HomeMy WebLinkAboutItem 6c. Study Session on the DEI Program Update and Strategic Plan Framework Item 6c
Human Relations Commission
Agenda Report
For Agenda of: 4/5/2023
Item Number: 6c
FROM: Nestor Veloz-Passalacqua, Diversity, Equity, and Inclusion Manager
Phone Number: (805) 781-7073
E-mail: nveloz@slocity.org
SUBJECT: STUDY SESSION: DIVERSITY, EQUITY, AND INCLUSION PROGRAM
UPDATE AND STRATEGIC PLAN FRAMEWORK
RECOMMENDATION
Receive a presentation on the Diversity, Equity, and Inclusion Program Update and
Strategic Plan Framework and hold a Study Session to provide feedback for staff to
consider.
DISCUSSION
Background
The adopted 2021-2023 Diversity, Equity, & Inclusion Major City Goal outlined nine (9)
components, which include:
1. Establish the Office of Diversity, Equity, & Inclusion
2. Develop & Implement DEI Strategic Plan
3. Workforce Recruitment & Retention
4. Inclusive & Equitable Workplace
5. Community-based Policing & Restorative Practices
6. Cal Poly & Cuesta College Partnerships
7. Access, Inclusion, Support for Underrepresented Communities
8. Community Education & Programming
9. Support & Attract Minority-Owned Businesses
Due to staff turnover, item #2, which is specifically geared toward the development and
implementation of the DEI Strategic Plan , was delayed. Upon appointment of the new
DEI Manager, the work to develop a DEI Strategic Plan Framework resumed. The DEI
Strategic Plan framework sets up the City’s purpose, vision, and proposed outcomes for
developing the City’s DEI Strategic Plan. Along with this initiative, staff has continued to
implement strategies that meet the DEI Major City Goal work plan with the goal to
continue to create a welcoming, equitable, and diverse community, while crafting the DEI
Strategic Plan Framework.
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Item 6c
POLICY CONTEXT
The draft DEI Strategic Plan Framework includes the summarized recommendations
identified by the DEI Taskforce that have been refined based on additional feedback from
the DEI Internal Audit, the work developed as part of collaborative processes with City
Departments, lessons learned through current implemented strategies, and feedback
from community planning and advisory groups collected these past few years. The City
Staff will incorporate Council’s comments and directions on the draft DEI Strategic Plan
Framework and into the development of the final DEI Strategic Plan.
Draft Strategic Plan Framework
Four key factors influence the City’s Draft DEI Strategic Plan Framework: 1) Major City
Goals and previous Council direction, 2) the DEI Taskforce’s Recommendation to City
Council for Advancing Diversity, Equity, and Inclusion in the City of San Luis Obispo and
the DEI Internal Audit reports, 3) lessons learned from implementing strategies, and 4)
feedback gained from community planning and advocacy group s collected these past
years.
The draft DEI Strategic Plan Framework is included in Attachment A and will be expanded
upon and added into the final DEI Strategic Plan, which is potentially to be scheduled for
City Council consideration in Winter of 2024.
The City’s DEI Strategic Plan Framework is intended to align with the overall goal of the
City Council and the work completed by partners to advance DEI in the community and
tackle systemic inequalities. The table below describes the four (4) components wit hin
the framework to help solidify and expand on the current strategies and efforts built within
the City:
DEI Strategic Plan Framework
Components Goal Supporting Objectives
I. Organizational
Culture & Structure
Enhance and promote a
cultural organization
driven by
transformational change
that encourages
exposure to education
and training opportunities
that reinforce efforts
toward a diverse work
environment and creates
an engaged system for
employment
development and
community engagement.
Transformational Governance
Embed DEI Education and
Training Practices
Enhance Work Environment
Enhance Career & Employment
Experience
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Item 6c
II. Communications Develop internal and
external DEI compelling
messaging, either verbal,
written, nonverbal, or
visual, that increases
opportunities for dialogue
and encourages staff
and the community to
value and connect with
the City.
Strengthen Transparency & Trust
for all Communities
Engage in DEI Branding
Develop & Implement Language
Standards & Narrative
Reinforcement
III. Community
Development &
Support
Reinforce and expand
diversity, equity, and
inclusion activities and
strategies that foster a
welcoming community-
wide environment and a
stronger sense of
belonging consistent with
awareness and visibility
that support
strengthening the City’s
policies and procedures
and relationship with the
community.
