Purpose and context

The Potable Water program provides safe, high-quality drinking water while serving as effective stewards of public resources and infrastructure. This includes service to nearly half a million customers in Minneapolis and surrounding communities. The Minneapolis water system is comprised of approximately 100,000 water connections, 8,000 hydrants, 1,000 miles of water pipes and the production of 57 million gallons of drinking water each day.

Services provided

This program treats Mississippi River water and distributes it to customers through the distribution system. Water is prepared for drinking using multiple treatment processes including softening, sedimentation, filtration, and disinfection. Approximately 500 chemical, physical, and bacteriological tests are performed each day. Safe, high quality drinking water is distributed to customers for drinking and fire suppression. To maintain the system, the distribution team performs leak inspections, makes repairs, and cleans and lines water mains.

Race equity impacts

Training: The Water Treatment and Services Division (WTDS) division makes a concerted effort to proactively train staff in both technical and 'soft' training needs and budget accordingly. Potable Water (WTDS) provided cultural competency training to all staff and this training has been institutionalized as a part of the Division's official onboarding program. The division has implemented this training despite the fact that most racial equity training is administered in a traditional format: Time-certain events scheduled for 8-5, Monday-Friday, which typically do not meet the needs of Public Works field staff schedules. There is limited time built into Public Works’ field staff schedules for training due to the flexibility needed for seasonal work that is affected by weather. WTDS staff will continue to manage these logistical challenges to prioritize racial equity training for all employees. It would be helpful if the city mandated on-going racial equity training for all employees and provided a digital option for employees to participate. This would clarify expectations and provide flexibility for field staff and managers to schedule training around complicated seasonal schedules.

WTDS has provided training on inclusion and implicit bias for all staff. They plan to continue this practice even though it can be a logistical challenge to provide training to staff who work in shifts 24/7.

Procurement: Staff are often limited to using state contracts or low bids when procuring parts and supplies. This system saves the city time and money, and at the same time restricts staff’s ability to seek out new vendors who may be BIPOC. There are experienced companies in niche areas that have secured government contracts and have an established supply chain to meet the city’s needs that may prohibit vendor diversity.

Hiring & Retention: Existing pipelines for recruitment and hiring lead to a predominantly white, male workforce. Public Works has devoted resources to diversify staff. While the department has made inroads, there is much work to be done, especially in reaching younger people who have not yet chosen a career path. Also, new hires are most vulnerable to layoffs during times of financial hardship such as the pandemic. Union negotiated contracts drive this layoff process and is beyond staff control. Example: Graduates of a diploma program located in St. Cloud have been the primary source of candidates for water treatment operators in the treatment plants. There are no online or evening class options. Potable water staff actively serve on the drinking water industry professional advisory team that developed a water/wastewater operator training program at St. Paul College that began taking applicants in 2021. This program has flexible program requirements and evening courses at facilities accessible by public transportation. WTDS staff will remain on this advisory team to advocate for programs that meet city employee diversity goals.

Customer perspective of service: The MN Health department conducted a study that showed communities of color had higher rates of distrust of the water quality. Although this is not validated by city data regarding system-wide water quality it is still a barrier to building trust with the BIPOC community.

Water shutoffs and billing: Water shutoffs for non-payment disproportionately burden low-income BIPOC communities. The regulations for water shutoffs are codified in ordinance. Also, the Finance department administers Utility Billing and determines when water is shutoff due to unpaid bills. Any change in policy will involve a process change for two departments.

Targeted Outreach: The division can always improve communication with BIPOC communities about a) what Public Works does and b) to build stronger partnerships so Public Works can meet community needs.

Staff time to change programs: Staff would like to address parts of the business model that may disproportionally affect low income, BIPOC communities. More work is needed to analyze the current program, collect feedback by listening to communities, and to think creatively about changes that maintain already high service levels while addressing gaps due to Racial Inequities. 

Continue and Expand partnerships with SMEs: Maintain and grow partnerships with internal (NCR, TPP) and external (Urban Scholars, Step-Up internships, community organizations) stakeholders who have more expertise in Racial Equity.

Evaluate and Change Policies and Practices: As of 2021 the city no longer shuts off residential water service for non-payment of utility bills. This ended a policy that disproportionately burdened low-income BIPOC communities. Customers are referred to Federally-funded assistance programs administered through Community Action Partnership of Hennepin County. Unpaid balances are assessed to property taxes. By not enforcing shutoffs the WTDS division can reallocate resources to other projects like proactive outreach to communities about water quality, such as immigrant communities that do not trust tap water because of their experience in their native countries.