HomeMy WebLinkAboutItem 09 - Consideration of the Diversity, Equity, and Inclusion Task Force RecommendationsItem 9
GtT Y O fiCouncil Agenda Report
ti
Department Name: Administration
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For Agenda of:
Placement:
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FROM: Derek Johnson, City Manager
1021
January 12, 2021
Business
60 Minutes
SUBJECT: CONSIDERATION OF THE DIVERSITY, EQUITY, AND INCLUSION TASK
FORCE (DEI-TF) RECOMMENDATIONS
RECOMMENDATION
Approve a Resolution accepting the recommendations set forth by Diversity, Equity, and
Inclusion Task Force (Attachment A).
Background
In July 2020, the City Council established a DEI Task Force for the purpose of advancing
diversity, equity, and inclusion in the City by engaging community leaders to:
• Focus on activities that support marginalized racial, ethnic, and cultural groups.
• Collect information and insight about advancing DEI in San Luis Obispo.
• Develop a notice of funding availability to support the DEI work of proven organizations
and recommend applicants for funding.
• Provide guidance and a foundation for creating a 2021-2023 DEI-focused Major City
Goal.
• Strengthen the focus and role of the Human Relations Commission (HRC) to support the
City's vision.
DEI-TF Selection Process
Twelve SLO County residents (including Councilmember Stewart) were appointed to the task
force from a pool of 95 applicants and following interviews of 44 candidates by Councilmember
Stewart and Mayor Harmon. Dale Magee and Beya Makekau served as consulting staff to the
task force and the City Manager attended all interviews. The City Council selected the 12 task
force members in August 2020.
Meetings
The task force met 14 times from September 10, 2020 through January 7, 2021 via zoom. Task
force members contributed hundreds of hours during — and in between — these meetings, which
were used to examine equity gaps and the experiences of SLO's most marginalized communities,
and to inform recommendations that would be presented to Council. Representatives of
underrepresented communities provided "learning sessions" at most meetings.
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Item 9
Additionally, six task force members served on two Grant Review subcommittees that met a total
of six times; and two members contributed more than 40 hours on the Recommendation
Development subcommittee. The DEI Task Force held its last meeting on January 7, 2021.
Summary of Recommendations
The DEI Task Force considered more than 90 recommendations that ranged from direct actions
the City has plenary authority over to efforts that the City can influence and support through
partnerships and collaboration.
The recommendations were categorized within the following informal "focus areas":
1. City Structure and Organization
2. Policies & Practices
3. Minority Business Support & Attraction
4. SLO Police Department & Community
5. Development of Multicultural Center
6. City - Cal Poly - Cuesta Partnerships
7. City as Influencer (i.e., strategize, collaborate, and use position to advance DEI efforts in
the County and beyond)
The task force identified five essential recommendations; these are seen as necessary for
significant lasting positive change:
1. Adopt a Diversity, Equity & Inclusion Major City Goal for the 2021-23 Financial Plan
2. Establish Office for DEI within the City
3. Develop and Implement DEI strategic plan for the City
4. Commit to ongoing, annual funding of at least $150,000 for DEI high -impact grants
5. Charge the Human Relations Commission to designate Diversity, Equity, and Inclusion
as a standing priority
Additional "high impact" recommendations were endorsed:
1. Support Feasibility Study of a Multicultural Center
2. Increase Access and Inclusion to Civic Learning and Leadership Opportunities for
BIPOC and LGBTQ+ Communities via City -Sponsored Programs
3. Amplify Community -Based Policing and Restorative Practices SLOPD
4. Sponsor community Education Regarding DEI
5. Actively Support and Attract Minority -Owned Businesses
6. Increase Cultural Representation through the Arts
7. Increase support of the Undocumented Community
8. Utilize the Human Relations Commission to steward implementation of
recommendations and be standing DEI body
HRC Next Steps
The HRC held two strategic planning sessions concurrent to the DEI Task Force's time in
service, in anticipation of increasing its role and impact in advancing DEI efforts within the City.
The HRC and its current members have affirmed that it is the appropriate body to track and
advocate for implementation of the task force's recommendations and continued DEI work in
general. Two HRC members served on the DEI Task Force.
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Item 9
Previous Council or Advisory Body Action
The Mayor's quarterly advisory body meeting of chairpersons were briefed during the process.
The HRC was also briefed throughout the process and as mentioned in this report, work began to
explore the role, scope, and focus of the HRC to help advance DEI efforts.
Policy Context
The DEI-TF recommendations provide both tactical and strategic insight and steps to help the
City advance the Council's adopted Vision Statement:
The City of San Luis Obispo is a dynamic community embracing its future while
respecting its past with core values of civility, sustainability, diversity, inclusivity,
regionalism, partnership, and resiliency.
Public Engagement
All meetings of the DEI Task Force were noticed per the Brown Act. Public comment was
received via email, voice mail and live for almost every meeting.
ENVIRONMENTAL REVIEW
Section 15262 of the California Environmental Quality Act provides a Categorial Exemption for
any feasibility or planning studies for possible future actions which the agency, board, or
commission has not approved, adopted, or funded and does not require the preparation of an EIR
or negative declaration but does require consideration of environmental factors.
FISCAL IMPACT
Budgeted: Yes/No Budget Year: 2020-21
Funding Identified: Yes/No
Fiscal Analysis:
Funding Sources
Total Budget
Available
Current Funding
Request
Remaining
Balance
Annual
Ongoing Cost
General Fund
$270,000
$0
$90,000
Unknown
State
Federal
Fees
Other:
Total
$270,000
$0
90,000
Unknown
No funding requests are being made at this time and the Council will evaluate which
recommendations from the DEI-TF will be considered for funding allocation as part of the 2021-
23 Financial Planning process.
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Item 9
ALTERNATIVES
The Council could decide not to accept and file the recommendations. This is not
recommended as the DEI-TF report includes actions and steps to help advance the City's vision
statement of diversity and inclusion.
