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Home My WebLink About07-09-2025 HRC Presentation - Special MeetingSpecial Meeting July 9, 2025 Library Community Room At this time, people may address the Commission on items not on the agenda. Items raised are generally referred to staff and, if action by the Commission is necessary, may be scheduled for a future meeting. •If you would like to speak on items NOT ON THE AGENDA, please complete a speaker card. •When the Chair calls your name, you can begin your public comment. •Please clearly state your full name, city of residence, and whether you represent a business or group •Limit comments to 3 minutes or less Public Comment Consideration of Minutes of the Human Relations Commission meetings of June 4, 2025. _____________________________________________________________________ Recommendation: To approve the Human Relations Commission Minutes of June 4, 2025. DEI Strategic Plan Implementation Update _____________________________________________________________________ Recommendation: Receive and file the DEI Strategic Plan implementation update. HRC Special Meeting, July 9, 2025 2020 DEI Task Force 2021 Recommendatio ns to City Council to Advance DEI 2021 Internal DEI Audit Report 2021-23 Major City Goal 2023-25 Major City Goal 2025-27 Major City Goal FEBJAN 2024NOVDECMAY 2023 OCTJUNEJULYAUGSEPT RESEARCH & PRESENTATION OUTREACH & ENGAGEMENT DEVELOPMENT & IMPLEMENTATION Council Study Session Community Wide Vision Survey Community & Expert engagement Consultant Procurement Expert 1-on-1 meetings Draft Plan to Human Relations Commission Community Workshops City Council Meeting City Leadership engagement MAJOR CITY GOAL TASK IMPLEMENTATION UPDATE Work with Cal Poly and Cuesta College to host interns. (MCG #2.1.b) The Office of DEI has hosted Cal Poly students and has continued to expand this effort in CY 2025 with two new interns from Cal Poly. The Office of DEI has also recently finalized an internship posting to host Cuesta College studies this summer. Explore and develop shared multicultural programming, activities, and events with Cal Poly, Cuesta College, and non-profit partners through a pilot and/or pop-up multicultural center experience. (MCG #2.6.d) Cal Poly and the Office of DEI collaborated to create the Community Belonging Series during FYs 2023-25. Next steps will be evaluating the outcomes of the series (participation, feedback, etc.) to determine a follow up plan. Provide financial assistance to qualified families through City funded scholarships for youth related programs such as: before/after school childcare, spring break & summer camps, swim lessons, and after school sport programs. (MCG #2.8.d) In FY 2024–25, Parks & Rec awarded $33,500 in fee reduction scholarships to 38 qualifying children. Funding in the amount of $25,000 is included in the 2025–27 Financial Plan to continue supporting this program. MAJOR CITY GOAL TASK IMPLEMENTATION UPDATE Further develop purpose, role, activities and enhance impact of DEI Employee Committee, including equal standing and priority to tasks and responsibilities assigned to the members (e.g. Employee Resource Groups (ERGs), newsletters, cultural celebrations, trainings, internal communication, public web pages, etc.). (MCG #2.1.c) The DEI Employee Committee has continuously met and produced internal newsletters in addition to other activities. The Office of DEI is working to formalize the work and has recently completed a committee charter, which clarifies roles and responsibilities, including the creation of subcommittees and a fiscal year workplan. Provide DEI-related training for all staff of all levels (Council, Commissions, Advisory Boards, Directors, Managers, Staff, etc.) (MCG #2.4.c) The Office of DEI has begun work with contractors to assist in the training and development of staff on DEI topics. One contractor will be working with Leadership and Management. Other contractors will be doing “train the trainer” workshops. Complete a planning study for gender inclusive restroom and sleeping facilities for Fire Stations 3 & 4. Process with design work pending results of study. (MCG #2.4.d) The study has been completed and gender inclusivity is being incorporated into design of tenant improvements for Fire Stations 3 & 4. MAJOR CITY GOAL TASK IMPLEMENTATION UPDATE Design and implement programs aimed at removing barriers and increasing the representation of Black and Indigenous People of Color (BIPOC) and LGBTQIA2S+ communities in all City advisory bodies. Including the process to track demographic data for City volunteers and unpaid advisory body members. (MCG #2.b) The Office of DEI is working with Diversity Coalition to create and add this module to the existing BIPOC Leadership Board Training, as a separate workshop. The goal is to begin this in the fall of 2025. Develop and release a “how to” guide in Spanish and other languages on how to participate in public meetings and share public comment. (MCG #2.d) Draft “How To” guide has been completed and reviewed by DEI Employee Committee. The next steps are designing it and having it reviewed by the Clerk’s Office. It will then be translated before presenting/posting it. Incorporate a land acknowledgement into City Council meetings and advisory body meetings. (MCG #2.e) Revised Land Acknowledgment has developed in collaboration with internal staff. The new Land Acknowledgment will now be vetted by Tribal partners. MAJOR CITY GOAL TASK IMPLEMENTATION UPDATE Promote DEI best practices in Police Department (PD) recruiting and hiring efforts. Assess and develop enhancements processes such as implementing DEI‐focused screening and interviewing trainings to personnel and interview panels. (MCG #4.b) The Office of DEI is utilizing interns as well as specific subcommittees of the DEI Employee Committee to research best practices in recruitment for PD and other staff. DEI interns have already begun research on best practices, which will then be presented to HR. Examine