Racial Equity Impact Analysis (REIA)
The Racial Equity Impact Analysis helps the City consider racial equity outcomes when shaping policies, practices, programs and budgets.
Agreement with Sundial Solar for purchase of renewable electricity - REIA
Section 1: Background
| Public Safety | No |
| Housing | No |
| Economic Development | Yes |
| Public Services | No |
| Environmental Justice | Yes |
| Built Environment & Transportation | Yes |
| Public Health | Yes |
| Arts & Culture | No |
| Workforce | Yes |
| Spending | Yes |
| Data | No |
| Community Engagement | No |
Development of high-quality solar installations equitably achieves the City’s 100% renewable energy goals for the entire enterprise by 2023. The deployment of solar on city buildings and at other locations constructed to offset city operations leads to:
* A successful local solar workforce training program: More Minneapolis residents, and especially BIPOC residents, are trained and employed in local solar jobs that improve their quality of life
* Increased local investment and economic activity compared to continuing to purchase energy from our current electric service provider.
* Reduced energy costs for the City enterprise.
* Healthier air compared to continued emissions from grid electricity
* Minneapolis accomplishes its goal to meet the enterprise goal of 100% renewable energy by 2023 and establishes possible pathways forward to meet the community-wide goal of 100% renewable electricity by 2023.
* A successful local solar workforce training program: More Minneapolis residents, and especially BIPOC residents, are trained and employed in local solar jobs that improve their quality of life
* Increased local investment and economic activity compared to continuing to purchase energy from our current electric service provider.
* Reduced energy costs for the City enterprise.
* Healthier air compared to continued emissions from grid electricity
* Minneapolis accomplishes its goal to meet the enterprise goal of 100% renewable energy by 2023 and establishes possible pathways forward to meet the community-wide goal of 100% renewable electricity by 2023.
Stacy Miller
Kim W. Havey
Section 2: Data
Onsite distributed solar will be installed at the municipal buildings citywide
Columbia Heights Campus
Currie Maintenance Facility
Fridley Softening Plant
Lowry Hill Warehouse
Harriet Maintenance Facility
EOTF Training Facility
Convention Center
Animal Care and Control
Sanitation and Recycling
South Transfer
Hamilton SOC
Traffic Maintenance Facility
NE Equipment and Street
North Transfer Station
Aldrich Facility
Fire Station No. 5
Fire Station No. 7
Fire Station No. 16
FS 2
FS 4
FS 6
FS 8
FS 11
FS 12
FS 14
FS 15
FS 19
FS 17
FS 21
FS 22
FS 27
FS 28
Police Precinct 2
Police Precinct 3
Police Precinct 5
Centralized solar is also planned outside of city limits. (Specific site to be determined, but it may be in the 7-County metropolitan area likely in a mostly white rural location.)
Columbia Heights Campus
Currie Maintenance Facility
Fridley Softening Plant
Lowry Hill Warehouse
Harriet Maintenance Facility
EOTF Training Facility
Convention Center
Animal Care and Control
Sanitation and Recycling
South Transfer
Hamilton SOC
Traffic Maintenance Facility
NE Equipment and Street
North Transfer Station
Aldrich Facility
Fire Station No. 5
Fire Station No. 7
Fire Station No. 16
FS 2
FS 4
FS 6
FS 8
FS 11
FS 12
FS 14
FS 15
FS 19
FS 17
FS 21
FS 22
FS 27
FS 28
Police Precinct 2
Police Precinct 3
Police Precinct 5
Centralized solar is also planned outside of city limits. (Specific site to be determined, but it may be in the 7-County metropolitan area likely in a mostly white rural location.)
In Minneapolis, BIPOC communities are disproportionately underemployed and have fewer opportunities for good paying jobs. The RFP includes scoring regarding local workforce development and prioritizing diversity in hiring plans by responders weighted at 10 percent, the maximum approved by the City Attorney’s office. The amount of weighting for community benefits need to be increased in future RFPs to reflect the current policies such as racisms as a public health crisis.
If the successful responder prioritizes hiring solar installation workers from BIPOC communities, the existing disparity between BIPOC and white households for employment in the trades and in energy would be reduced.
Job security and housing stability will improve for BIPOC communities. More BIPOC residents will be employed in renewable energy with opportunities for career growth.
However, without targeted BIPOC outreach and intentional employee development, most workers will likely be white, and the RFP process may not improve economic outcomes within BIPOC communities.
If the successful responder prioritizes hiring solar installation workers from BIPOC communities, the existing disparity between BIPOC and white households for employment in the trades and in energy would be reduced.
Job security and housing stability will improve for BIPOC communities. More BIPOC residents will be employed in renewable energy with opportunities for career growth.
However, without targeted BIPOC outreach and intentional employee development, most workers will likely be white, and the RFP process may not improve economic outcomes within BIPOC communities.
Is data available for:
• The number and percentage of BIPOC-workers in solar in Minneapolis today
• How many solar businesses are BIPOC-owned in Minneapolis
• Are state licensing requirements a barrier to successful placement and long term employment in solar?