Attachments:
a - Draft Resolution
b - DEI-TF Recommendation Report dated 12/17/2020
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Item 9
RESOLUTION NO. (2021 SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, RECOGNIZING AND RECEIVING THE
RECOMMENDATIONS OF THE DIVERSITY, EQUITY, AND
INCLUSION TASK FORCE
WHEREAS, the City Council has expressed a commitment to making San Luis Obispo a
welcoming, inclusive, and safe community for everyone, and to promoting free thought and
speech, while condemning racism, hate speech, bigotry, violence, and prejudice; and
WHEREAS, as a part of the adoption of the City's 2019- 2021 Major City Goals, the City
Council also set a vision of a dynamic community embracing its future while respecting its past
with core values of civility, sustainability, diversity, inclusivity, regionalism, partnership, and
resiliency as a guide to approaching the work of the Major City Goals; and
WHEREAS, during the July 7, 2020 City Council Meeting, in recognizing the need to
continue and formalize these efforts, the City Council created the Diversity, Equity, and Inclusion
Task Force (DEI-TF) as part of a wider effort to help make the City an inclusive and safe
community for everyone; and
WHEREAS, on September 1, 2020 after an application period that received 95 applicants,
the City Council appointed twelve San Luis Obispo County residents who displayed commitment
to advancing systemic changes as members to the DEI-TF; and
WHEREAS, since the task force's appointment in September, it has met a total of 14 times
focusing on their core objectives of completing the outcomes of its charter, including: supporting
marginalized communities with direct funding for proven or promising impactful, sustainable
projects; completing a framework and potential scope for a 21-23 DEI-focused Major City Goal;
and providing a recommendation to the City Council on the role and function of the HRC in
relation to DEI efforts; and
WHEREAS, additionally, in July of 2020 the City created its first ever internal Diversity,
Equity and Inclusion Committee (DEI Committee) comprised of 17 staff members to conduct an
Internal Diversity Equity and Inclusion Audit that includes 55 questions in 5 topic areas to identify
policies, programs, and practices that support DEI efforts as well as areas for improvement; and
WHEREAS, the DEI Committee has been working with Dr. Joy Pederson of Clarity
Collective to prioritize a list of over 30 action -items identified during the audit that are aimed at
advancing DEI efforts throughout the organization; and
WHEREAS, the DEI-TF has worked towards advancing DEI throughout the community,
and the DEI Committee has worked towards the same within the organization; the DEI-TF and the
DEI Committee have worked independently of each other for the first half of Fiscal Year 2021 and
both efforts will help advance DEI efforts the City organization the Community; and
17
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Item 9
Resolution No. (2021 Series) Page 2
WHEREAS, Section 15262 of the California Environmental Quality Act provides a
Categorial Exemption for any feasibility or planning studies for possible future actions which the
agency, board, or commission has not approved, adopted, or funded and does not require the
preparation of an EIR or negative declaration but does require consideration of environmental
factors.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo
to take the following actions:
The recommendations set forth by Diversity, Equity, and Inclusion Task Force as
shown in Exhibit A are hereby accepted and shall be filed as reviewed by the City
Council on January 12, 2021 and will be considered as part of making future
decisions and budget allocations for each two-year Financial Plan.
17
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Item 9
Resolution No. (2021 Series) Page 3
2. The Diversity, Equity, and Inclusion Task Force recommendations are exempt
pursuant to Section 15262 of the California Environmental Quality Act because
they are made for possible future actions which the City Council has not approved,
adopted, or funded.
Upon motion of , seconded by
and on the following roll call vote:
AYES:
NOES:
ABSENT:
The foregoing resolution was adopted this day of 2021.
Mayor Heidi Harmon
ATTEST:
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City
of San Luis Obispo, California, on
Teresa Purrington
City Clerk
17
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Exhibit A (term/9
ADOPTED BY TASK FORCE
12.17.20
RECOMMENDATIONS TO CITY COUNCIL
FOR ADVANCING DIVERSITY, EQUITY AND INCLUSION
IN THE CITY OF SAN LUIS OBISPO
Presented by the Diversity, Equity& Inclusion Task Force
January 12, 2021
Packet Page 167
Exhibit A (term/9
RECOMMENDATIONS TO CITY COUNCIL FOR ADVANCING
DIVERSITY, EQUITY & INCLUSION IN THE CITY OF SAN LUIS OBISPO
This report summarizes the work and presents recommendations from the City's DEI Task Force
following three -months of assessment, review, and consideration.
TASK FORCE MEMBERS
ChairAmman Asfaw -Graduate Student, Cal Poly; Black Student Life leader
Vice Chair Michael Boyer - Founder, Diversity Coalition of SLO County, Board President,
Stand Strong; CEO, Boys & Girls Club of Mid Central Coast
Renoda Campbell - Chair, SLO City Human Relations Commission
Dusty Colyer-Worth - SLO Chamber of Commerce; Gala Pride and Diversity Center
Noha Kolkailah - Founder/President, Peace Academy; Teacher, SLO High School
Maxine Kozler -Advisory Council, Cal Poly Center for Innovation & Entrepreneurship;
Advisory Council, Cal Poly Career Services
Matthew Melendrez - Executive Team, Lenses DE&I Institute
Jenell Navarro - Chair, Ethnic Studies, Cal Poly
Vanessa Parsons - Teacher and Equity Team, San Luis Coastal Unified School District
Katherine Soule - Director, University of California Cooperative Extension; Board of
Directors, Gala Pride and Diversity Center
Erica A. Stewart - City Councilmember
Oscar Velasco Vargas - Central Coast Coalition for Undocumented Student Success
Support Team
Beya Makekau - Task Force facilitator; Director, Cal Poly Office of University
Diversity & Inclusion
Dale Magee - Task Force project manager; Catalyst Consulting
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 1618
Exhibit A
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VISION & GOALS FOR THE CITY
The Diversity, Equity and Inclusion Task Force envisions a San Luis Obispo that is a welcoming and
inclusive place that values diversity, promotes equity and belonging, and actively denounces systemic
racism and discrimination. The City strives to create policies, systems, environments, and leadership to
support diverse lifestyles, cultural richness, and equity in health, education, and financial security.
Desired Outcomes for the City
The recommendations that follow are focused on systemic change across all City functions,
departments, and policies to create a culture of representation, equity, and inclusivity.
They are part of the City's ongoing commitment to achieve lasting change, and work to:
> Undo systemic racism, bias, and discrimination
> Strengthen a sense of belonging for Black, Indigenous, People of Color (BIPOC), LGBTQ+1, and
other marginalized racial, ethnic, and faith -based communities
> Increase the City's cultural competence
> Reduce barriers to residing and thriving in the City
> Display proactive inclusion of historically underrepresented communities in all aspects of City
planning, funding, goal setting, and policy- and decision -making.
The efforts outlined in this document are tangible pathways for materializing a City of progress and
empowerment. Furthermore, the DEI Task Force recommendations are directly aligned with the eighth
guiding principle outlined in the City's June 2020 Meta Goal: "The city recognizes that social, and
economic inequality is embedded in our systems and culture, and that recovery must integrate deep
structural transition to support the well-being and empowerment of marginalized communities."
