents reported in the LOPD during the 2020 calendar year. 17,216 were calls for service regarding criminal investigations, responding to safety issues, special events/duties, and general patrol activities related to crime deterrence. Calls for Service (CFS) resulted in 3,616 case numbers taken across Part I and Part II crimes, crashes, alarms, arrests, and uncategorized incidents (e.g. local ordinance violations). Part I crimes include CALLS FOR SERVICE BY TYPE Uncategorized Part I Crimes Part II Crimes Crashes ■Alarms ■Arrests Arrests Uncategorized 10% 13% Part I Crimes 18% Alarms 34% Part II Crimes 13% Crashes 409 12% 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 14 Homicide, Rape, Robbery, Aggravated Assault, Burglary, Larceny, Vehicle Theft, and Arson. Simple Assault, Forgery, Fraud, Embezzlement, Stolen Property, Vandalism, Weapons Laws, Prostitution, and Sex Crimes are Part II crimes. The remaining 4,081 incidents were officer-initiated traffic and pedestrian stops. The three most cited violations include speeding (11-20mph over limit), cell phone use and failure to obey traffic control devices. A total of 3,972 traffic violations were citied in 2020. Complaints There are two types of complaints: 1) Formal Complaints: Personnel complaints include any allegation of misconduct of improper job performance that, if true, would constitute a violation of department policy or federal, state, or local law, policy or rule. Personnel complaints may be generated internally (e.g. a supervisor notices a violation of department policy) or by the public. These complaints are formally investigated. Bias Complaints:Any complaints of bias by a police officer are required by policy and law to be investigated and are reported annually to the OCJC and filed through the Law Enforcement Coordinating Committee (LECC). 2) Informal Complaints: Inquiries about conduct or performance that, if true, would not violate policy, law, or a rule. These complaints may be handled informally when they simply require an explanation or clarification on a policy, procedure, or response to a particular incident (e.g. citizen unhappy they received a traffic citation). The department may still track these complaints if a community member wants to file a formal complaint. In 2020 there were 19 formal complaints (8 internal and 11 citizen); none of which involved use of force. All complaints are reviewed annually by the Captain to evaluate LOPD's efforts to provide fair and objective policing. The Captain submits an annual report to the Chief of Police, which is also part of the accreditation process. Purpose of Community Policing Dialog It is important for the City to determine how to simultaneously address systematic racism in policing while recognizing that police work is important and challenging. The purpose of this process is to look at the lived experiences of internal and external stakeholder groups when interacting with the LOPD. While many facets of identity were shared and captured as stakeholders shared their experiences, this discussion intentionally centers on race, as it aligns with national and local dialogs about the impact of policing based on racial identity. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 15 Methodology Community Focus Group and Survey Outreach — Leading with Race All who live, work and visit Lake Oswego were invited to participate in the community policing dialog, with an emphasis on seeking intentional feedback from communities of color to uplift the experiences of those who have been marginalized by historical inequities. Methods of advertisements for community focus groups and surveys included: • Print Media— LO Review and HelloLO • Social media posts on the City's Facebook, Instagram and Nextdoor accounts • Outreach to the following entities and organizations: o City boards and commissions o Lake Oswego neighborhood associations, o LO Youth Action Council, o Youth Leadership Council, o Lake Oswego School District, o Lake Oswego Chamber of Commerce, o Lakewood Center, o Respond to Racism, o LO4LOve, o The City's faith-based listserv, o Asian Pacific American Network of Oregon (APANO), o Unite Oregon, o Coalition of Communities of Color, o Urban League, o Latino Network, and o Registrants from the 2019 Multi-City Equity Summit. Event fliers were translated into Spanish, Korean, Arabic, Chinese and Japanese. Interpreter services were available for focus groups, as well as translator services for surveys. The community policing dialog includes three components to date: 1) Virtual Community Kickoff— March 9, 2021: this event allowed Council and the police department to learn more about the community's expectations around policing in Lake Oswego and provided an opportunity for intentional interaction among numerous stakeholders (e.g. residents, business owners, and people working in Lake Oswego). Participants also received an overview of the police department, including structure and culture. Approximately 88 people were in attendance. 2) Police Department Focus Groups— March 15-18, 2021: the facilitation team conducted internal focus groups with 58 LOPD officers, dispatchers, executive staff and the leadership team to deepen understanding of policing from an internal perspective, provide insight into ongoing efforts surrounding implicit bias and help identify potential areas of improvement in policing practices (Attachment 1). 