Develop and Establish
Multicultural Design
Programming
Promote Awareness & Inclusion
Increase Visibility &
Representation
IV. Adaptability &
Sustainability
Welcome and embed
new concepts,
perspectives, practices,
and lessons learned
driven by local
communities and the
City’s needs to best
navigate transformational
change and continue to
support the move to a
more diverse, equitable,
and inclusive
organization and
community.
Invest & Sustain in Innovative
Grant Activities
Review Metrics & Conduct Data
Analysis
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Item 6c
Public & Community Engagement
As part of the development of the DEI Strategic Plan, the Office of DEI will be planning
and facilitating strategic engagement activities through consulting services throughout the
first and second quarter of Fiscal Year 2023-2024. Likewise, City staff from the DEI
Committee will be continuously engaged in outreach on concerns related internal DEI
practices and the work done in the community. DEI is a concept and application that
touches the very fabric of the City’s identity and its operations. As such, comm unity and
workforce feedback are vital in shaping the City’s DEI Strategic Plan.
NEXT STEPS
Commissioners provide feedback, concerns, and questions to staff.
ATTACHMENTS
A - Draft DEI Strategic Plan Framework
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DEI Strategic Plan Framework 1 | P a g e
DIVERSITY, EQUITY, &
INCLUSION
STRATEGIC PLAN
2023-2028
Draft Strategic Plan Framework
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DEI Strategic Plan Framework 2 | P a g e
ORGANIZATIONAL CULTURE & STRUCTURE
1. Goal
Enhance and promote a cultural organization driven by transformational change
that encourages exposure to education and training opportunities that reinforce
efforts toward a diverse work environment and creates an engaged system for
employment development and community engagement.
2. Supporting Objectives
a. Transformational Governance
Tasks:
i. Develop, adopt, and promote a DEI Statement that include
purpose, vision, and values in accordance with the organizational
values of the City and ensure the information is made available in
all City facilities and public-facing areas.
ii. Develop and implement a standard DEI language guide to help
support and inform day-to-day engagement with the City’s citizens
and reflecting commitment to community engagement.
iii. Develop and implement specialized DEI trainings for leadership
and management to emphasize transformational change from
within while promoting mentorship opportunities.
b Embed DEI Education and Training Practices
Tasks:
i. Conduct and institutionalize baseline cultural awareness trainings
and short education sessions for all staff to increase exposure to
information and incentivize dialogue.
ii. Train and develop a plan with the DEI Internal Committee that
focuses on the needs of each department and the application of
DEI within their respective fields.
iii. Update and provide resources using the staff-facing DEI Internal
website to engage staff in knowledge-acquisition and skill-retention
opportunities.
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DEI Strategic Plan Framework 3 | P a g e
c Enhance Work Environment
Tasks:
i. Development and integration of a work program dedicated to
conduct yearly internal audits to ensure established practices
embedded in the City structure create a welcoming and inclusive
environment for staff to learn and grow in areas of diversity, social
justice, equity, and inclusion.
ii. Develop and implement a comprehensive staff assessment that
will:
a. Inform the Office of DEI of needed training improvements.
b. Measure success and challenges of current strategies.
iii. Conduct staff focus groups to that will inform current and new
strategies that align with staff’s approach in creating inclusive work
environments.
iv. Use compiled staff feedback to update and adapt the strategies
within the DEI Strategic Plan to reflect new practices that address
the needs of the staff regarding diversity, equity, and inclusion.
d Enhance Career & Employment Experience
Tasks:
i. Create safe and brave spaces for staff to continue to feel a stronger
sense of belonging that reflects on the services we provide to the
community.
ii. Increase opportunities for all staff to engage in and lead in
activities/projects that expose all to diversity, equity, and inclusion
practices in the entire organization.
iii. Develop and implement staff-led workgroups based on Social
Justice elements related to their department/division needs.
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DEI Strategic Plan Framework 4 | P a g e
COMMUNICATIONS
1. Goal
Develop internal and external DEI compelling messaging, either verbal, written,
nonverbal, or visual, that increases opportunities for dialogue and encourages
staff and the community to value and connect with the City.
