U.S. Census data indicates that in 1980, 41% of Black households owned a home. This number fell to 37% in 2000. In contrast, 64% of white households owned a home in 1980, and this rate held steady at 65% in 2000. The racial differences in homeownership are now even more stark.

A critical part of the Race and Social Justice Initiative has been creating professional development trainings to ensure common understandings of how racism affects city government. For instance, employees explore how the location of city meetings can send signals about the expected audience and then discuss the importance of having city materials available in multiple languages. Ongoing trainings help employees apply racial equity to their workplace practices and the programs that the government operates.

The trainings have led to not only changes in city policies to include more equitable planning practices, but also an increase in the contracts awarded to women and minority-owned businesses.

Another way racial justice efforts are integrated throughout Seattle’s city government is with step-by-step guides that show how to put racial equity into practice. For example, a two-question budget filter, launched in 2008, required employees to assess whether each line item in a budget reduced race-based disparities. This helped align city priorities and values with actual resource allocation.

Over time, city officials developed the Racial Equity Toolkit. This toolkit describes each step to be taken to evaluate whether or not a policy, initiative, program or budget item alleviates or furthers racial inequities. The toolkit is regularly updated and used throughout city government to make decisions about everything from school lunches to maintenance repairs for city-owned vehicles.

Not every one in Seattle has supported the initiative. In April 2023, a former white municipal government employee sued the city because of alleged racial harassment.

Other community members have voiced frustration with the differences between the daily discrimination experienced by people of color and the stated commitment from city officials for racial justice.

In our view, Seattle officials have built capacity for social transformation throughout a city government. This has been possible through a 20-year commitment to create a culture that makes achieving equity integral to city government. Working to end institutional racism is part of every employee’s job and the functioning of municipal government.

It is too soon to evaluate the effect of the ordinance. At the same time, we see the support for adopting the law as proof that city employees think that formalizing the Race and Social Justice Initiative in law is worthwhile.

Seattle’s experience shows that adopting a racial equity law requires an enduring and long-term commitment. Nevertheless, we believe that other places can do such work too.

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