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 16 Both police department and community focus groups were led by the facilitation team. Notetakers from Portland State University captured participant responses, which were coded to ensure anonymity in the reporting process. 3) Community Focus Groups and Survey—April 7-23, 2021: Input from those who live, work, recreate and visit Lake Oswego is a critical element of the outreach process that informed the facilitation team's recommendations to ensure the work the police department does is in line with our community's expectations. 57 people participated in virtual focus groups that took place between April 7-14, 2021 (Attachment 2). Two focus group dates were offered specifically for community members of color. 12 of the 15 community members of color who participated in the focus groups signed up for one of these two sessions. As an alternative, surveys were made available to community members from April 7- April 23, 2021 on the City's website. 282 people submitted surveys during this time. Demographics: The charts below outline demographic data for all 339 community participants. At least 15% of respondents are people of color. 1 According to current census data, Lake Oswego is comprised of 14% people of color. 6% of participants identified as having a disability and 90% of respondents are residents of Lake Oswego. 99% of participants selected English as their preferred language, with Arabic, Chinese, Farsi, Portuguese and Turkish also identified as preferred languages. Ethnicity Percentage of Community Participants American Indian or Alaska Native 0.3% Asian 4.4% Black or African American 2.1% Hispanic or Latinx 2.7% I do not wish to answer _ 14.2% _ Native Hawaiian or Other Pacific 0.6% Islander Two or More Races 4.7% White 71.1% Over one-quarter of participants are between 45-54 years old, with similar levels of participation from age ranges 35-44, 55-64 and 65-74 of 17, 18 and 19 percent respectively. 1 14%of respondents declined to provide their ethnicity. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 17 Age of All Outreach Participants 30% 25% 20% 15% 10% 50%% Under 18 18-24 25-34 35-44 45-54 55-64 65-74 75 years or I do not years old years old years old years old years old years old years old older wish to answer Focus Group Analysis: City staff and the facilitation team reviewed police department and community focus group data using four steps: 1) Data familiarization requires repeatedly reading focus group notes as a foundation for the next step; 2) Preliminary coding involves identifying repeating topics found within focus group data; 3) Theme identification recognizes similarities among codes and evolves into an overarching theme. This process includes theme refinement to ensure themes accurately reflects the data; and 4) Member check: focus group and survey participants received this report to confirm its findings. Survey Analysis: In addition to using the methodology described above, survey responses to questions on perceptions about community policing were color-coded. Below are descriptions of assigned colors with corresponding examples of responses about encounters with the LOPD: Green (favorable) means the participant provided a positive comment. "The police are very professional and want you to know that they are just serving their community." Yellow (neutral) responses expressed uncertainty, lack of knowledge or mixed perceptions. "Hesitant- I am not confident that I or members of my family will be treated equally to white residents." Red (unfavorable) responses labeled red indicate a negative experience or perception. "Disappointing. Officers started with an uncooperative tone and outlook. Felt like I was victim blamed for involving them. Felt like they had bigger and better things to do." Blue (undetermined) comments could not be assigned a sentiment by the colors noted above. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 18 "I've called the non-emergency number twice on incidents in my immediate neighborhood." Analysis of community surveys also included data stratification which compared color-coded responses of white participants to participants of color.2 Outreach Results Policing in Lake Oswego—Community Perceptions and Interactions 86% of focus group and survey participants feel comfortable calling the LOPD when needed, and 74% of all participants believe that Lake Oswego police are trustworthy. Of the 85% percent of survey participants who have interacted with the LOPD, 80% reported having positive experiences. One survey respondent commented: "Sometimes I have broken the law, and while those examples are personally unhappy experiences for me-the police treated me professionally, politely, and were friendly." 