By adopting the recommendations that follow, the Council will demonstrate that San Luis Obispo is
a city committed to policies, practices and structures that increase equity, racial justice, and inclusion.
1 LGBTQ+ is an acronym that represents marginalized
gender identities, sexual orientation, and gender expression.
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 1629
Exhibit A
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BACKGROUND
Purpose of the DEI Task Force
In July 2020, the Council approved the creation of a limited -term DEI Task Force as part of a wider effort
to help make San Luis Obispo an inclusive community for everyone and to advise the City in developing
recommendations that advance diversity, equity, and inclusion.
The task force was comprised of 11 volunteer community members, and Councilmember Erica A.
Stewart. City Manager Derek Johnson and consultants Dale Magee and Beya Makekau provided staffing
and facilitation support.
Charter
The task force was chartered to help advance diversity, equity, and inclusion in the city by engaging
community leaders and change agents to:
1) Focus on activities that support marginalized racial, ethnic, and cultural groups.
2) Collect information and insight about advancing DEI in San Luis Obispo.
3) Develop a notice of funding availability to support the DEI work of proven organizations and best
practices for change.
4) Provide guidance and a foundation for creating a 2021-2023 DEI-focused Major City Goal.
5) Strengthen the focus and role of the Human Relations Commission (HRC) to support the City's
vision.
Outcomes
1) Support the work of DEI providers with directed funding for proven or promising impactful,
sustainable projects.
The task force administered a grant process between September - November 2020. On November
17, 2020, Council approved its recommendations for eight community organizations to receive
almost $110,000 in grant funding for projects to advance DEI.
2) Develop a proposed framework and potential scope for a FY21-23 DEI-focused Major City Goal.
3) Provide a recommendation on the role and function of the HRC in relation to DEI efforts
This report forwards recommendations for Outcomes #2 and #3.
The DEI Task Force completed its work on January 7, 2021 and provided its recommendations to
the City Council on January 12, 2021.
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 1 -10
Exhibit A
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DEVELOPMENT OF THE RECOMMENDATIONS
Demographics & Focus
The recommendations in this document are focused on addressing inequities in policies, systems, and
environments to improve community social conditions and meet the needs of some of our most
marginalized populations.
The table below provides city demographics as of July 2019. When compared to state demographics
where 36.5% of the population of California identified as white (not Hispanic or Latino), it is clear that
systemic and social conditions exist that impact diversity within the City's population.
Source: U.S. Census Bureau
City of
San Luis Obispo
State of
California
Estimates, July 2019
47,459
39,512,223
Race and Ethnicity
White (not Hispanic or Latino)
70.7%
36.5%
Black or African American
2.2%
6.5%
American Indian and Alaska Native
0.5%
1.6%
Asian
5.4%
15.5%
Native Hawaiian and Other Pacific Islander
0.0%
0.5%
Two or More Races
3.9%
4.0%
Latinx
18.3%
39.4%
Families and Living Arrangements
Language other than English spoken at home (2019)
17.5%
44.2%
Education
High school graduate or higher, age 25 years+, 2015-2019
92.9%
83.3%
Bachelor's degree or higher, age 25 years+, 2015-2019
50.0%
33.9%
Health
With a disability, under age 65 years, 2015-2019
5.5%
6.7%
Persons without health insurance, under age 65 years
5.1%
8.9%
Business
Minority -owned firms, 2012
13.5%
45.6%
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 1 -i1
Exhibit A Iter2/9
The DEI Task Force focused predominately on the salient needs and experiences of the BIPOC and
LGBTQ+ communities. The reality that these groups are some of the smallest in number and most
underrepresented within San Luis Obispo drove many of the efforts and strategies found in this
document. However, the recommendations are focused on addressing inequities in policies, systems,
and environments intended to improve the lived experiences of marginalized communities in San Luis
Obispo.
Additionally, the task force calls for the City's ongoing commitment towards engaging and educating
the dominant white community to increase awareness and understanding of DEI in San Luis Obispo,
and grow broader support for the City's efforts. This, coupled with prioritizing an equity framework, is
the path towards reaching a San Luis Obispo that is safe, inclusive, and just.
Approach
To achieve the task force's objectives, of foremost importance was the selection of those who would
serve as members. After a robust application and interview process, a panel of diverse San Luis Obispo
County residents was appointed. Each memberexhibited a holistic approach to equity informed by their
expertise and lived experiences. Additionally, consulting staff was retained for their experience in DEI,
community change, strategic planning, and program design supported the task force. Research and best
practices were woven into overall processes and recommendations.
The task force meta [most weekly from September 10, 2020 through January 7, 2021. Hundreds of hours
were contributed by members; additional hours were contributed by other community members in
order to enrich the discussion and the recommendations presented in this report. Most task force
meetings were used to elevate the voices of underrepresented communities through "learning sessions."
These were designed to identify the greatest equity gaps in SLO and strategies for addressing those gaps.
Learning Session topics focused on local law enforcement/community relations, and the experiences of
local Asian Pacific Islander Desi American, Black, Indigenous, Latinx, LGBTQ+, and undocumented
communities. They specifically considered:
> The most pressing equity gaps and needs of their community. The lived realities for their
community in SLO.
> Where progress has been made that is encouraging for their community.
What these communities most wanted the DEI Task Force and the City to understand.
What the City can do better for their community and why.
Ultimately, the DEI Task Force participated in 14 full membership meetings, six grant -making
subcommittee meetings, six learning sessions with representatives of marginalized racial, ethnic, and
cultural groups, a meeting with SLOPD leadership, and reviewed needs from 20 community DEI
providers (via the DEI grant process) in order to inform and develop the following recommendations.
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 112
Exhibit A
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RECOMMENDATIONS
With this background in mind, the DEI Task Force curated and considered over ninety recommendations
within identified focused areas. They ranged from direct actions the City can control, to efforts that the
City can influence and support through partnerships. The focus areas included:
1. City Structure and Organization 5. Development of Multicultural Center
2. Policies & Practices 6. City - Cal Poly - Cuesta Partnerships
3. Minority Business Support & Attraction 7. City as Influencer'
4. SLO Police Department & Community
Among the numerous actions and ideas considered, the DEI Task Force recommends the following as first -
step priorities for a comprehensive framework through which the City can systemically and structurally
support the advancement of Diversity, Equity, and Inclusion.
