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HomeMy WebLinkAboutItem 7a. Study Session on DEI Program Update and Strategic Plan Framework Item 7a Department: Administration Cost Center: 1010 For Agenda of: 5/2/2023 Placement: Study Session Estimated Time: 75 Minutes FROM: Greg Hermann, Deputy City Manager Prepared By: Nestor Veloz-Passalacqua, Diversity, Equity and Inclusion Manager SUBJECT: STUDY SESSION: DIVERSITY, EQUITY, AND INCLUSION PROGRAM UPDATE AND STRATEGIC PLAN FRAMEWORK RECOMMENDATION Hold a Study Session to receive an update on the implementation of the Diversity, Equity and Inclusion (DEI) Major City Goal (MCG) and provide direction on the development of the City’s DEI Strategic Plan. REPORT-IN-BRIEF The purpose of the DEI Program Update is to provide Council with information on the tasks and initiatives completed since the creation of DEI as a MCG, which include the recommendations from the DEI Task Force to make SLO a more inclusive community for all. The purpose of the draft DEI Strategic Plan Framework (Attachment A) is to provide an outline of the potential pillars, goals, and objectives of a strategic plan that aligns the City’s initiatives including the DEI MCG workplan with the expectations of the Council and community. The draft DEI Strategic Plan Framework was developed using the 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 a collaborative process with City departments and the Internal DEI Committee, lessons learned through MCG work implemented to date and feedback from community partner and interest groups. Staff will incorporate Council’s comments and feedback on the draft DEI Strategic Plan Framework and proposed public engagement into the development of the final DEI Strategic Plan. POLICY CONTEXT The City Council adopted DEI as a MCG as a part of the 2021-2023 Financial Plan as recommended by the DEI Task Force. Council and City staff identified the development of the DEI Strategic Plan as a key initiative cent ral to the work program as reflected in task 2.2 which defines the development and implementation of the DEI Strategic Plan. This task will be initiated as a part of the 2021-23 Financial Plan and completed as a part of the DEI MCG workplan for the 2023-25 Financial Plan. DISCUSSION Page 199 of 349 Item 7a Background DEI Program Update In July 2020, City Council approved the creation of a limited -term DEI Task Force as part of the wider effort to help make SLO a more inclusive community. Following this intensive and insightful community engagement, a DEI Internal Audit report was developed, and the creation of the DEI Internal Employee Committee took place. In January of 2021, the first round of DEI High Impact Grants were released with a total of $109,800 distributed to nine non-profit organizations. In FY 2022-2023, the second round of DEI High Impact Grants were released with a total of $300,000 allocated to 21 non-profit organizations. In 2021-2023, based on the recommendations provided by the DEI Task Force, the Council adopted Diversity, Equity, & Inclusion as a Major City Goal for the 2021-23 Financial Plan. That goal included nine strategies: 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 Since the adoption of the DEI City Major Goal, the following are highlights in areas that have been accomplished: Establish Office of Diversity, Equity, & Inclusion a. FY 2021 - 2022 – Q1: The addition of DEI to the Legislative Platform. b. FY 2021 - 2022 – Q3: The first Diversity, Equity, and Inclusion Manager was hired in February 2022. c. FY 2021 - 2022 – Q3: The Office of DEI was created and positioned in City Administration and IT Department. d. FY 2021 - 2022 – Q4/Ongoing: Support of the Human Relations Commission (HRC) was transitioned to the Administration and IT Department Office of DEI from Community Development. e. FY 2022 – 2023 – Q2/Ongoing: Cultural competency assessment for the Diversity, Equity, and Inclusion Employee Committee. Page 200 of 349 Item 7a Inclusive & Equitable Workplace a. FY 2022 – 2023 – Q2: Foundations in Excellence training developed and delivered in collaboration with Human Resources focusing in expanding the application of DEI in leadership. b. FY 2022 – 2023 – Q4: Demographic survey standardization for all City Departments to use on projects and plans. c. FY 2022 – Ongoing: Inter-departmental work collaboration with various departments, including the Police Department on engaging the community, the Finance Department on streamlining gran t award processes, the review of the Public Engagement & Noticing (PEN) Manual, and Human Resources employee trainings, hirings and retention. Cal Poly & Cuesta College Partnerships a. FY 2021 - 2022 – Q2: The City and Cal Poly executed a Memorandum of Understanding (MOU) that solidifies and expands their commitment to DEI to create a more inclusive community for all through