16% of surveys takers who had previous interactions with the police department reported neutral or negative experiences. One respondent shared: "My interactions with the school resource officers are all very positive. My only other interaction was during a traffic stop. The experience was not pleasant, while the officer of course had a job to do, I think he could have been much more polite. I think this experience reflected the lack of community engagement and community building on behalf of the LOPD. If we can create a better sense of being part of the same community, I think relations and encounters could be more constructive, as opposed to us vs them." Although community members noted varying experiences with the LOPD, 98% of all survey respondents said they feel safe in Lake Oswego. Low crime rate, good neighborhoods, a close- knit community and the police were listed as factors contributing to an overall sense of safety. Some survey respondents who noted feeling unsafe mentioned community dynamics as the cause. One respondent stated: "Wealth masking racism. Government structure enabling that sentiment, held in place by police (not blaming cops here. They are trained to do what they do. They then reflect the culture of their leadership)." 61% of surveys indicated a favorable perception of community-police relations. One survey respondent commented: 2 Survey participants who did not report their ethnicity were excluded from response comparison. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 19 "Good, I think most people that live here would agree that the police are doing a good job of keeping the streets safe, providing resources to vulnerable populations, including people experiencing homelessness. I think the Police Dept. is well managed, the officers are trained appropriately and they serve the community with a great motto, that is lived as well as promoted. 'No call too small."' Nearly one-third of respondents expressed neutral feelings or highlighted possible areas of improvements to community-police relations. Statements included: "Getting better but it will take ongoing work, engagement, relationship building and hiring diverse officers and staff." "They appear to be good but could use more frequent communication in roles other than enforcement. I would hope in this moment in time we might have more opportunity for dialog as I believe many citizens are forming a bias one way or another." Community Polio: Perspectives of Lake Oswego CommunityMembers of Color As part of the analysis process, all survey and some focus group responses from community members of color were compared to white community members to identify potential patterns in sentiments about policing in Lake Oswego. Both groups report a similar level of satisfaction with policing in Lake Oswego, as 63%of BIPOC survey respondents positively described policing in Lake Oswego compared to 61% of white respondents. White survey respondents have a more positive perception of Lake Oswego police officers, a more satisfactory opinion of community-police relations (61% in comparison to 37% of BIPOC survey participants), and would feel more comfortable calling the police when needed. How would you describe the current state of Lake Oswego police-community relations? BIPOC Survey Participants White Survey Participants Favorably 37% 61% Neutral 46% 27% Unfavorably 6% 4% Undetermined 11% 8% How do you perceive Lake Oswego Police Officers? BIPOC Survey Participants White Survey Participants Favorably 57% 70% Neutral 29% 18% Unfavorably 14% 8% Undetermined 0% 4% 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 20 Of the 35 people of color who completed a survey, 31 indicated feeling safe in Lake Oswego as compared to 201 out of 203 white people. Although BIPOC and white respondents stated similar reasons for feeling safe in Lake Oswego as discussed above, safety can be expressed in different ways. One BIPOC participant said: "When I see a police car parked at school, my mind goes to the worst-case scenario first. 'Something must be wrong!' I know that this is not always the case, but I notice this perception of myself. It is not a sense of the officer coming to help me feel safe. This is an interesting perspective when compared with my neighbors--who are also parents -- who have suggested inviting police officers to neighborhood BBQs. I was like, 'why?' I struggled with that." Another BIPOC participant said: "I have found that police officers are intimidating, and I don't want to be around them. Prior to Covid, my husband and I stopped at a Starbucks for coffee, and found that it was a "Coffee with Cops" event. There were multiple police officers in uniform inside the Starbucks. I felt like a large group of them is not inviting, and it's a bit jarring for the little ones. We went in, got our coffee, and felt very uncomfortable with so many police officers in all their gear in a small space. We got out of there right away." Overall, community members of color have a generally lower sense of trust and safety in Lake Oswego due to interactions with officers, and due to experienced community sentiments about race. LOPD is trustworthy. BIPOC Participants (All Outreach) White Participants (All Outreach) Strongly Agree 30% 48% Agree 32% 25% Neutral 30% 20% Disagree 4% 5% Strongly Disagree 4% 2% I feel comfortable calling the Lake Oswego Police when needed. BIPOC Participants (All Outreach) White Participants (All Outreach) Strongly Agree 48% 