Recommendations — Essential
Recommendation #1 Adopt a Diversity, Equity & Inclusion Major City Goal for FY21-23
Designation of DEI as a Major City Goal will allocate resources, specific work plans, and identified outcomes
that will move the community towards the desired broader, lasting change rooted in diversity, equity, and
inclusion.
Recommendation #2 Establish Office for DEI within the City
An office dedicated to DEI is the City's forward -facing commitment to structural and lasting change. It
would create and sustain relationships with marginalized communities and their leaders. This office would
support the City's comprehensive approach to improving DEI, and would work with all departments to
improve policies, processes, standard operating procedures, and cultivate a shared responsibility for
diversity, equity, and inclusion.
Key Elements:
Create a full-time DEI manager position and ensure office is adequately resourced for success
Serve as City liaison and conduit to community, Cal Poly, Cuesta, and other stakeholders
Create formal and informal structures to build community and provide ongoing voice,
representation, and guidance to the City
Retain a contracted yak tityu tityu yak tifhini Tribal liaison
Develop and implement a DEI strategic plan; implement applicable DEI Task Force
recommendations
Coordinate and advocate for DEI education programs for the public, utilizing proven providers
) Supportthe HRC
'The City will strategize, collaborate, and use its position
in the County, region, and beyond to advance DEI efforts.
Recommendations to City Council — DEI Task Force —January 2021
Packet Page 1 -t3
Exhibit A (term/9
> Maintain robust DEI presence on City's website
> Manage annual DEI grant -making process
Recommendation #3 Develop and Implement DEI Strategic Plan for the City
Create a strategic plan for a comprehensive DEI Initiative. Include assessment of City policies, practices,
environments, and community needs. Ensure that the community is deeply engaged, utilization of the
HRC and emeriti DEI Task Force members as part of a steering committee is recommended. A community -
partnered approach to strategic planning is essential to removing barriers and making substantial
improvements to DEI within the city.
Key Elements:
Dedicate specialized resources (staffing, etc.) to conduct thorough assessment and develop
effective strategies and workplans with measurable and reportable outcomes
Utilize DEI Task Force's compilation of recommendations, identified key areas, and suggested
approaches as a starting point
Engage the community; create a City/Community strategic planning steering committee
Recommendation #4 Commit to ongoing, annual funding of at least $150,000 for
DEI High -Impact Grants
Continue the 20-21 grant allocation permanently as an annual program dedicated to funding nonprofit
organizations that have a track record of operating high impact and relevant programs focused on
improving the lives of members of marginalized communities in SLO.
Key Elements
> Separate funding that augments and compliments Grants in Aid (GIA) funding
> Administer through the HRC, manage through the Office for DEI
Recommendation #5 Charge the Human Relations Commission to Designate Diversity,
Equity and Inclusion as a Standing Priority
Key elements
> Grant the HRC authority and standing to influence the City's DEI efforts in the community
> Sustain the work of the DEI Task Force
> Administer the DEI Grants -as it does the GIA grants
> Advise on DEI strategic plan development, implementation, and accountability
Recommendations to City Council — DEI Task Force —January 2021
Packet Page 1 14
Exhibit A (term/9
Recommendations -Additional High Impact Opportunities
The following are in no rank order or preference, Council's equitable attention is encouraged.
♦ Support Feasibility Study of a Multicultural Center
Designate a City representative to engage with community and business leaders who are planning the
creation of a multicultural centerin SLO. Assist in researching the needs, demand, operating models, and
overall feasibility. Provide funding to support planning activities.
The multicultural center is envisioned as a public/private partnership. It will be a safe place for
marginalized populations and cultural organizations to gatherand create community, as well as provide
community outreach and education. Functions of the center may include cultural exhibits and
celebrations, seminars, public meetings, community forums, food programs, and workspace.
Key Elements
> Designate staff to support the feasibility and planning phases of this endeavor
> Provide funding for planning support
> Plan for on -going City funding to support operations if a center is opened
♦ Increase Access and Inclusion to Civic Learning and Leadership Opportunities for
BIPOC and LGBTQ+ Communities via City -Sponsored Programs
Revise and expand existing City -sponsored programs (such as "City 101" and the former Citizen's
Academy-rebranded as "Civic Leadership Academy'), and support development of leadership and
internship opportunities - especially for youth - to increase understanding, access, and participation in
local government by BIPOC and LGBTQ+ residents. This seeks to increase and diversify the community
members who understand, navigate, and actively participate in the governmental systems essential to
creating meaningful improvements in the City.
Key Elements
Provide information on how the City operates, how to navigate government systems, and create
change
Provide training on participating on appointed boards, committees, and commissions, and how
to run for elected office
Facilitate participation from a broader, more diverse population on City advisory boards,
commissions, and committees by providing stipends, childcare, transportation, etc.
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 1 -t5
Exhibit A
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♦ Amplify Community -Based Policing and Restorative Practices SLOPD
In an effort to align with national trends and best practices the City should identify processes for
redirecting funds to increase the ability for social service providers to support in situations where police
are currently serving as both responders and providers. Identify and prioritize strategies for alternative
methods to policing in the City and commit to intentionally centering the needs of BIPOC community.
Promote funding and partnerships to actively engage in restorative justice practices to reduce acts of
violence in our community, while reducing recidivism and increasing accountability and healing.
Key Elements:
> Implement practices from innovative policing models, such as Cahoots (Eugene, OR)
> Re -envision and re -design the Police and Community Together (PACT), including stipends for the
community partners
Explore ways the City can help expand programs that serve people with mental illness or
experiencing homelessness - such as those provided by Transitions -Mental Health Association
and CAPSLO - to reduce calls routed to police officers
> Increase hiring of Community Service Officers to reduce calls directed towards armed officers
> Carefully review new Police Station building program and budget for opportunities to reduce
costs to preserve resources for community service investments
Support cannabis code compliance and enforcement through contracted non -sworn
enforcement personnel instead of sworn police officers
Actively influence San Luis Obispo County agencies to adequately fund organizations such as
Restorative Partners and programs to increase education, training, accountability, and reentry of
formerly incarcerated people
Promote programs that acknowledge and address the needs of the victims and survivors
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 116
Exhibit A Iter2/9
♦ Sponsor Community Education Regarding DEI
Partner with DEI providers -such as the Diversity Coalition San Luis Obispo County, R.A.C.E. Matters SLO,
Cal Poly, Cuesta, Gala Pride and Diversity Center - to expand ongoing community education programs
and forums, targeting the dominate populations in the City (i.e. white, heterosexual, cisgender,
documented, housed, able-bodied, Christian). Suggested topics: how to be anti -racist, increasing
intercultural competence, and understanding unconscious bias.