learning opportunities. b. FY 2022 – 2023 – Q2: City-wide collaboration with local non-profits and Cal Poly for the first ever Native/Indigenous Winter Solstice Market. c. FY 2022 – 2023 – Q3: The City joined the Diversity Partners Network (DPN), led by Cal Poly’s Office of University Diversity & Inclusion (OUDI) which expands cross-collaboration between different groups within the city of SLO. Access, Inclusion, Support for Underrepresented Communities a. FY 2022 – 2023 – Q2: The Human Services Grants, formerly known as Grants-in- Aid, was launched under the Office of DEI. b. FY 2022 – 2023 – Q3: The first ever DEI SLO Business Grant was launched in February 2023. c. FY 2022 – 2023 – Q3: The completion of a Multicultural Design Research conducted by Cal Poly students that highlight the importance of specific programming and spaces that foster community wellbeing. Community Education & Programming a. FY 2021 - 2022 – Q4: The first Diversity Speaker Series event, intended to create community engagement and designed to inspire connection, dialogue, and educational learning, took place in April of 2022. b. FY 2022 - 2023 – Q3: The DEI Symposium, a regional collaborative effort between different regional city and county governments, took place in October of 2022 in Santa Maria. Due to staff turnover, (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. Page 201 of 349 Item 7a Draft Strategic Plan Framework A strategic plan is the best practice to ensure the continuity and long-term impact of DEI in the City. The purpose of the draft DEI Strategic Plan Framework (Attachment A) is to provide an outline of the potential pillars, goals and objectives of a strategic plan that aligns the City’s initiatives including the adopted DEI MCG and the workplan with the expectations of the Council and community. The draft DEI Strategic Plan Framework was developed using the recommendations identified by the DEI Task Force that have been refined based on additional feedback from the DEI Internal Audit, the work developed as part of a collaborative process with City department and the Internal DEI Committee, lesson learned through MCG work implemented to date and feedback from community partners and interest groups. Staff will incorporate Council’s comments and feedback on the draft DEI Strategic Plan Framework and proposed public engagement into the development of the final DEI Strategic Plan. The draft DEI Strategic Plan Framework is included in Attachment A and also includes a vision statement and illustrative examples of potential tasks under each supporting objective. All aspects of the plan will be included as a part of the public engagement with the final DEI Strategic Plan scheduled for City Council consideration in Winter of 2024. Components July 2023 Aug. 2023 Sept. 2023 Oct. 2023 Nov. 2023 Dec. 2023 Jan. 2024 Feb. 2024 Mar. 2024 April 2024 May 2024 June 2024 Project Coordination & Meetings X X X X Resource Review & Data Analysis X X X X X X Public Outreach X X X X X Strategic Plan Content X X X X X X Adoption & Implementation X X X X X X Page 202 of 349 Item 7a 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 framework is comprised of four pillars. These pillars can take place and work simultaneously or concurrently, feed and reinforce each other, thus creating a system, narrative, and day-to-day operations aligning with the City’s values and furthering the application of DEI. The table below describes the four pillars within the framework to help solidify and expand on the current strategies and efforts built within the City: Draft DEI Strategic Plan Framework Pillars Goal Supporting Objectives I. Organizational Culture & Structure Enhance and promote an organization driven by transformational change that encourages exposure to education and training opportunities that reinforce efforts toward a diverse work environment that fosters a place of belonging for all City employees 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 II. Communications Develop compelling internal and external DEI messaging, either verbal, written, nonverbal, or visual, that encourages dialogue and fosters a sense of belonging among staff and the community members. Strengthen Transparency & Trust for all Communities Engage in DEI Branding Develop & Implement Language Standards & Narrative Reinforcement III. Community Development & Support Reinforce and expand community partners diversity, equity, and inclusion programming that foster a welcoming community-wide environment and a stronger sense of Develop and Establish Multicultural Programming Promote Awareness & Inclusion Page 203 of 349 Item 7a belonging for all consistent with the City’s engagement and commitment to DEI. 