66% Agree 22% 20% Neutral 16% 8% Disagree 14% 2% Strongly Disagree 0% 3% 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 21 Intentional community engagement was mentioned as a possible way to foster trust. Statements included: "I'd like to see more stories about what they are doing to build trust with communities of color who live and work in the city. Better understanding of the concepts and results around empathetic policing and equitable treatment." "Continue holding informative sessions at public locations like library, farmer's market, etc. to reduce potential fear of the police organization." "Increased public awareness of the good work the officers do in our community." Policing in Lake Oswego-An Internal Perspective LOPD employees described its culture as responsive, customer service focused and efficient. Department members commented that their colleagues strive for excellence and endeavor to serve as problem solvers for the community. The culture of the LOPD is also evolving as the department hires new officers to replace retirees, and increased emphasis on intentional professional development for female officers. Some of the community-based practices reported as working well for the LOPD are being reasonable, treating each call uniquely, and seeking to exceed community expectations of law enforcement services as summarized by the "no call too small" motto. Officers also mentioned non-enforcement opportunities such as community events as a positive avenue for community interaction. Dispatchers noted that while they do not have as many opportunities for engagement as police officers, customer service is integral as they are the first point of contact in assisting the community. When asked how to better interact with community members who have varying experiences with law enforcement, LOPD members discussed non-enforcement interactions without wearing uniforms. Officers observed that the department could do more to tell the public about their jobs and what is done to help the community. One officer commented: "Maybe for social media we could have a sample call to help explain what an officer goes through, what they experience, and how it was handled. In order to do this, we would need to have a strong social media presence, and a way to write up the narrative effectively." Officers also recognized the role that national narratives have on policing in Lake Oswego. Some officers discussed how all people have biases and the various ways they manifest in policework. Several officers mentioned bias training as valuable because it serves as a reminder to be understanding and empathetic about the diverse viewpoint's community members have about law enforcement. Participants were asked what they would like for the community to know the LOPD. The most frequent responses centered on emphasizing that officers are grateful for their positions and 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 22 want the community to know they care, and the need for more opportunities to share the humanity of officers with the public. Themes and Findings Facilitators and City staff reviewed focus group and survey information to identify patterns found within the data. Preliminary codes were then further developed into overarching themes that span four categories. THEME I - Communication and Reporting Finding#1: The data from the survey, focus groups, and community dialogs reveal a disconnect between the community perception and current day-to-day policing practices. The community's feedback represented stereotypes, assumptions, and a lack of knowledge, education, and understanding of how the LOPD conducts their work. This includes what is expected of officers in terms of duties and staffing, training, and other resources allocated to the LOPD. For example, there were multiple requests from participants for more information to better understand what the officers' training entails, how police calls are handled from the very beginning of the call, and community members also stated that they were not aware of the different types of officer positions and ranks, or their assigned duties. Comments from Community Members: In reference to learning about CSOs and SROs during a focus group session: "Interesting. I didn't know that we had those programs, or how they are structured to serve the community. I have lived here for more than five years, so that is good information." "I don't think I k[n]ow enough about the infrastructure and organization of the police to recommend changes." Finding#2: The LOPD motto of"no call too small" was brought up in many focus groups. The perceptions about the motto were varied, with some thinking that there should be some calls that are too small and others thinking it was the right approach to policing. The issues brought forward varied and included concerns such as efficiency (e.g. does every call warrant an officer response or are there other entities within Lake Oswego that can respond to some non-enforcement calls like removing a dead squirrel). Many people were pleased with the department's obvious service and connection to the community by being willing to serve as a resource, no matter how big or small the need. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 23 There were strong opinions on this issue—it is an excellent community practice and should be continued vs. some calls are too small and should not use limited policing resources. From the perspective of police officers and dispatchers, there were concerns that "no call too small" prompted community members to make calls that proved to be biased and discriminatory against people of color who they felt, "did not belong in their neighborhood." It was noted during LOPD focus groups that a supervisor can choose whether to address these types of calls, and officers are often not dispatched in response. Comments from Community Members: "I feel like tensions are high with communities and police all over the country this year, but I am very grateful for the LOPD and feel like "No Call Too Small" isn't just a slogan." A focus group participant stated the following when asked to describe community policing in Lake Oswego: "I would say no call too small. Personally, I hate that. I feel it encourages this problem of community members calling on tiny things like bad shrubbery or anything that makes them pause, they call the police department. Thinks police have fostered this, like isn't it funny we have a blotter full of people calling about bad shrubbery." Comment from LOPD: "I have in the community experienced suspicious persons calls based on someone's skin. What I like about this department is we don't respond to those types of calls based on only skin color. Our dispatchers are now trained to recognize these calls, and talk the person through it. If there no other suspicious things about the situation, then they ignore it and move on." Finding#3 Questions came up about the use of force, why officers look "militarized" and why they need to wear vests and guns even at community events. The community expressed interest in knowing the answers to these questions in the focus groups and surveys. Comments from Community Members: "It would be useful to have data available every few months about stops, what the breakdowns were and what they were for, we'd love to see that." "I think one thing that would help is putting out their data every month for the public in a usable way like stops data. They have to record that for the state anyway so why not report that to the public. What are your numbers, who are you pulling over, discipline, all that stuff. It could answer some of those questions of whether they are being gatekeepers or serving and protecting equally if they release it in a usable way." 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 24 "If we are having a community event and police are around, whether it's a 4th of July parade or Juneteenth celebration march, I don't think they need to be in their bulletproof vests and guns and all of that." Finding#4: There was feedback from both inside the LOPD and from the community about the lack of information being communicated from the police department. Internally at the LOPD, there were concerns about the lack of a presence on social media and for the department to share their own stories. Among the community, there is a lack of understanding about what the various roles are within the department and who is responsible for which outcomes. Lack of clear, consistent, transparent communications is inhibiting the community's ability to understand the intentions and work of the police department, thus preventing a stronger sense of connection and community belonging. Additionally, without a proactive approach to communications, many of the messages and perceptions about policing in Lake Oswego are driven by Portland and national narratives and stereotypes. THEME II - Opportunities for engagement between community members and police department Finding There were a number of comments about how much the community wanted to engage with officers in LOPD. There is a desire to engage in listening forums and have opportunities to get to know the police as humans and members of the community. In addition, there were a number of conversations about how to engage youth in these informal, non-enforcement types of conversations. Comments from Community Members: "Take off the sunglasses, get out of the car and say hello. Walk the beat." "Get out of the car and be visible at community events such as the Farmers Market. Come to Neighborhood and Homeowners Association meetings." "Get out of the car and make more of an effort to engage with people - on the sidewalks, in their yards, at cafes, outside churches and playgrounds, etc. I would like the LOPD to work on creating a dynamic and positive relationship with the community, not just a disciplinary one." "I would like to see overt interactions with our youth: minorities, disabled, all economic backgrounds. Post invitations to games, club meetings, self-defense classes, Buddy Programs, Service-Learning Projects with schools." 