Additionally, the City is requested to leverage existing relationships with SLCUSD to support the
development and implementation of current, relevant, culturally competent curriculum and educational
programs to youth and educators.
Key Elements:
> Sponsor and co -host DEI-related trainings and workshops for the entire community
> Provide the use of City facilities at a donated or reduce fee to community organizations providing
educational programs that support this recommendation
Leverage partnerships with Cal Poly and Cuesta to provide its internal DEI educational programs
to the community -at -large
Encourage and support SLCUSD in increasing and improving culturally competent curriculum
(e.g. assist in securing grant funding for expert community members, such as the Tribal leaders,
to work with curriculum developers)
♦ Actively Support and Attract Minority -Owned Businesses
Create programs with local economic development organizations (e.g. SLO Chamber, REACH, CIE/SBDC)
that attract and elevate BIPOC, LGBTQ+ and otherminority-owned/operated businesses. Promote efforts
to attract businesses that support diverse communities and build a welcoming climate (e.g. grocery
stores, barbershops).
Develop a recognition program for city businesses that actively support and advance DEI. This may be
demonstrated by hiring practices, Diversity Values statement, staff training, utilizing minority -owned
suppliers, or other contributions to create a welcoming and inclusive business community.
Key Elements:
> Establish a process for the City to recognize and promote Minority -owned businesses
> Implement protocols within the City's Office of Economic Development to reach out to all existing
and new Minority-owned/operated businesses to learn of their experiences operating in SLO, and
to identify ways the City can be of support
> Establish a City Leadership/Chamber of Commerce / Minority Business Owners' roundtable
> Explore and utilize innovative practices such as micro -loans, targeted -sector recruiting, City -
facilitated lending, grants, and crowdfunding
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 1-it
Exhibit A Iter2/9
♦ Increase Cultural Representation through the Arts
Prioritize and fund public art projects that center the history and experiences of the historically
marginalized populations. These art projects can improve DEI within SLO by acknowledging the heritage
and contemporary experiences of the yak tityu tityu yak tithini people (Northern Chumash), as well as
other marginalized groups. The Cityshould also collaborate with the County and Chamber to utilize their
venues for DEI-related educational and creative displays. Artists - including youth artists - who are
members of these marginalized populations, should be commissioned.
Key Elements:
Commission minority artists to feature art that provides a fuller representation of all communities
Work with Chamber of Commerce to spotlight yak tityu tityu yak tithini people and other
underrepresented communities at the Visitor Center
Seek to engage the yak tityu tityu yak tithini people to create a cultural art display at San Luis
Obispo County Airport
♦ Increase support of the Undocumented Community
Increase understanding of the needs and ways to support this vulnerable population. Partner with key
organizations, such as Central Coast Coalition for Undocumented Student Success and Promotores, to
advance strategies for undocumented individuals' health, well-being, and success.
Key Elements:
Establish a visual way to convey support of the Undocumented community within the City's
departments and throughout its operations. They may include "Undocu-Friendly" logo on City
documents, as applicable
Support development of an "Undocu" resource guide
Work with the Community Foundation to increase private funding for scholarships, paid
internships, venture capital, etc. (as not eligible for public funding)
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 1 -M
Exhibit A
Iterm,9
OUR HOPE FOR OUR CITY
The establishment of the DEI Task Force was one step in continuing to address systemic and
pervasive discrimination within the City of San Luis Obispo. The task force's commitment to
its charge exemplifies the level of civic passion that exists for cultivating a City organization
that is steadfast in improving its policies, practices, and structures that increase diversity and
inclusion, reduce bias, and protect the well-being, safety, and empowerment of all its
residents.
Through adoption of the DEI Task Force's recommendations, the City Council can implement
the expertise -and experiences of - twelve community leaders who represent a wide range of
the marginalized populations within San Luis Obispo.
If these recommendations are embraced - and systemically and strategically funded in the
City's Financial Plan - the City will send a message that there is an ongoing commitment to
improving DEI, as well as let marginalized community members know that they were heard
and valued.
Going forward - to be successful - the City will have to commit ongoing funding, dedicated
staff, priorities, and a willingness to continue to engage in difficult conversations and
processes.
These recommendations represent a seed of hope. We urge the Council to plant this hope.
Ultimately it will require the active participation by City leadership and members of
community as a whole to grow this hope into a flourishing San Luis Obispo.
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 17'§
Exhibit A
Iterm,9
APPENDICES
APPENDIX A: DEI HIGH -IMPACT FUNDING RECIPIENTS
2020-21 DEI High Impact Grant Recipients
Total Budget = $120,000 Total Awarded = $109,800
Organization
Program
Requested
Approved
Amount
Amount
Central Coast Coalition
Community Summit — to be held in
for Undocumented
SLO
$6,000
$10,200
Student Success
Diversity Coalition San
Multicultural Center, planning,
Luis Obispo County
early operations +
Diversity Education & Training in
$100,000
$10,000
SLO schools
Literacy for Life
General operating funds
$10,000
$10,000
One Cool Earth
Garden/Health curriculum
translated into Spanish -SLCUSD
elementary +
$3,200
$3,200
Family Meal Program for English
Learners
R.A.C.E. Matters
"Belonging 2021" - multimedia arts
experience centered on Black
community, inclusion/action for all
$27,600
$32,600
SLO International Film
The Change Makers. Film Festival
Festival
spotlighting BIPOC filmmakers
$7,500
$7,500
SLO Noor Foundation
Free Health & Support Services for
Uninsured BIPOC Residents
$13,100
$20,000
SLO Repertory Theater
YrAong series of productions,
Educational programming,
centered on increasing access,
$10,000
$16,300
diversity, equity, justice
Total of Task Force's Recommendations:
$109,800
Approved by City Council on Nov 17, 2020.
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 166
Exhibit A
Iterm,9
APPENDIX B: INFORMAL RECOMMENDATIONS & IDEAS- SOURCE COMPILATION
The following is a compilation of informal recommendations, ideas and suggestions generated during the DEI
Task Force's time in service. They came from a variety of sources: Learning Session presenters, task force
members' experiences, community suggestions, staff input, city models, best practices, etc.
Staff compiled and organized this "laundry list" of recommendations et al for utility only - none are ranked or
evaluated in the following; they are just listed. This compilation was used to assist the task force as it started
to develop its final recommendations for advancing DEI within San Luis Obispo.
