Workshop Recap: How to Set DEI Goals in the Affordable Housing Construction Process

On Thursday, February 25th, SCANPH convened for Part II of the DEI series, Implementation of Diversity, Equity, and Inclusion Policies in Affordable Housing: Lessons from Nonprofit Developers. Thoughtful conversation brought together developers in different stages of implementing DEI policies in the affordable housing development processes. Panelists shared organizational experiences implementing DEI practices in their work, including leadership and infrastructure resources needed to jump-start DEI conversations. Denice Wint, Director of Real Estate Development at EAH Housing; SCANPH Board Member and Chair of the Strategic & External Affairs Committee, hosted the conversation.

Kicking off the discussion, moderator Alexandra Dawson, Community Development Officer at LISC LA, acknowledged that panelists are at different stages in their DEI journey. Dawson guided the conversation by first asking panelists to share for how long their organizations have been working to implement meaningful DEI practices.

Van Scott, Director of Development at BRIDGE Housing, discussed BRIDGE’s involvement in the redevelopment of Cedar Grove at Jordan Downs, a 115 unit affordable housing development in its first phase of master planned redevelopment. The Jordan Downs project provided many opportunities for data collection. Throughout first phase development, data collection was key, providing metrics to inform the DEI work of other organizations. Designed with equity and inclusion in mind, BRIDGE remains hopeful that Jordan Downs can be used as a model for community-centered projects working to implement best practices.

Scott widely encouraged affordable housing developers to prioritize the diversification of contracting roles. Organizations can prioritize hiring contractors of color, working with groups such as the Young Black Contractors Association or Second Call, a training program that aids in the entry of ex offenders into construction and union trades. Through altered hiring practices, developers can work with more inclusive workforces to diversify project staff. Since contractors and subcontractors of color are often left out of the bidding and development process, it is essential to implement early stage conversations to understand contractor priorities surrounding DEI. If contractors and their staff have dealt with Section 3 in previous projects, they may be more aligned with prioritizing workforce diversity.

Mee Heh Risdon, Director of Development at A Community of Friends (ACOF), shared ways in which ACOF has implemented an 18-months-long DEI training process. As a result of the DEI training process, conversations and policies have shifted the selection of ACOF board members, while implementing better hiring models and contracting practices. Since the start of ACOF’s training process, the organization has instituted regular town hall meetings to make space for staff to share, reflect and learn about one another’s DEI journey. Specifically, ACOF focuses on local hiring practices, recognizing the importance of creating opportunities for laborers, contractors and consultants with whom ACOF may not have previously held developer relationships. Working with consultants to identify new criteria for the selection of general contractors, ACOF has developed specific questions in bid packages surrounding DEI goals. Looking forward, Risdon hopes to diversify both the hiring process and the consultants in ACOF’s Housing Department.

Shalawn Garcia, VP of Housing Development at LINC Housing, shared how LINC’s DEI journey began prior to the murder of George Floyd, though his murder prompted the convening of an all staff meeting. It was at this meeting that LINC retained a consultant to speak with staff of all levels about racial reckoning. From these conversations, LINC launched DEI committees to engage in smaller conversations, often in affinity groups, to brainstorm organizational next-steps. These workshops led to better DEI practices, specifically in LINC’s HR and Housing Development teams.

According to Garcia, LINC’s HR team has since organized mandatory training to help underscore baseline knowledge needed to discuss the meaning of race and equity. Garcia sees conversations around the definitions of race and equity as an essential first step, prior to DEI implementation. Meanwhile, LINC’s Housing Development team has been most impacted by DEI conversations in the areas of procurement and partnerships; contractors are required to share DEI implementation and enforcement plans for their development sites. Garcia, in agreement with Scott, believes that organizations should invite new, diverse contractors to the table, rather than continue to rely on past contractor relationships. Garcia recommends that organizations track the number of contracts awarded to minority-owned and women-owned businesses as the first step in moving forward with new DEI-minded standards.