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 25 Police officers also wanted more opportunities and multiple venues for being able to speak with and engage with community members. As one officer noted: "This is one of the first conversations I've actually been invited to speak at. Sometimes some people just want someone to talk to or yell at. It's hard taking what everyone's saying about police officers and just being a whipping post. It's not a two-way conversation. It's frustrating because you lose that motivation to reach out and talk to people." The focus groups also revealed that many community members were unaware of the staffing levels of police officers in LO. They were also unsure of the difference between being "fully staffed" and whether or not the current staffing numbers are adequate for the current expectations of service and ongoing officer training. Participation in an engagement process would make information and dialog about these critical topics more accessible to LO community members. THEME Ill - LOPD Training and Development Finding#1 Most police officers and dispatchers have gone through implicit bias training. However, some officers shared they had not had follow-up training, nor had they been trained on how to respond to biased statements (for example, what do you say when you're called a racist?). Comment from Community Member: 9W doesn't know if they are trained any differently than the police in, say, Minneapolis. She assumes they are, but she would like to know if they are being trained. She believes in the conflict resolution model. She is thrilled that community officers exist. She is unaware of what training has happened and the details. She wants to see honesty about prejudices and how they handle it. Comment from LOPD: "That's part of the problem with our implicit bias trainings because it's all cops and dispatch. We don't see a different perspective. We don't see community members or anything, we all have similar perspectives as cops." Finding#2 Understanding cultural values and contexts are important to avoid making wrong assumptions and misjudgments of certain behaviors or use of and choice of words. Finding#3 Many people in the police focus groups stated that the bias trainings were relevant and interesting, however they did not necessarily lead to changes in practices or policies, as officers reported already interacting with the community in a manner that does not perpetuate bias. 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 26 Internal interviews with LOPD also revealed a sentiment that bias training helped to foster ongoing awareness. There was discussion that the end result of implicit bias training is to eliminate race, ethnicity and other identity markers to affect the way a person is treated during a police interaction. For bias awareness to have an impact and to affect change in mindset and behaviors, there needs to be a clear message that the training has to go beyond building awareness. Application of the training and how they directly inform police practices, policies, processes, protocols and outcomes should be evaluated through the lens of how these are impacting members of the community in Lake Oswego. Comments from LOPD: "The training didn't change what we were doing, but it did put a focus on it. It strengthened what we are doing. We weren't targeting people but provided reminders on what to do. We weren't changing things because they were bad in the past." "The biggest shift I can speak to for myself is trying to figure out why I think of things the way I do or where certain preconceptions come from and try to create opportunities that make me somewhat uncomfortable like talking with someone I might not usually. With implicit bias training, it has opened those doors trying to figure out the why." "I don't know that the implicit bias training really resonates with me but there was a panel a few years ago where they sat down with me personally and they gave me space to have my biases." Comment from Community Member: "Continue working towards diversity, inclusion, and equity in not only hiring practices but making sure that all people living, working, or traveling through Lake Oswego feel safe and welcome. BIPOC people (especially black men) must not continue to be stopped by police in such greater numbers than white people!" Finding#4 There were conversations in the LOPD focus groups about how some female police officers were perceived as "less competent" or "less confident" by their male colleagues and some members of the community. There are no women in top command positions and interview panels for women are staffed predominantly with all males. There was a desire for officers to have expanded bias awareness training about gender microaggressions and communications workshop with the goals of creating awareness and understanding about the experiences of women in law enforcement. There is interest to include discussions about how men and women differ in how we're socialized from a young age and thus affects values and behaviors; how the Law Enforcement profession shapes women similarly or differently, how is policing experienced by men vs. women similarly and differently; 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 27 how does each handle responses differently or similarly; when are the best times to send in a woman Police Officer, etc. Comment from female officer in LOPD: "There have not been any females in command positions. When we are put in leadership positions in terms