EXECUTIVE DIRECTIVE NO. 27
Issue Date: June 19, 2020
Subject:

Racial Equity in City Government

Our city is in pain, and we are hungry for change. The demonstrations for racial justice
in recent weeks have not exposed something new -- they've laid bare the urgent and
overdue demand to end structural racism.
America ragic hi or of iolen and persistent discrimination casts a long shadow
over the challenges Blacks and other people of color confront today in housing,
employment, and the criminal justice system. Without stability in these spheres, it is no
wonder these communities lag behind white Americans in indicators of financial
security, such as asset acquisition and the ability to transfer wealth across generations.
Even more fundamentally, Blacks and people of color have long had good reason to
fear for their personal safety. The cumulative impact of these social, economic, and
political forces results in a shamefully disparate and stratified society.
We must marshal every tool at our disposal to ensure that all in our community are
given the opportunity to thrive and reach for their full potential. And while we cannot
dislodge structural racism overnight, it is our responsibility to acknowledge hard truths
and advance the cause of reform. It's our duty, as Angelenos and public servants, to
make Los Angeles reflect the hallowed but often elusive principles that underlie our
Republic: that we are created equal and that each of us is entitled to life, liberty, and the
pursuit of happiness.
We have to translate our ideals into action and we have to start with our own
government. We must be prepared to think broadly and creatively to ensure that people
of color, women, persons with disabilities, and veterans may equally participate and
prosper in public life and society. We must live up to our democratic ideals by placing
racial equity and inclusion at the center of our policymaking.

 Mayor Eric Garcetti
Executive Directive No. 27
Page 2 of 4

To a significant extent, progress in racial equity in California was undermined in 1996
with the passage of Proposition 209, which amended the California Constitution to
provide that state and local governmen en i ie
hall no di crimina e again , or gran
preferential treatment to, any individual or group on the basis of race, sex, color,
ethnicity, or national origin in the operation of public employment, public education, or
p blic con rac ing. While it had long been unlawful to discriminate in education,
employment, and contracting, the practical effect of Proposition 209 was to outlaw
affirmative action in this State. In the absence of thoughtful affirmative action programs,
longstanding racial and gender stratification has persisted and deepened.
On June 10, 2020, the California State Assembly passed Assembly Constitutional
Amendmen No. 5 ( ACA-5 ) o begin he proce of repealing Propo i ion 209. If he
proposed state constitutional amendment is also passed by the State Senate, ACA5
would be placed on the November 3, 2020 general election ballot, and California voters
will have the opportunity to repeal Proposition 209 by a majority vote.
The proposed repeal of Proposition 209 presents our City with the possibility of
implementing affirmative action policies and programs and deciding what else we might
do differently in such a changed landscape.
And while we await the results of the effort to repeal Proposition 209, we must also
redouble our efforts to promote equity in our City, beginning with our own government.
In employee recruitment and procurement, there remain many ways to enhance
diversity and equal opportunity without affirmative action.
To support our ongoing efforts to ensure fairness, diversity, equal opportunity,
and transparency in City government, I hereby direct as follows:
1. Racial Equity Officers. Each General Manager or Head of Department/Office
shall designate a Racial Equity Officer for the Department/Office, and shall notify
m Office of ha indi id al name and con ac informa ion (incl ding hen here
is a subsequent change in personnel or contact information).
2. Development of Racial Equity Action Plans. By September 16, 2020, each
General Manager or Head of Department/Office shall submit to my Office a
Racial Equity Action Plan. A submitted plan should have, at a minimum, the
following components:
a. A review of all pertinent departmental functions, including, but not limited
to, recruitment, hiring, training, retention, promotions, and contracting. A
Department/Office must include some discussion of the efforts it will make,
with applicable timelines, to attract, promote, or hire from a robust pool of
qualified candidates.

 Mayor Eric Garcetti
Executive Directive No. 27
Page 3 of 4

b. A list of equity indicators specific to a Department/Office and a description
of how the Department/Office will develop reliable data to track progress
on racial equity. A commitment to provide inclusive work environments
that promote fairness and equal participation at all levels. To that end, I
also direct that the Personnel department develop and maintain training
on implicit bias and for that training to be mandatory for all employees on
an annual basis.
c. Due consideration must be given to the requirement that any and all
benefits contained in these plans must be generally available to all. For
example, in some contexts, it may be necessary to conduct outreach to
certain underrepresented groups to promote diversity and equity. The
information or benefits from such targeted efforts must nevertheless be
made available to all.
d. To promote diversity in and around the City, Departments/Offices are
encouraged to consider a wide range of factors, including, without
limitation, adversities overcome, first-generation graduate or worker
status, neighborhood demographics and circumstances, the ability to
contribute to a diverse working environment, and leadership potential. At
no time should any City Department/Office differentiate a recruit,
employee, or proposed contractor on the basis of their race, sex, color
ethnicity, or national origin.
3. City of Los Angeles Racial Equity Task Force. I hereby create the City of Los
Angeles Racial Equity Task Force, which shall include the departmental Racial
Equity Officers and representatives from, and designated by, my Office. My
Office will assist in coordinating the meetings and ensuring substantial
participation by all Departments/Offices.
The Racial Equity Task Force shall:
a. Coordinate with the Chief Equity Officer and the Civil and Human Rights
Commi ion o f lfill he Ci
re pon ibili ie nder he Ci
Ci il and
Human Rights Ordinance.
b. Review and provide feedback on all strategies submitted under this
Executive Directive, identify additional goals, and form working groups, as
appropria e, o enhance he Ci
effor o promo e di er i and eq i .
4. Preparing for the Future. So the City may prepare itself in the event that the
California State Senate and, ultimately, the California electorate, enacts ACA-5 to
repeal Proposition 209, I further direct as follows:
a. The Chief Equity Officer, the City Administrative Officer, and the
Personnel Department will conduct a thorough study to determine whether

 Mayor Eric Garcetti
Executive Directive No. 27
Page 4 of 4

there are disparate impacts along the lines of race in City hiring,
promotion, and contracting, and where such impacts are occurring.
b. Each General Manager and Head of Department/Office shall also prepare
a contingency plan including recommendations for implementing
affirmative action programs across all departmental functions, including,
but not limited to, recruitment, hiring, training, retention, promotions, and
contracting. The plans should also identify any anticipated challenges,
include a reporting and auditing component, and designate staff who will
be principally charged with administering the proposed plan.
c. Each written plan should be submitted to the Office of the Mayor to the
attention of my Chief Equity Officer by September 16, 2020.

Executed this 19th day of June, 2020.

__________________________________
ERIC GARCETTI
Mayor