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Home My WebLink About12/9/2020 Item 3, Magee DE&I Task Force Agenda Correspondence City of San Luis Obispo, Council Memorandum DATE: December 8, 2020 TO: Diversity, Equity and Inclusion Task Force Members FROM: Dale Magee, DE&I Task Force Coordinator SUBJECT: Item 3 Development of Recommendations to Council for Advancing DEI Efforts Hello TF Members, Please find the first draft of Recommendation Report attached. A big thank you to Katherine and Michael for their time, contributions, and insight. desired work with the realities of the City and systems we work in, stays conceptual but enough details to convey the intention, and reads easily (Council agenda packets are frequently 300+ pages). (As we discussed, not all priorities on each of your top 10 lists were meant to be in this document rather, these are the ones that the majority of you identified.) As you review of the document, ƦƌĻğƭĻ ƉĻĻƦ ƷŷĻ ŅƚƌƌƚǞźƓŭ ƨǒĻƭƷźƚƓƭ ğƷ ƷŷĻ ŅƚƩĻŅƩƚƓƷʹ 1. Does this document reflect the most important priorities, address the most pressing issues? Will they yield high impact? 2. Are there any crucial gaps in the recommendations? 3. Is the language reflective of TF charter and vision? 4. Is it organized in a way that the public will understand and engage with? Is it a good tƌĻğƭĻ ƓƚƷĻʹ 1. Formatting will be improved this is a working format 2. There are a few sections with yellow highlights. Your input is needed, please. Ќ͵ Your specific edits are welcome prior to W ƦƌĻğƭĻ ǒƭĻ ƷƩğĭƉ ĭŷğƓŭĻƭ ğƓķ ƭĻƓķ ĬğĭƉ Ʒƚ ǒƭ͵ 4. On Wednesday we will discuss context for the writing process, and gather your feedback, gaps, and/or additions needed in the document. 12/17 meeting. Were eager to hear your thoughts. Thank you! -Beya and Dale DRAFT 1.0 – Internal Use Only – Not For Distribution To TF Members 12.8.20 Recommendations to City Council for Advancing Diversity, Equity, and Inclusion in the City of San Luis Obispo page break Diversity, Equity and Inclusion Task Force Members – to be filled in Chair Amman Asfaw – Community affiliation Vice Chair Michael Boyer – Community affiliation Renoda Campbell – Community affiliation Dusty Colyer-Worth – Community affiliation Noha Kolkailah – Community affiliation Maxine Kozler – Community affiliation Matthew Melendrez – Community affiliation Jenell Navarro – Community affiliation Vanessa Parsons – Community affiliation Katherine Soule – University of California Cooperative Extension; Gala Pride and Diversity Center Erica Stewart – City Councilmember Oscar Velasco Vargas – Community affiliation Beya Makekau – Task Force facilitator Dale Magee – Task Force project manager 1 VISION & GOALS FOR THE CITY The Diversity, Equity and Inclusion Task Force envisions San Luis Obispo as a welcoming and inclusive city, sustained by collaborative and shared values including equity and social justice. In order to create a safe place for all people to live, learn, work, grow, and play, the City strives to create policies, systems, environments, and leadership to support diverse human lifestyles, cultural richness, and equity in health, education, and financial security. These are the tenets of establishing a welcome inclusive City that is actively creating a more diverse, just, and equitable community for all its members. Desired Outcomes Strategically change how the City serves the community Increase the City’s cultural competence Reduce barriers to residing and thriving in the City Strengthen a sense of belonging for everyone Address our culture of racism and exclusion Intentional and proactive inclusion of historically marginalized and underrepresented communities in all aspects of City planning, funding, goal-setting, and policy and decision- making Others pathways for materializing the City’s vision of a dynamic community embracing its future while respecting its past, rooted in core values of civility, sustainability, diversity, equity, and inclusivity. Furthermore, the Diversity, Equity and Inclusion (DEI) Task Force recommendations are directly aligned with the eighth guiding principle outlined in the City’s June 2020 Meta Goal, which reads: “The city recognizes that social, \[racial\], 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 and inclusion, reduce bias, and protect the well-being, safety, and empowerment of all its residents. 2 BACKGROUND Purpose of the DEI Task Force In July 2020, the Council approved the creation of a DEI Task Force as part of a wider effort to help make the city an inclusive and safe community for everyone and to advise the City in developing recommendations that further the advancement of diversity, equity, and inclusion. The DEI Task Force was comprised of 11 volunteer community members and Councilmember Erica A. Stewart, with staffing support provided by City Manager Derek Johnson and consultants Dale Magee and Beya Makekau. The DEI Task Force’s charter was to advance diversity, equity, and inclusion in San Luis Obispo 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 21-23 DEI-focused Major City Goal. 5)Strengthen the focus and role of the Human Relations Commission (HRC) to support the City’s vision. DEI Task Force Outcomes 1)Support the work of DEI providers with directed funding for proven or promising impactful, sustainable projects. . 