of responsibilities and not titles; we are talked about negatively in terms of capability, that we don't do a good job. There have been hesitations about not putting women into positions which might involve conflict or physical confrontation. Very quick responses implying there are no capable women to handle certain situations as the men. On paper there are equal opportunities for moving up in rank, the same training is available and such. In practice I have yet to see a woman move up in rank." THEME IV- Community Engagement and Community Bias Finding A theme that emerged is that many of the calls and experiences related to racial profiling came from Lake Oswego community members as opposed to data pointing to negative profiling by Lake Oswego police officers. For example, there were multiple instances of citizens calling the police to report "suspicious" people who "did not belong in the neighborhood" based on their skin color or looking like they are not part of the neighborhood. While ongoing implicit bias training for Lake Oswego police officers is recommended, the entire community would benefit from more community dialog about implicit bias. Looking Ahead —Community Policing Dialog Next Steps The final component of the community dialog is a wrap-up event, which will provide a space for community members to learn and ask questions about the findings in this report. The date for this event has yet to be determined. We are grateful to all the community members and LOPD employees who participated in the focus groups. Your willingness to candidly discuss community policing is foundational to the City's ongoing work to build a more equitable Lake Oswego. We also want to acknowledge the emotional the toll the past 15 months has taken, especially on our communities of color; we are thankful for your involvement in this process. Throughout this dialog we learned that the majority of our community members have had positive experience with the LOPD in both enforcement and non-enforcement settings. Community members expressed gratitude for the department's commitment to being reasonable, helpful and professional. Members of the LOPD expressed similar values when describing the department. We also learned that how those values are expressed must consider the lived experiences of those in our community who are racially underrepresented. The City 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city Page 28 recognizes there is work to be done to ensure all who live, work and visit Lake Oswego safe, valued and recognized. RECOMMENDATION Direct City Manager and Police Chief to develop an action plan to address the themes and findings of the community policing dialog. ATTACHMENTS Attachment 1— LOPD Focus Group Questions Attachment 2—Community Focus Group and Survey Questions 503.635.0215 380 A Avenue PO BOX 369 Lake Oswego, OR 97034 www.lakeoswego.city ATTACHMENT 1 LOPD Focus Group Questions: 1. Please state your name, role and tenure with the Lake Oswego Police Department. 2. In three phrases, please describe the culture of the police department. 3. In your role, have you had any experiences within the police department or with the community that involved discrimination or bias? (includes race, gender, religion, age, sexual orientation, disability, etc.) 4. As a result of implicit bias training, have you changed any protocol or practice? If so, please describe the protocol or practice. 5. Have you had any firsthand experiences with discrimination or bias in your personal life? 6. [For Officers]: How do you interact with community members in non-enforcement settings? [For other LOPD employees]: How do you interact with the community in your role? 7. What aspects of police-community relations are working well? 8. What suggestions would you make to strengthen relationships with community members who have varying experiences with law enforcement? 9. What do you believe are the 2-3 most important things for the community to know about the LOPD? ATTACHMENT 2 Community Focus Group and Survey Questions 1. In general, do you feel safe in Lake Oswego (yes/no)? 2. What contributes to your feelings of safety (can this appear only if they answer yes? What contributes to you feeling unsafe (can this appear only if they answer no)? 3. How would you describe policing in Lake Oswego? 4. I feel comfortable calling the Lake Oswego Police when needed (strongly agree/agree/neutral/disagree/strongly disagree). 5. Have you had any personal interactions with Lake Oswego Police? How would you describe those encounters (this question pops up if they say yes)? 6. Have you had any personal interactions with law enforcement outside of Lake Oswego? How would you describe those encounters (this question pops up if they say yes)? 7. Lake Oswego Police are trustworthy (strongly agree/agree/neutral/disagree/strongly disagree). 8. How do you perceive Lake Oswego police officers? 9. What interactions have you had that shaped your perception of Lake Oswego police officers? 10. What are your perceptions based on? 11. How would you describe the current state of Lake Oswego police-community relations? 12. What are the changes you would like to see with police-community relations in Lake Oswego?