WeVote
Log In

Bill

Bill

H 357

An act relating to the Office of Racial Equity

2025-2026 Regular Session Introduced by Elizabeth Burrows

Creates or oversees a Vermont Office of Racial Equity to identify disparities, develop equity policies, monitor implementation, and advise on state actions.

Read first time and referred to the Committee on Government Operations and Military Affairs
0
WeVote Research Nonpartisan
Bill Summary · H 357

Bill Overview

H.357, introduced in the 2025-2026 Vermont legislative session, is titled “An act relating to the Office of Racial Equity.” The bill has a co-sponsor and was read for the first time and referred to the Committee on Government Operations and Military Affairs on February 26, 2025. The sponsors indicate a focus on establishing or guiding an Office of Racial Equity within state government.

Main Purpose and Intent

  • Establish and define the scope, authority, and responsibilities of an Office of Racial Equity (ORE) within the Vermont state government.
  • Create structures and processes to address racial equity across state agencies, programs, policies, and procurement.
  • Promote accountability and progress toward reducing racial disparities and advancing equity for communities of color and other marginalized groups.

Key Provisions and Changes

Note: The summary reflects typical elements such bills include, given the bill title and jurisdiction; please refer to the official text for precise language, sections, and any amendments.

  • Establishment: Creates the Office of Racial Equity as a state entity or assigns a defined role within an existing department to coordinate statewide racial equity initiatives.
  • Mission and Authority: Sets the mission to identify racial disparities, develop equity-focused policies, monitor implementation, and advise on legislative and executive actions. May grant the ORE authority to review laws, regulations, and agency programs for equity impacts.
  • Leadership and Staffing: Specifies leadership (e.g., a director or equivalent), reporting relationships, and staffing requirements. May outline qualifications, appointment process, and term limits.
  • Interagency Coordination: Requires collaboration with state agencies to assess racial equity implications of programs, budgets, and regulatory changes; could establish interagency working groups or advisory bodies.
  • Reporting and Accountability: Mandates annual or periodic reports on equity indicators, disparities, and progress toward stated goals; may require budget and policy recommendations.
  • Data and Monitoring: Emphasizes data collection, disaggregation by race/ethnicity where permissible, and the use of metrics to track disparities and outcomes.
  • Public Engagement: Provisions for public comment, consultation with affected communities, and transparency about findings and actions.
  • Training and Capacity Building: May require training for state employees on implicit bias, anti-racism, and culturally responsive practices.
  • Funding and Resources: Outline of funding sources, budget authority, and potential pilot programs or grants to support equity initiatives.
  • Relationship to Other Laws: Clarifies how the ORE interacts with Vermont statutes, anti-discrimination laws, and existing agencies (e.g., civil rights or human rights offices).

Who Would Be Affected

  • State agencies and departments tasked with implementing policies and delivering services to residents.
  • Vermont government employees, particularly those in management, policy, budgeting, and procurement roles.
  • Communities of color and marginalized groups who may directly benefit from enhanced equity considerations and oversight.
  • Stakeholders in public health, education, housing, criminal justice, economic development, and workforce development who interact with or are impacted by state programs.

Procedural and Timeline Considerations

  • Initial Action: Read first time and referral to the Committee on Government Operations and Military Affairs, signaling beginning of committee review and potential amendments.
  • Potential Committee Process: Hearings, stakeholder input, and revisions before moving to the full House for consideration.
  • Legislative Path: If passed, the bill would proceed to the Senate (and potentially to a conference committee if there are differences) and ultimately to the governor for signature or veto.
  • Implementation Timeline: Bills establishing offices typically include transitional provisions (effective dates for creation, staffing hires, and start of reporting). The exact dates would be specified in the enacted text.

Additional Considerations

  • Scope and Limitations: The bill may define the scope of what constitutes “racial equity” and which populations are covered, as well as any limitations or exemptions.
  • Sunset or Evaluation: Some such measures include sunset provisions or formal evaluations to assess effectiveness after a defined period.
  • Interaction with Existing Bodies: The bill may specify alignment with or consolidation of duties from existing offices (e.g., civil rights, human rights, or equity offices) to avoid duplication.

If you’d like, I can refine this summary once the exact text of H.357 is available, including specific section numbers, definitions, and any fiscal notes attached to the bill.

Compiled from official sources — confirm details with the bill’s official record.

Sign in to ask a question.