2)Develop a proposed framework and potential scope for a 21-23 DEI-focused Major City Goal. 3)Provide a recommendation on the role and function of the HRC in relation to DEI efforts The DEI Task Force completed its work on January 7, 2021 and provided its recommendations to the City Council on January 12, 2021. 3 DEVELOPMENT OF THE RECOMMENDATIONS Demographics & Focus The recommendations in this document are focused on addressing inequities in policies, systems, and environments to improve social conditions in the City and meet the needs of some of our most marginalized populations. The table belowprovides City demographics as of July 2019. When compared to state demographics Commented \[dm1\]: Will cite source, US Census – confirm title 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. San Luis Obispo, CA Population Estimate, July 2019 47,459 Commented \[dm2\]: Will add CA demographics for comparison Race and Ethnicity White (not Hispanic or Latino) 70.7% Black or African American 2.2% Indigenous American Indian and Alaska Native 0.4% Asian 5.8% Native Hawaiian and Other Pacific Islander 0.0% Two or More Races 3.6% Latinx 18.3% Families and Living Arrangements Language other than English spoken at home (2018) 17.0% Education High school graduate or higher, percent of persons age 25 years+, 2014-2018 92.7% Bachelor’s degree or higher, percent of persons age 25 years+, 2014-2018 49.6% Health With a disability, under age 65 years, percent, 2014-2018 5.5% Persons without health insurance, under age 65 years, percent 6.2% Business Minority-owned firms, 2012 13.5% Nonminority-owned firms, 2012 78.6% The DEI Task Force focused predominately on the salient needs and experiences of BIPOC, LGBTQ+, and undocumented communities. The reality that these communities are some of the smallest in number within the City drove many of the efforts and strategies found in this document. However, as is the nature of equity work, the recommendations are focused on addressing inequities in 4 policies, systems, and environments to improve social conditions and are intended to benefit all marginalized populations in San Luis Obispo . Additionally, the DEI Task Force calls for the City’s ongoing commitment towards engaging and educating the dominant white community in order to increase awareness and understanding of DEI in San Luis Obispo, and grow even broader support for the City’s efforts. This coupled with the commitment towards prioritizing an equity framework, is the path towards reaching a San Luis Obispo that is safe, inclusive, and just for all. Approach – draft language, beya/dale fill in further DEI Task Force members were selected for their expertise, lived experience Utilization of research and best practices, staff experience and expertise Met (almost) weekly meetings Sept 10, 2020 – Jan 7, 2021 Activities include learning sessions focus on a specific marginalized community with guest presenters to further explain “what’s going on” in SLO, discussion and consideration of the greatest equity gaps and ways to lessen those gaps, review of reports, surveys, work on recommendations for a MCG and to enhance the HRC. Learning Sessions topics focused on local law enforcement/community relations and the experiences of our local Asian Pacific Islander Desi American, Black, Indigenous, Latinx, LGBTQ+, and undocumented communities. The DEI Task Force specifically considered: What are the equity gaps and greatest needs of this community? What issues are most pressing? What are the lived realities for this community in SLO? Where has t progress already been made? What is this community encouraged by? What do these communities most want the DEI Task Force and the City to understand? What can the City do better for this community and why? Ultimately, between September 10, 2020 – January 7, 2021, the DEI Task Force participated in 14 full membership 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. 5 RECOMMENDATIONS With this background in mind, the DEI Task Force curated and considered over X number of Commented \[dm3\]: Will insert recommendations within identified focused areas, that 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 Commented \[dm4\]: Will footnote with description of this, the intention 4.SLOPD & Community Recommendations – Essential Recommendation #1) Adopt a Diversity, Equity & Inclusion Major City Goal for FY21-23 Recommendation #2) Develop and Implement City DEI Strategic Plan Key Elements: Dedicate specialized resources (staffing, etc.) to make meaningful and constructive progress Utilize DEI Task Force’s full compilation of recommendations, identified key areas, and suggested approaches as a starting point Engage the community; including use of a City/Community strategic planning steering committee 6 Recommendation #3) Establish Office for DEI within the City . Key Elements: Create a full-time City 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 for ongoing, sustained community-building, such as BIPOC youth and LGBTQ+ roundtables and retain a paid, contracted Tribal liaison Facilitate development of DEI strategic plan, including assessment activities Oversee implementation of DEI strategic plan and applicable DEI Task Force recommendations Coordinate DEI education programs for the public, utilizing proven