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 long-term transformational change and continue to support further implementation of DEI strategies and initiatives. Invest & Sustain in Innovative Grant Activities Review Metrics & Conduct Data Analysis The 2023-2025 Major City Goal workplan is consistently aligned with the draft DEI Strategic Plan Framework goals and will serve as the basis for the tasks for the first two years of the strategic plan. Metrics and Measurable Outcomes Metrics and performance measures are critical to determine the success of the DEI Strategic Plan. Upon further approval of the draft DEI Strategic Plan Framework and participation from key community partners and interest groups, specific and meaningful metrics and outcome measures will be built within each supporting objective and task. In general, metrics and outcomes will measure success of training activities, information retained by staff, content application, training lessons prioritization, visibility and communication efforts, and community engagement and partnership. Public Engagement As part of the development of the DEI Strategic Plan, the Office of DEI will be planning and facilitating a series of public engagement activities throughout the first and second quarter of Fiscal Year 2023-2024. These activities will follow the Inform, Consult, and Collaborate guidelines identified in the City’s Public Engagement and Noticing Manual to best engage with the public. Staff will also use the updated interest group lists from the manual to make direct connections to underserved/underrepresented groups to ensure diverse representation in feedback received. Staff will also engage with City employees on the items specific to the City organization. Page 204 of 349 Item 7a The proposed public engagement activities include: 1. Connect with Community Partners and Interest Groups: community involvement is an essential component of the planning process. Substantive interaction with key members of the community ensures that the DEI Strategic Plan is well informed, and strategies and recommendations are prioritized and supported by the community. The Office of DEI has already established long -standing partnerships with many local groups and will connect with these groups as a part of the engagement planning process. 2. Group Interviews and Community Wide-Surveys: The Office of DEI will conduct interest group interviews with representatives from diverse groups and communities as well as provide a survey available to the public at large. 3. Public Workshops: The Office of DEI will facilitate a workshop to engage the community in the preparation of the final Strategic Plan. The workshops will be structured as settings to receive feedback on the DEI Strategic Plan, shape final strategies and tasks and help ensure successful implementation. The format of workshops will include breakout group discussions, mapping exercises, and scenario planning as required to gather pertinent information. 4. Follow Up and Continued Engagement: The Office of DEI will follow up with groups and representatives engaged in the process with the final and post final plan on the City’s website prior to returning to Council. The Office of DEI will include all community members engaged in the process in future City DEI communications. Focus Questions for Council: 1. Does the Council concur with the vision statement included in the plan? 2. Is the Council comfortable with the four proposed pillars? 3. Does City Council recommend any additions, a lternatives, or edits to the supporting objectives? 4. Does the Council feel the proposed approach to public engagement is sufficient? ENVIRONMENTAL REVIEW The California Environmental Quality Act (CEQA) does not apply to the recommended actions in this report because the actions do not constitute a “Project” under CEQA Guidelines Section 15378. Once a draft Strategic Plan is created, it will be evaluated to determine if the plan or any of its components require environmental review under CEQA prior to adoption. FISCAL IMPACT Budgeted: Yes Budget Year: 2022-23 Funding Identified: Yes Page 205 of 349 Item 7a Fiscal Analysis: Funding Sources Total Budget Available Current Funding Request Remaining Balance Annual Ongoing Cost General Fund $35,000 $ $35,000 $ State Federal Fees Other TOTAL $35,000 $ $35,000 $ Funds in the amount of $35,000 were allocated for the development of the DEI Strategic Plan which will include the support from consulting services to help develop the plan. ALTERNATIVES Continue consideration for this item to a future meeting. If the City Council does not have sufficient information to provide direction to staff, or if additional time is needed for discussion, the Council can continue consideration of the item to a future meeting. If the City Council decides to continue the meeting, staff requests direction on any additional information needed to complete the discussion. ATTACHMENTS A – Draft DEI Strategic Plan Framework Page 206 of 349 Draft DEI Strategic