The recommendations and ideas (in either column) were not voted on by the task force, nor do the lists imply
unanimous agreement or consensus. They do, however, reflect the breadth and diversity of actions the task
force considered.
FOCUS AREA: City Structure and Organization
Recommendation / idea
General description - concept — ideas — suggestions - possibilities
Establish Office for DEI within the
. Create position to oversee DEI efforts, not charged with doing it all - DEI
City
Manager/Director/CDO / Diversity Liaison - ensure DEI is prioritized,
embedded, ongoing
• Staff it adequately to achieve goals
• Oversee implementation of TF recommendations / DEI Strategic Plan
• Report to City Manager
• Develops, coordinates, tracks, facilitates work plans
• Assists efforts of all Depts related to DEI
• Acts as staff liaison to Poly, community — all areas of the community (conduit
to community, point person)
• Coordinate and align with current internal DEI education efforts
• Staff to support the HRC
• City's rep on Multicultural Center Viability / Design Group (need more than
one rep from community)
• Retains Subject Matter Expert
• Consider all stakeholders in the community including resistors and their
educational needs
• Staffing with expertise in public processes, prioritization, grants, know and
maneuver in bureaucracy - draw on DEI SMEs experience with racial equity,
diversity, and inclusion.
• Could provide input into the hiring process for SLO City, help ensure that the
City workforce is able to effectively support DEI efforts
• Establish an ongoing DEI advisory body (hopefully paid; could this be the
HRC?) that will define DEI, identify existing vulnerable populations in the City,
and develop a vision statement (advisory body facilitate, complete)
DEI Strategic Plan
Develop, implement, update annually with work plans
Assess existing City policies, procedures, practices, systems, and
environments to increase DEI for all vulnerable populations (advisory body
facilitate, complete)
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 181 14
Exhibit A
Itermi9
BIPOC / LGBTQ+/
Community Rep from each community - meet month/quarterly w City Mngr+
roundtable/Advisory
Mayor
Community representatives vetted by HRC community engagement
+ Religious Groups
Paid positions/ stipends
Adopt policy to require underrepresented communities, including youth, to
have seat on City -controlled commissions, boards, advisories, committees,
etc.
Paid Indigenous Liaison
CA has this at the state level
Grant writer Position
Part time? Shared with nonprofits? Fund DEI programs - city + community.
Leadership position in City for
DEI Office could include multiple positions or identify roles for key
LGBTQ+ issues
community leaders.
FOCUS AREA: City Policies & Practices
Recommendation / idea
General description - concept — ideas - suggestions
City DEI values
Create strong, clear goals, vision, and mission around DEI
statement/commitment
Clear, uncompromising message from Council that attitudes of racism,
discrimination, are not acceptable
Fund DEI Community Grants
Support BIPOC community's efforts thru funding and other supports
annually
At least $150,000 annually
Assess existing policies and
Recommend the TF continue; complete this assessment as a first step
practices
Adopt policy to require
Such as CA AB979. Underrep communities = ppl identify as Black, Latino,
underrepresented communities
Native American, Asian American, Pacific Islander, Native Hawaiian, or Alaska
have seat on City -controlled
Natives, gay, lesbian, bisexual, or transgender
commissions, boards, advisories,
committees
Remove any discriminatory CC&Rs
Waive fees for property owner to do so
within City's purview
Free or reduced public
For people in the hospitality or service industry
transportation options
City Website — improve, enhance
Create an anonymous comment box. Place to receive comments on bias,
inequities, DEI suggestions, concerns, etc.
Links to training, articles, FAQs, education
Highlight DEI businesses, DEI Directory, more
Pride Index - LGBTQ+ Inclusion
City should take this; identify its rating on LGBTQ+ inclusion
"Equity Lens"
Run all forms, web pages, documents by "cultural competency" reader (e.g.
"Cultural Competency Lens"
County MH has committee that does this.) Can be quick, embed the practice.
Catch things. Internal staff could be trained.
City Advisory Boards /
Provide stipends, childcare, non-traditional meeting hours, transportation
Commissions - Facilitate
participation for under rep. ppl
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 18215
Exhibit A
Iterm,9
Hiring, Recruitment & Outreach
All applications, ads in Spanish, ads on Spanish radio stations. Include Diversity
questions in hiring, interviews
Bilingual forms - Increased usage
Every City form should state that Spanish translation is available via phone
(call for translator) or via Google translation - highlight the link
Marketing - City sponsored
Should include diverse representation (Currently predominantly white and not
bilingual)
Align with internal DEI strategies
Effective working practice, commitment
& Efforts
Student Translators - create at
Students translate City materials to Spanish and Mixtec
least one paid summer internship
Prioritize low-income students
and/or position for students
attending SLO schools
Create a task force focused on
Discussed during Black community learning session (Stockton is a model)
how Universal Basic Income could
be implemented
Create a task force focused on
how American Slavery
Reparations could be
implemented
FOCUS AREA: City -led Economic Development / Minority Business Support & Attraction
Recommendation / idea
General description - concept — ideas - suggestions
Innovative funding
Utilize City funds, offer attractive terms, go after businesses, help them come
Loans, grants, what can the City
to SLO. (e.g. Paso's loan for Sandbox- a model for attracting businesses as part
do, have access to?
of its econ dev plan, entrepreneurial plan)
First focus on existing businesses of color, make them successful, give them
support, City -support, have them as ambassadors to bring in other businesses
owners of color
Implement with inclusive housing policies. If there are no POC living here, POC
businesses will struggle
Promote Local BIPOC + Queer
What are these tactics, best practices?
Entrepreneurship
Through Cal Poly CIE? Through Cuesta entrepreneurship center?
Attract businesses that attract
Identify tactics, best practices
diverse communities - grocery
City provides economic incentives — loans, grants, private funding, other
stores, barbershops
Host BIPOC+Queer Entrepreneurs
Current and past BIPOC/Queer SLO business owners speak about their
Panel
journey and experience of building a startup that is minority -owned to
attract other BIPOC City residents about potential start up ideas.
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 18316
Exhibit A
Itermi9
Diversity Pop -Up
BIPOC business from across county and neighboring counties increase
representation and diversity in SLO via access to food, art, clothes, music etc.
Businesses could rotate. Reoccurring business could be aided in finding
permanent leases by City.
Create Entrepreneurship for
Follow Undocu Hustle's curriculum that helps undocumented and dreamers
Dreamers
build their own business
Invite Cuesta college entrepreneurship summit who are helping dreamers and
undocumented students build their own business in the time of COVID.