providers Support the HRC Maintain robust DEI presence on City’s website Manage annual DEI grant-making process Recommendation #4) Commit to ongoing, annual funding of at least $150,000 for DEI High- Impact Grants Key Elements Separate funding that augments and compliments GIA funding Administer through the HRC, managed through the Office for DEI 2 Recommendation #5) Support Feasibility Study of Multicultural Center Key Elements Provide dedicated staff to support the feasibility and planning phases of this endeavor Provide funding for planning support (for surveys, promo material, what else? etc.) Evaluate on-going City funding to support operations if a center is opened Recommendation #6 Enhance the Scope and Influence of the Human Relations Commission- ( HRC sustains and institutionalizes the work of the DEI TF Administer the DEI Grants - as they do the GIA grants Oversight of DEI strategic plan development and implementation Conduit for the community to City Emeriti TF members could serve on working groups/action teams to support HRC’s enhanced efforts 3 Recommendations –Additional High Impact Opportunities Increase Inclusion and Advance Leadership for BIPOC and LGBTQ+ Communities via City- Sponsored Programs Commented \[dm5\]: To be Renamed, such as “Community Academy” or “Civic Academy” Key Elements Provide information on how the City operates, how to navigate governmental systems, and create change Provide training on participating on appointed boards, committees, and commissions, and how to run for elected office Sponsor Community Education Regarding DEI support the development and implementation of current,relevant Key Elements: Sponsor and co-host trainings and workshops for the community-at-large Offer grants and donate use of City facilities to community organizations with track records of success and existing expertise to offer these educational programs 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 (such as assist in securing grant funding to expert community members, such as the tribal leaders, to work with curriculum developers). 4 Actively Support and Attract Minority-Owned Businesses Key Elements: Establish a process for recognizing Minority-owned business at the City level Promote Resolution 11132 - which declares racism a public health crisis – more publicly (how? Ideas, please) Creative lending, City-sponsored grants, loans, etc. – wording TBD Others Improve Relationship between SLOPD and Historically Marginalized Communities Key Elements: Require Cultural Competency training for all SLOPD officers and staff Establish Police Chief / BIPOC roundtable Commented \[dm6\]: What are creative strategies that would achieve similar outcomes to the recommendations PACT – expand and enhance of “don’t fund police station”, “no budget increases” etc.? Promote Restorative Practices and Policies Relating to SLOPD 5 Key Elements: Actively influence San Luis Obispo County to adequately fund organizations like Restorative Partners, Transitions Mental Health Association, CAPSLO, etc. and expand programs to increase education, training, accountability, and reentry of offenders; explore ways the City can directly support this Promote programs that acknowledge and address the needs of victims Others….. Increase Cultural Representation through the Arts Key Elements: Commission minority artists to feature art that provides a fuller and complete representation of all communities Work with Chamber of Commerce to spotlight underrepresented communities at the Visitor Center Seek to engage the to create a cultural art display at San Luis Obispo County Airport Increase support of the Undocumented Community Commented \[dm7\]: Besides inclusion in all the above, need to flesh this out further as most of the remaining suggestions are beyond the City (e.g. Public signifiers of “docu friendly” on businesses, Library offered classes (that’s County), Job training (not City’s expertise), Key Elements: Establish a visual way to articulate support of the Undocumented community at the City level. May include “undocu-Friendly” logo on City documents, as applicable Support development of “Undocu” resource guide 6 Commented \[dm8\]: HEADER TITLE? CONCLUSION / HOPE FOR THE CITY / FUTURE FORWARD The establishment of the DEI Task Force was one step in continuing to address systemic and pervasive discrimination within the City. The DEI Task Force’s commitment to its charge exemplifies the level of civic passion that exists for cultivating a City 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 has the opportunity to implement the expertise and respond to the voices of 12 community leaders, who represent a wide- range of the marginalized populations within the City. If these recommendations are embraced - and systemically and strategically funded in the City’s Financial Plan - the City will send a clear message that there is sustained, ongoing commitment to improving DEI, as well as let marginalized community members know that their voices and lived experiences were heard and valued. Going forward, we know that 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 our community-at -large and City leadership to grow this hope into a flourishing community. 7 APPENDICES A - Recommendations B – Proclamation sample – if interested in pursuing this TBD 8