Cam Gordon has represented the Second Ward as a City Council Member since 2006. He is the Council's sole Green Party member. His key values include ecological sustainability, nonviolence, grassroots democracy and social and economic justice.
Cam chairs the Council's Health, Environment and Community Engagement committee and vice chairs the Council's Public Safety, Civil Rights and Emergency Management committee.
He serves on several other City Council committees including the Executive, Transportation and Public Works, and Claims committees.
In addition, he serves on the Minneapolis Food Council, Red Rock Corridor Commission, Cedar Riverside Partnership, Joint City County Lead Task Force, University Stadium Area Advisory Group (SAAG), University District Partnership Alliance, Youth Coordinating Board and Youth Violence Prevention Executive Committee. He has served on the Civilian Review Authority Task Force (2006), Free Speech Work Group (2008), and Homegrown Minneapolis Implementation Task Force (2010-2011).
On Racial Equity:
Q: What are the barriers to getting the work done on racial equity?
A: Some people think we are over or past racism. We sort of resegregated our schools, we have a segregated city and I don’t know if people see that as a problem. There are people in Minneapolis that wont go to certain parts of town because it’s its like a different place from where they live.
Q: How has the city’s adoption of a racial equity framework impacted both policy-making and the internal practices of the city enterprise?
A: Slowly but surely I think we have seen departments doing more to consider how decisions, project and practices impact racial equity and try harder to help close racial disparities. We have created a division of equity and inclusion with the City Coordinators office and we have begun engaging and training staff more in this effort. The City has also approved a Blueprint for Equitable Engagement which lays out strategies for improving how departments, neighborhood organizations and other our own boards and commissions work to involve people in their work and address issues equity.
Q: How have hiring practices changed to reflect a racial equity framework since January 2014?
A: We have recently started a special bias training for hiring managers and others to help them make better hiring and promotion decisions. We have also seen at least one department restructure an entry level position to remove barriers for those seeking a job in the city. We have also seen more departments engage in more and better outreach in order to increase the diversity in the applicant pool. Most recently we have begun work on reforming the "rule of 3" which can often restrict or limit hiring choices to prevent some qualified applicants from even being considered.