City recognizes local businesses
City highlights BIPOC, LGBTQ, Minority owned or managed businesses
that exhibit DEI excellence
DEI -advocate businesses -Businesses that have invested time, energy,
resources to DEI commitment; have DEI value statement; Use diverse vendors,
Reward businesses, promote on website, other ways
SLO City DEI logo sticker in front of business
Businesses could be required to post a DEI statement or similar, a measurable
rubric - to receive recognition
City provides (optional) cultural
Receive a certification of some sort, in addition to noting a business's best
training for businesses
practices, hiring philosophy, etc.
CIE / SBDC opportunities- partner
Entrepreneurial opportunities - BIPOC residents, Undocumented students
with Cal Poly
Commitment to get BIPOC communities in front of investors
venture capital pitch contests with DEI Focus (increased access for Spanish
speakers) -
- bilingual (Spanish/English) around this opportunity. Radio ads in Spanish
preferred
Work with the SBDC which is already setup to do this for all the Central Coast
communities
Research and recommend what BIPOC + Queer Entrepreneurs are influential
and recommend a list to venture capitalist investors that are looking to invest
in BIPOC business.
Stronger partnerships with EVC,
Reach
FOCUS AREA: City -Sponsored Activities - Promoting Awareness & Inclusion
Recommendation / idea
General description - concept — ideas - suggestions
Town Halls & Community
City hosts and goes out to communities
Listening Session
Topics such as: current events, current climate, lived experiences, community
needs
Trainings - City hosts
Education for dominant community. Inclusivity Toolkit (implicit bias, privilege,
cultural competence, anti -racism)
Web site
DEI info, FAQ, references, build community understanding, Northern Chumash
History, APIDA history, Community Contacts
Survey - community at large
Gather data re community's understanding, concerns and suggestions
regarding DEI issues and advancement
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 18417
Exhibit A
Iterm,9
Citizen Leadership Academy/ City 101
-How to be involved - how to get on boards, councils, advisories,
— for anyone — "Civic Leadership
committees, task forces - needs to be relevant, attainable to these
Academy"
communities. In Spanish, too. (In progress)
-Training for immigrants and undocumented folks to run for elected
positions, enter professions
Latinx Leadership Program for Youth
Discussed during the Latinx session
Support of the Undocumented
Create "Undocu-friendly" logo - Use on City documents, where applicable
Community
Create Undocu Resource Guide
Public signifiers of "Undocu-friendly" city/businesses/opportunities
Offer ESL classes through the SLO Public Library to help Undocu
members and newly arrived immigrants to increase access to English
learning skills
Offer job training course for immigrants and Undocu members
City Spaces -use. Actively promote
In the Mission: Host cultural events, resource fairs
DEI activities, sponsor
Displays honoring Indigenous communities (Ludwick, City Hall)
Mission Plaza
City Hosts Art Show. The winner of the art show can make
Ludwick Center / City Hall
recommendations to the City Council about what and how the next mural
would get created. Focus on BIPOC representation in the city of SLO.
Public art /murals with Parks & Rec
Minority community representation and history
Possible Locations: Airport, library, Farmers' Markets
FOCUS AREA: Law Enforcement / SLOPD & Community
Recommendation / idea
General description - concept — ideas - suggestions
Police Training & Mindset
-De-escalation/restorative practices should be priority
-Required cultural competency training for police
-Shift burden from communities understanding Police/centering on the
Police, to the Police understanding BIPOC/ centering on BIPOC
communities.
Strengthen partnership with
Fund a restorative position
Restorative Partners program
Clear relationships with mental
health organizations and cultural
centers
Stronger PD community liaison
position / relationship to BIPOC
comms
Revise PACT
Increase community awareness of PACT, what it does, why it exists.
SLOPD - Poly PD - Student Coalition
TF members be included in hiring of
new chief
Chief + BIPOC Advisory Group
Work with the Sherriff's departments' Unity Council.
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 18518
Exhibit A
Itermi9
Clearly defined code of conduct for
Could be as simple as a "10 point" list of promises officers make to our
officers that is accessible and
community — especially regarding interactions with marginalized
comprehensible to the community at
communities.
large.
New SLOPD Chief - Training in social
work / therapy; socio-emotional
learning
Enact a City Resolution which
Measure G funding should go to all city departments EXCEPT the Police
commits to rejecting any proposed
department. This will help balance out and equitize the way SLO City
budgetary increases or personnel
allocates money.
expansions to SLOPD
Do not follow through with the
funding for a new SLOPD station
Disarm routine patrol officers,
starting with the downtown bike
patrol
End sweeps of houseless
This would have to be paired with committing to affordable and creative
encampments done by police officers
housing policies
- these should be done by Social Services, Mental Health, etc.
Enact policy for zero tolerance for
Fire officers with substantiated misconduct complaints against them
officer misconduct
(excessive force, sexual assault, etc.) and do not fill the position
End the policy of providing paid leave
for officers under investigation
Downtown/Homeless Outreach
Contract with local social service/homeless/mental health organization to
Officers - this program should be
provide this program. Current cost is $892,000 for the 6 officers
operated by 40 Prado, TMHA or other
social service/trained homeless
provider agency, not police
FOCUS AREA: Multicultural Center / Safe Space/ A Hub / Cultural Center
Recommendation / idea
General description - concept — ideas - suggestions
Phase I
Convene planning team / study team - community led, City participates, CP
Planning / Viability Study / Design
+ Cuesta input
Who's the lead?
Determine level of support, sustainability, vision
Vet operating model(s)
Write business plan
Public/Private partnership. Include Poly?
Create as non-profit?
City commits resources to planning period, ongoing
MOUs / SLAs
What's needed / What's wanted?
Secure location
Secure ongoing funding
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 18619
Exhibit A Iter2/9
Phase II BIPOC - centered
On -going Operations Community Driven
Near a bus line
What are the offerings/programming?
Free for DEI nonprofits to host workshops
Workshops
Workshops for Immigrants, skill development series/program as
mentioned during the APIDA listening session
Participative leisure activities
Cultural Events / Showcases
Trainings
Commercial Kitchen - essential to the operation of an effective
Multicultural Center — food connects and is an integral part of cultural
identities
Community garden
Recognize and celebrate all heritage months
A space where folks can actively and freely congregate/organize
FOCUS AREA: BIPOC Communities - Public Visibility & Representation
Recommendation / idea
General description - concept — ideas - suggestions
Chamber of Commerce Visitor Center
More education about our diverse community
work in tandem with the Promotional
Feature Northern Chumash tribe
Coordinating Committee as they are
the City entity that directly funds
significant portion of Visitor Center's
operations.