policies and programs to support primary caretakers. Continue communicating childcare options and resources for City employees; additional to First 5 findings. Explore flex schedules, job share, remote options, etc. (MCG #4.c) The first step to addressing both tasks is to take the County’s Family Friendly Workplace Assessment. The Office of DEI will then evaluate the results and utilize one of the subcommittee of the DEI Employee Committee to determine next steps. MAJOR CITY GOAL TASK IMPLEMENTATION UPDATE Research and explore a parking validation program for in- person attendance at City Council meetings. This item is completed as it has been operationalized and includes validation for Advisory Body meetings as well. Annually revise and enhance DEI section in the City’s Legislative Platform. City's Legislative Platform for 2025-2026 reviewed by the Office of DEI and recommendations were provided. Develop and implement a DEI language toolkit for City staff that includes guidelines to address inequities while also building better practices. A draft language toolkit has been developed and is being reviewed and completed by DEI interns and staff. Explore, research, and implement the development of a Racial Equity Statement and a Gender Equity Statement to support the Community Development Department in their collaborative housing and homelessness funding opportunities. This item has been completed and both statements are being implemented. MAJOR CITY GOAL TASK IMPLEMENTATION UPDATE Develop a Bias and Hate Incident Reporting process in collaboration with the Police Department and work with the Human Relations Commission (HRC) to review citywide hate crime and incident data on a quarterly basis and identify appropriate supportive action(s) through the Office of DEI. The PD will be providing the Office of DEI with hate crime and incident data on a quarterly basis. The reporting process and resources to support victims are included in the DEI and PD websites. The Office of DEI is also working on a Responding to Hate Toolkit. Collaborate with the Fire Department and other interested departments to expand their internship and mentorship program to remove barriers and increase diverse recruitment practices and employment retention. This was operationalized in 2023 and 2024 and the Fire Department saw increases in diverse applicants. The internship is ongoing and expanding. Citywide Single Vote System •The Office of DEI, in collaboration with other departments within the City, will implement a robust communications plan to inform City residents of the new voting system in time for the November 2026 election. Title VI Implementation Plan •The Office of DEI, in collaboration with other departments within the City, is working on drafting a Title VI Implementation Plan for our Public Works services, in compliance with state and federal requirements. At this time, people may address the Commission on this item. Items raised are generally referred to staff and, if action by the Commission is necessary, may be scheduled for a future meeting. •If you would like to speak on this items, please complete a speaker card. •When the Chair calls your name, you can begin your public comment. •Please clearly state your full name, city of residence, and whether you represent a business or group •Limit comments to 3 minutes or less Public Comment 2025-26 Human Relations Commission Workplan Discussion _____________________________________________________________________ Recommendation: Review, provide feedback, and approve or request changes to the 2025 -26 Human Relations Commission Workplan draft document. Meeting Date Core Focus Workplan August 6, 2025 Human Services Grant Workshop & Finalize HRC 2025-26 Workplan 1.Initiate discussion of Annual Community Needs & Grant Workshop for the 26-27 Human Services Grant. 2.DEI High Impact Grant Review Subcommittee Selection 3.HRC Council Liaison Visit 4.Finalize HRC 25-26 Workplan (if necessary) September 3, 2025 Grant Community Workshops 1.24-25 Human Services Grant Year-End Report Review 2.Annual Community Needs and Grant workshop for the Community Development Block Grant 3.Annual Community Needs and Grant workshop for the Human Services Grant October 1, 2025 Report Review 1.24-25 DEI High Impact Grant Mid-Year Report Review November 5, 2025 Public Hearing on Grant Funding Recommendations 1.CDBG public hearing and preliminary funding recommendations to Council 2.DEI High Impact Grant public hearing and preliminary funding recommendations to Council December 3, 2025 Grant Planning 1.25-26 DEI High Impact Grant Liaison Selection 2.26-27 Human Services Grant Review Subcommittee Selection Meeting Date Core Focus Workplan January 7, 2026 N/A Meeting cancelled February 4, 2026 Report Review and HRC Planning 1.25-26 Human Services Grant Mid-Year Report Review 2.25-26 DEI High Impact Grant Year-End Report Review 3.2025-26 HRC Workplan Review and Update March 4, 2026 1. HRC Strategic Planning April 1, 2026 Public Hearing on Grant Funding Recommendations 1.HSG 26-27 Public Hearing and preliminary funding recommendations to Council May 6, 2026 Social Media/Impact 1.Discussion on the use of social media and impact reports from grantees June 3, 2026 July 1, 2026 HRC Workplan 1.Create the 2026-27 Workplan 2.DEI Strategic Plan Implementation Update Bike Rack:1) Hate Toolkit; 2) Youth-related programming At this time, people may address the Commission on this item. Items raised are generally referred to staff and, if action by the Commission is necessary, may be scheduled for a future meeting. •If you would like to speak on this item, please complete a speaker card. •When the Chair calls your name, you can begin your public comment. •Please clearly state your full name, city of residence, and whether you represent a business or group •Limit comments to 3 minutes or less Public Comment The next Regular Meeting of the Human Relations Commission is scheduled for Wednesday, August 6, 2025, at 5:00 p.m. In-person Council Hearing room