Plan Framework 1 | P a g e DIVERSITY, EQUITY, & INCLUSION STRATEGIC PLAN 2023-2028 Draft DEI Strategic Plan Framework PILLARS Page 207 of 349 Draft DEI Strategic Plan Framework 2 | P a g e 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, inclusivity, regionalism, partnership, and resiliency. Goal Statement We envision a San Luis Obispo that is welcoming, inclusive, and safe. Our city values diversity, promotes equity and belonging, actively denounces systemic racism, and believes that both in value and practice, San Luis Obispo can be a place where all members regardless of race, ethnicity, gender identity, sexuality, religion, or ability are represented, respected, valued and heard. Expectations The City will engage in activities that advance DEI within the organization and community: 1. Develop and implement strategies, programs, and policies that build a workplace culture and community of inclusion, fairness, and belonging for all. 2. Involve underserved/underrepresented communities and diverse voices in program development and delivery to ensure current lived experiences drive understanding, priorities, and efforts. 3. Partner with proven community providers and utilize best practice and innovative models to leverage City resources and maximize effectiveness and impact of initiatives. 4. Identify and track measurable results as the City progresses in maturing diversity and inclusion efforts. Page 208 of 349 Draft DEI Strategic Plan Framework 3 | P a g e ORGANIZATIONAL CULTURE & STRUCTURE Goal Enhance and promote an organization driven by transformational change that encourages exposure to education and training opportunities that reinforce efforts toward a diverse work environment that fosters a place of belonging for all City employees and creates an engaged system for employment development and community engagement. 1. Supporting Objectives a. Transformational Governance Illustrative Examples: 1) 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. 2) Develop and implement a standard DEI language guide to help support and inform day-to-day engagement with the City’s community members and reflecting the commitment to diverse community engagement. 3) Develop and implement specialized DEI trainings for leadership and management to emphasize transformational change from within while promoting mentorship opportunities for employees at all levels. b Embed DEI Education and Training Practices Illustrative Examples: 1) Conduct and operationalize baseline cultural awareness trainings and education sessions for all staff to increase exposure to information and encourage dialogue. 2) Develop a plan with the DEI Internal Committee and department leadership that focuses on the needs of each department and the application of DEI within their respective fields. 3) Update and provide resources using the internal DEI website to engage staff in knowledge-acquisition and skill-retention opportunities. c Enhance Work Environment Page 209 of 349 Draft DEI Strategic Plan Framework 4 | P a g e Illustrative Examples: 1) Development and integration of a work program dedicated to conduct yearly internal review 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, equity, and inclusion. 2) Develop and implement a biennial comprehensive staff survey that will: a. Inform the Office of DEI of needed training improvements. b. Measure success and challenges of current strategies. 3) Conduct staff focus groups that will inform current and new strategies that align with staff’s approach in creating inclusive work environments. 4) 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 Illustrative Examples: 1) 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. 2) 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. 3) Develop and implement staff-led workgroups to advance DEI initiatives related to their department/division needs. Page 210 of 349 Draft DEI Strategic Plan Framework 5 | P a g e COMMUNICATIONS Goal Develop compelling internal and external DEI messaging, either verbal, written, nonverbal, or visual, that encourages dialogue and fosters a sense of belonging among staff and the community members. 2. Supporting Objectives a. Strengthen Transparency & Trust for all Communities Illustrative Examples: 1) 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. 2) Communicate to the community the results of our internal efforts, such as trainings, forums, and other activities that support the implementation of the DEI work. 3) Inform to the community and partners about the results of external efforts that advances DEI within the entire community. b. Engage in DEI Branding Illustrative Examples: 1) Consistently update the DEI page on the City’s website and the internal DEI website with resources, information, and materials while keeping in mind accessibility for various communities (Veteran, LGBTQIA+, Black/African American, Asian/Asian American/Desi, Native American, Latino/Latinx/Hispanic communities). 