Airport Displays
Honoring Indigenous people of this region
Other displays
City push County for this. See examples of other airports provided by
Northern Chumash presenters
Partner with Visit SLOCAL for marketing and display efforts within the
Airport
Public art /murals — County buildings,
Minority community representation and history
schools, private bldgs.
Use vacant downtown spaces to
Feature a group for a month — rotate
highlight minority communities.
Partner/incentivize landlords to participate
Involve Faith community /Leaders in
outreach efforts
Immigrant Center
In conjunction with MCC
In conjunction with Citizens' Academy
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 18720
Exhibit A
Iterm,9
FOCUS AREA: City/ Cal Poly/ Cuesta Partnership
Recommendation / idea
General description - concept — ideas - suggestions
Regular Leadership roundtable
VP Diversity & Inclusion/Office of D&I / ASI presidents
City Manager
Teach In Program
Change the Status Quo Conference
Offer to Community
Poly's "State of" Series
Expanded access to Community - how? when?
Cuesta's 21 Day Challenge
Replicate for City residents
CP/ Cuesta Programs in Mission Plaza
Cosponsor with Parks &Rec
Student Centers — CP's
Partner to fund and operate in the City
Education for Dominant / majority
community
Increase knowledge, change perceptions/attitudes, concerns
Volunteer opps for BIPOC students to
intern at City
In the Office for DEI or any Dept.
Establish a college fund for young
BIPOC residents; Educational equity
With Cal Poly /Private donors/Work with Foundation
Culturally competent therapists for
undoc students
City encourages Cal Poly, Cuesta
FOCUS AREA: City as Influencer
Recommendation / idea
General description - concept — ideas - suggestions
County
Mental Health / Drug & Alcohol Services
- providers need to have "undocumented" and LGBTQ+, cultural
competency
- More bilingual providers
County — Justice System / Law
a Sheriff / DA
Enforcement
Fund Restorative Partners and restorative justice programs
Housing Equity — County Planning +
Push for fair zoning
Other Depts, People's Self -Help
Reduce discrimination in Section 8
Housing
Eliminate restrictive covenants
Inclusive housing policies
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 188"
Exhibit A
Itermi9
SLCUSD
Curriculum changes, fixes, enhancements such as:
• Northern Chumash education — more accurate
• Remove the 4t" grade mission project
Host restorative justice approaches to help educators provide emotional
support to BIPOC students in current events, climates, and national and
state crisis and tragedy events
School district should hire a DEI Director
Training and cultural competency programming for teachers
BIPOC YOUTH Empowerment programs
Chamber of Commerce
A "Leadership SLO" for diverse populations (Vision Unida was a parallel
program for Latinx)
Visitor Center suggestions per note in the previous section
Community Foundation
Participatory grantmaking - How can City bring in the wealth that is in the
community, "crowd source" grants to BIPOC applicants.
Fund a DEI-focused grant writer
Human Relations Commission — Enhance the scope and influence
(early ideas generated from preliminary discussions with HRC chair, City staff, TF PM. To vet w/ full TF+HRC)
Increase community's awareness that it exists and understanding of what it does
Expand scope, expand impact. To be taken more seriously, appropriately tasked, supported, resourced
A driver for change; Increase advisory role to City, how hold City accountable for its commitments to DEI?
Increase advocacy role within the community (What is realistic authority, capacity, resources?)
Name change - e.g. SLO City Commission on Justice, Equity, Diversity, and Inclusion
Host Town Halls, listening sessions, conduct bi-annual DEI community survey
Responsible for intentional outreach, engagement and understanding current experiences and needs of marginalized
and underrepresented communities in the City
A conduit for the community. A body the community can bring concerns or complaints of inequity, bias, suggestions
for DEI improvements. A conduit for URM communities to City/Council - via more outreach
Steward City's DEI Action Plan - be an implementation partner
Revamp its structure. Increase Number of Subcommittees (call Action Groups) to work on various target areas -
Housing, Homelessness, DEI, Others?
Create Subcommittee (Action Group) Model that includes a commissioner and Community Advocates. Increase Ways
for Community and SMEs to be involved; Natural transition for interested TF members
Youth involvement on the Commission - Create CP, Cuesta Commission positions, internships
Remove Community Development Block Grants tasks; Administer future DEI grant funding cycles
Allow non -City residents — must be in Co, w strong ties to City. If not as Commissioner, at least serve on Action Team
Recommendations to City Council — DEI Task Force —January 2021 Packet Page 189"
Recommendation to City Council
for Advancing Diversity, Equity and Inclusion
Y of, in the City of San Luis Obispo
Amman Asfaw, DEW Task Force Chairperson
Beya Makekau, DE&I Task Force Facilitator
Dale Magee, DE&I Task Force Project Manager -
January 7, 2021
CITY OF Sff n Luls OBISI'O
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Background
■ July 7, 2020: City Council authorized the formation of the DEI Task Force
■ 95 applications received for membership
■ 12 Members served from Sept 10, 2020 — Jan 7, 2021
■ More than 900 hours contributed
■ DEI Task Force charter included:
■ Support marginalized racial, ethnic, and cultural groups
■ Collect information and insight about advancing DEI in SLO
■ Administer grant process to support the DEI work of proven organizations and
best practices for change
9 Organizations received $109,800
■ Strengthen the focus and role of the City's Human Relations Commission
■ Provide guidance and a foundation for creating a FY21-23 DEI-focused Major
City Goal
The Recommendations
Five Essential Recommendations
Necessary for significant lasting positive change
Adopt a Diversity, Equity & Inclusion
Major City Goal for the 2021-23 Financial
Plan
2. Establish Office for DEI within the City
3. Develop and Implement DEI strategic plan
for the City
4. Commit to ongoing, annual funding of at
least $150,000 for DEI high -impact grants
5. Charge the Human Relations Commission
to designate Diversity, Equity, and Inclusion
as a standing priority; including sustaining
the work of the task force
"High impact" Recommendations
Support Feasibility Study of a
Multicultural Center
2. Increase Access and Inclusion to Civic
Learning and Leadership Opportunities
for BIPOC and LGBTQ+ Communities
via City -Sponsored Programs
3. Amplify Community -Based Policing
and Restorative Practices SLOPD
4. Sponsor community Education
Regarding DEI
5. Actively Support and Attract Minority -
Owned Businesses
6. Increase Cultural Representation
through the Arts
7. Increase support of the
Undocumented Community
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