Department of Commerce, DLI, Clean Energy Economy MN and Solar Foundation are potential sources of information for this data.
• The number and percentage of BIPOC-workers in solar in Minneapolis today
• How many solar businesses are BIPOC-owned in Minneapolis
• Are state licensing requirements a barrier to successful placement and long term employment in solar?
Department of Commerce, DLI, Clean Energy Economy MN and Solar Foundation are potential sources of information for this data.
Section 3: Community Engagement
| Inform | No |
| Consult | Yes |
| Involve | No |
| Collaborate | No |
| Empower | No |
A Request for Information was issued in 2019 to explore the interest of solar installers in responding to the RFP that was issued in 2020. Several responses were received that informed the RFP.
An RFP was issued with a 10% weighted evaluation criteria for developing a local workforce that includes a plan for hiring BIPOC community members. Responses varied in terms of how responders would meet this requirement, with all at least acknowledging the requirement and communicating a willingness to comply.
The RFP includes scoring regarding local workforce development and prioritizing diversity in hiring plans by responders weighted at 10 percent, the maximum approved by the City Attorney’s office. The amount of weighting for community benefits need to be increased in future RFPs to reflect the current policies such as racism as a public health crisis in order to be able to use the RFP process to prioritize other outcomes other than lowest price.
The Sustainability division monitors the development of solar training opportunities in the city, and in particular within the Green Zones. Sustainability supports solar energy training administered by the Health Department’s Environmental Programs Division and through CPED. The City will connect the solar installer and the training programs to ensure that local hiring occurs on the projects.
An RFP was issued with a 10% weighted evaluation criteria for developing a local workforce that includes a plan for hiring BIPOC community members. Responses varied in terms of how responders would meet this requirement, with all at least acknowledging the requirement and communicating a willingness to comply.
The RFP includes scoring regarding local workforce development and prioritizing diversity in hiring plans by responders weighted at 10 percent, the maximum approved by the City Attorney’s office. The amount of weighting for community benefits need to be increased in future RFPs to reflect the current policies such as racism as a public health crisis in order to be able to use the RFP process to prioritize other outcomes other than lowest price.
The Sustainability division monitors the development of solar training opportunities in the city, and in particular within the Green Zones. Sustainability supports solar energy training administered by the Health Department’s Environmental Programs Division and through CPED. The City will connect the solar installer and the training programs to ensure that local hiring occurs on the projects.
Section 4: Analysis
We understand that without intentional focus on hiring and training BIPOC community members, this ordinance will expand the existing racial equity gap in the clean energy sector and in employment opportunities generally.
Our goal, therefore, is to select responders to the RFP who are deeply committed to hiring and training BIPOC members of our community and putting them to work deploying solar installations within the city.
Success under this policy will lead to reduced racial disparities within the clean energy sector in Minneapolis.
We can improve the odds of successfully decreasing racial disparity through this policy by:
• Requiring successful contractors to complete an employment plan for our review and approval
• Requiring reporting on the approved plan that includes metrics showing hiring/training of BIPOC employees
• Work with partners like contractors, neighborhood orgs, CPED/Health/Property Services to provide support and help ensure success
• Avoid making contract decisions based on least cost energy, but also give full consideration of the value added to the community we serve
Our goal, therefore, is to select responders to the RFP who are deeply committed to hiring and training BIPOC members of our community and putting them to work deploying solar installations within the city.
Success under this policy will lead to reduced racial disparities within the clean energy sector in Minneapolis.
We can improve the odds of successfully decreasing racial disparity through this policy by:
• Requiring successful contractors to complete an employment plan for our review and approval
• Requiring reporting on the approved plan that includes metrics showing hiring/training of BIPOC employees
• Work with partners like contractors, neighborhood orgs, CPED/Health/Property Services to provide support and help ensure success
• Avoid making contract decisions based on least cost energy, but also give full consideration of the value added to the community we serve
Section 5: Evaluation
Number and percentage of BIPOC workers hired as a result of the city solar RFP
Number and percentage of workers hired from City supported training programs
Enrollment in solar training programs by Minneapolis residents as a result of the RFP
Cost savings/increase through lower monthly energy costs compared to purchasing renewable energy from the utility
Value of environmental benefits using the City’s established social cost of carbon
Number and percentage of workers hired from City supported training programs
Enrollment in solar training programs by Minneapolis residents as a result of the RFP
Cost savings/increase through lower monthly energy costs compared to purchasing renewable energy from the utility
Value of environmental benefits using the City’s established social cost of carbon
The City currently calculates an annual greenhouse gas report that includes a progress report on the City’s 100% renewable electricity goal. The metrics listed above would be included in that report which is provided annually to the City Council and published on the City’s Sustainability web site.
The reports are also provided annually to the Sustainability supported community boards and commissions such as the Northside and Southside Green Zones and Community Environmental Advisory Commission (CEAC).
The reports are also provided annually to the Sustainability supported community boards and commissions such as the Northside and Southside Green Zones and Community Environmental Advisory Commission (CEAC).