2) Support the Communications Program in the training and implementation of the Public Engagement & Noticing (PEN) Manual to enhance outreach and communication practices with all communities. c. Develop & Implement Language Standards & Narrative Reinforcement Illustrative Examples: 1) Craft and issue internal and external communication about DEI messaging in response to local, state, or national events impacting various communities. Page 211 of 349 Draft DEI Strategic Plan Framework 6 | P a g e 2) Develop and release cultural messaging throughout the year that highlights diversity, equity, and inclusion that are critical to create safe spaces that reinforce the City’s commitment to DEI. 3) Develop a glossary of commonly used terms consistent, reflective, and inclusive of DEI practices and strategies that creates a welcoming and safe space in the workplace and the communities we serve. Page 212 of 349 Draft DEI Strategic Plan Framework 7 | P a g e COMMUNITY DEVELOPMENT & SUPPORT Goal Reinforce and expand community partners diversity, equity, and inclusion programming that foster a welcoming community-wide environment and a stronger sense of belonging for all consistent with the City’s engagement and commitment to DEI. 3. Supporting Objectives a. Develop and Establish Multicultural Programming Illustrative Examples: 1) Collaborate with community partners and interest groups to identify and implement key learning and educational sessions that are meaningful and create a collaborative space for learning and perspective sharing. 2) Study the feasibility of implementing communal and collective spaces that create accessible safe spaces of belonging for underserved/underrepresented communities. b. Promote Awareness & Inclusion Illustrative Examples: 1) Consistently provide venues and spaces throughout the community for community partners and interest groups to raise awareness on social issues and/or presentations highlighting the local history and its impact in the community. 2) Provide space or host forums for community partners and interest groups that represent or provide services to underserved/underrepresented communities to come together and provide educational opportunities to the entire community and the City staff. c. Increase Visibility & Representation Illustrative Examples: 1) Support community partners’ activities and efforts that engage the overall community on DEI initiatives. 2) Develop a pilot program in collaboration with local community partners and interest groups to highlight successful projects, activities, and lessons learned in their work to create structural change. Page 213 of 349 Draft DEI Strategic Plan Framework 8 | P a g e ADAPTABILITY & SUSTAINABILITY Goal Welcome and embed new concepts, perspectives, practices, and lessons learned driven by local communities and the City’s needs to best navigate long-term transformational change and continue to support further implementation of DEI strategies and initiatives. 4. Supporting Objectives a. Invest and Sustain in Innovative Grant Activities Illustrative Examples: i. Continue to support and strengthen community partners and interest groups’ DEI efforts consistently and intentionally. ii. Support local non-profits and community groups with available funding in furthering their services and vision that contribute to a more diverse, equitable, and inclusive community. iii. Evaluate grant programs and recommend changes to ensure greatest impact of outreach, engagement, and services reach to diverse communities. b. Review Metrics & Conduct Data Analysis Illustrative Examples: i. Review City demographic data, measure changes overtime, and report on the DEI website. ii. Foster cross-collaboration between non-profits and businesses to create engaging programs and partnerships to leverage resources and create long-term change in the entire community. iii. Monitor and employ comprehensive community demographic data to best pursue public engagement initiatives. iv. Create outcome measures and metrics consistent with the development and implementation of the DEI Strategic Plan. Page 214 of 349 S L O C I T Y. O R G S L O C I T Y . O R G RECOMMENDATION: HOLD A STUDY SESSION TO RECEIVE AN UPDATE ON THE IMPLEMENTATION OF THE DIVERSITY, EQUITY, AND INCLUSION (DEI) MAJOR CITY GOAL (MCG) AND PROVIDE DIRECTION ON THE DEVELOPMENT OF THE CITY’S DEI STRATEGIC PLAN. DEI Timeline Accomplishments Draft DEI Strategic Plan Framework Public Engagement Next Steps Sept. 2020 –Jan. 2021 DEI Foundation DEI Taskforce DEI Internal Audit DEI Internal Employee Committee Jan. 2021 DEI High Impact Grants First round of grants FY 2021-2023 Major City Goal City Council adopted the 2021- 2023 Major City Goal for Diversity, Equity, & Inclusion. Feb. 2022 DEI Office & Programming Humans