2. Supporting Objectives
a. Strengthen Transparency & Trust for all Communities
Tasks
i. Establish consistent and regular messaging, either visual, written, or
oral, that validates and encourages the City’ commitment to diversity,
equity, and inclusion with the community and the internal workforce.
ii. Communicate with the community about the results of our internal
efforts, such as trainings, forums, and other activities that support the
implementation of the DEI work.
b. Engage in DEI Branding
Tasks
iii. The Office of DEI to consistently update the DEI Webpage and the
DEI Employee Website with resources, information, and material for
various populations while keeping in mind the needs of the various
communities (Veteran, LGBTQIA+, Black/African American,
Asian/Asian American/Desi, Native American, Latino/Latinx/Hispanic
communities).
iv. The Office of DEI and the Communications Team to collaborate in
developing meaningful content and language to turn DEI information
that illustrates the City’s commitment to DEI in the workplace and in
the community.
v. The Office of DEI will support the Communications Team in the
implementation of the Public Engagement & Noticing (PEN) Manual
for enhance outreach and communication practices with all
communities.
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DEI Strategic Plan Framework 5 | P a g e
c. Develop & Implement Language Standards & Narrative
Reinforcement
Tasks
i. Craft and issue internal and external communication about DEI
messaging in response to local, state, or national events impacting
various communities.
ii. Develop and release cultural messaging throughout the year that
highlight diversity, equity, inclusion, and social justice that are critical
to create safe communication spaces that reinforce the City’s
initiative.
iii. Develop a glossary of commonly used terms consistent, reflective,
and inclusive of DEI practices and strategies that creates a
welcoming and safe space for the workforce and the communities we
serve.
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DEI Strategic Plan Framework 6 | P a g e
COMMUNITY DEVELOPMENT & SUPPORT
1. Goal
Reinforce and expand diversity, equity, and inclusion activities and strategies that
foster a welcoming community-wide environment and a stronger sense of
belonging consistent with awareness and visibility that support strengthening the
City’s policies and procedures and relationship with the community.
2. Supporting Objectives
a. Develop and Establish Multicultural Design Programming
Tasks
i. Collaborate with community planning partners and advocacy groups
to identify and implement key learning and educational settings/pods
that are meaningful and create a collaborative space for learning and
mind/perspective sharing.
ii. Establish and implement applicable concepts that build community
reflecting a human-centered and whole-person approach within actual
and virtual spaces by creating access to the following: outdoor
spaces, meditation areas, screening rooms/community forum rooms,
office/collaborative spaces, healing private spaces, commercial
kitchen, and food pantry.
iii. Implement community engagement around healing and joined spaces
that support programming for several communities’ needs.
b. Promote Awareness & Inclusion
Tasks
i. Consistently provide venues and spaces throughout the community
for various groups to raise awareness about local pertinent issues
and/or presentations highlighting history and impact in the community.
ii. Provide space or host forums for community planning and advocacy
groups that represent or provide services to marginalized
communities to come together and provide educational opportunities
to the entire community and the City staff.
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DEI Strategic Plan Framework 7 | P a g e
c. Increase Visibility & Representation
Tasks
i. Support community planning partners’ activities and efforts that
engage the overall community and make the City and collaborative
supporter and partner in extending their work.
ii. Develop a pilot program in collaboration with local community
planning partners and advocacy groups to highlight successful
programs, activities, and lessons learned in their work to create
structural change and creating a welcoming and diverse community.
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DEI Strategic Plan Framework 8 | P a g e
ADAPTABILITY & SUSTAINABILITY
1. Goal
Welcome and embed new concepts, perspectives, practices, and lessons
learned driven by local communities and the City’s needs to best navigate
transformational change and continue to support the move to a more diverse,
equitable, and inclusive organization and community.
2. Supporting Objectives
a. Invest and Sustain in Innovative Grant Activities
Tasks
i. Continue to and strengthen community planning partners and
advocacy groups consistently and intentionally.
ii. Support local non-profits and community planning groups with current
available funding in furthering their services and vision that contribute
to a more healthy, diverse, and inclusive community.
iii. Examine and review current grant project reports to coordinate and
align efforts to create grant projects designed to increase outreach
and engagement for diverse communities in future years.
b. Review Metrics & Conduct Data Analysis
Tasks
i. Review city demographic data and other pertinent information to
create consistent projects and programs that speak to social needs
and changes.
ii. Collaborate with and create dialogue channels between Downtown
SLO, Chamber of Commerce, and community planning partners and
advocacy groups to create engaging programs and inter-group
collaboration as a way to leverage long-term change.
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