Relations Commission Cal Poly & City MOU HR Trainings & Strategies Human Services Grants Feb. 2023 -Current Major City Goal for FY 2023-25 Expanding and enhancing partnerships DEI Strategic Plan Framework Multicultural Programming Grant Programming HRC & Grants Multicultural Programming DEI Strategic Plan Diversity Partner Network Employee Trainings & Engagement Goals Supporting Objectives Illustrative Examples S L O C I T Y . O R G The City of San Luis Obispo is a dynamic community embracing its future while respecting its past with core values of civility, sustainability, inclusivity, regionalism, partnership, and resiliency. We envision a San Luis Obispo that is welcoming, inclusive, and safe. Our city values diversity, promotes equity and belonging, actively denounces systemic racism and believes that both in value and practice, San Luis Obispo can be a place where all members regardless of race, ethnicity, gender identity, sexuality, religion, or ability are represented, respected, valued and heard. The City will engage in activities that advance DEI within the organization and community: 1)Develop and implement strategies, programs, and policies that build a workplace culture and community of inclusion, fairness, and belonging for all. 2)Involve underserved/underrepresented communities and diverse voices in program development and delivery to ensure current lived experiences drive understanding, priorities, and efforts. 3)Partner with proven community providers and utilize best practice and innovative models to leverage City resources and maximize effectiveness and impact of initiatives. 4)Identify and track measurable results as the City progresses in maturing diversity and inclusion efforts. S L O C I T Y . O R G Enhance and promote an organization driven by transformational change that encourages exposure to education and training opportunities that reinforce efforts toward a diverse work environment that fosters a place of belonging for all City employees and creates an engaged system for employment development and community engagement. 1)Transformational Governance 2)Embed DEI Education and Training Practices 3)Enhance Work Environment 4)Enhance Career & Employment Experience a)Language Guide b)Baseline Trainings for all staff c)Provide DEI trainings and resources d)Internal review of programs e)Staff surveys and focus groups f)Staff-led workgroups S L O C I T Y . O R G Develop compelling internal and external DEI messaging, either verbal, written, nonverbal, or visual, that encourages dialogue and fosters a sense of belonging among staff and the community members. 1)Strengthen Transparency and Trust for all Communities 2)Engage in DEI Branding 3)Develop and Implement Language Standards & Narrative Reinforcement a)Consistent and regular DEI messaging within city organization b)Transparent communication on internal efforts to the community c)Consistently update DEI Webpage (internal and external) d)Support the Communications Program in the PEN manual training and implementation S L O C I T Y . O R G Reinforce and expand community partners diversity, equity, and inclusion programming that foster a welcoming community-wide environment and a stronger sense of belonging for all consistent with the City’s engagement and commitment to DEI. 1)Develop and Establish Multicultural Programming 2)Promote Awareness and Inclusion 3)Increase Visibility and Representation a)Community learning and educational sessions b)Provide space and host community partners to create opportunities for participation c)Promote & support partners’ activities and efforts. S L O C I T Y . O R G Welcome and embed new concepts, perspectives, practices, and lessons learned driven by local communities and the City’s needs to best navigate long-term transformational change and continue to support further implementation of DEI strategies and initiatives. 1)Invest and Sustain in Innovative Grant Activities 2)Review Metrics and Conduct Data Analysis a)Consistent and intentional support to community partners b)Evaluate grant programs and recommend changes to ensure greatest community impact c)Foster cross-collaboration between non- profits and businesses to create engaging programs and partnerships Connect with Community Partners Group Interviews and Community Wide Surveys DEI Public Workshop •Does the Council concur with the DEI vision statement in the plan? •Is the Council comfortable with the four proposed pillars? •Does City Council recommend any additions, alternatives, or edits to the supporting objectives? •Does City Council feel the proposed approach to public engagement is sufficient? S L O C I T Y . O R G RECOMMENDATION: HOLD A STUDY SESSION TO RECEIVE AN UPDATE ON THE IMPLEMENTATION OF THE DIVERSITY, EQUITY, AND INCLUSION (DEI) MAJOR CITY GOAL (MCG) AND PROVIDE DIRECTION ON THE DEVELOPMENT OF THE CITY’S DEI STRATEGIC PLAN.