HomeMy WebLinkAboutItem 4a. Overview of the Responding to Hate and Bias Community Toolkit Item 4a
Human Relations Commission
Agenda Report
For Agenda of: 11/5/2025
Item Number: 4a
FROM: Samantha Vethavanam, DEI Administrative Specialist
Phone Number: (805) 781-7064
E-mail: svethava@slocity.org
SUBJECT: OVERVIEW OF THE RESPONDING TO HATE AND BIAS COMMUNITY
TOOLKIT
RECOMMENDATION
Receive a presentation on the draft “Responding to Hate and Bias: A Community Toolkit
for Prevention, Support, and Action” and provide feedback as necessary.
BACKGROUND
On August 2, 2023, during the regular meeting of the Human Relations Commission
(HRC), a member of the public provided public comment requesting the HRC recommend
to the City Council to include a statement, as part of the DEI Strategic Plan, denouncing
hate incidents and to develop a Hate Incident Response Guideline geared toward
addressing the community’s needs.
Subsequently, community engagement and development began for the City’s Diversity,
Equity, and Inclusion Strategic Plan, which was adopted by City Council in February 2024.
The adopted Diversity, Equity, and Inclusion Strategic Plan included a specific tactic that
directed the Office of Diversity, Equity, and Inclusion to:
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.
While the bias and hate reporting process has already been developed and is included
on the Diversity, Equity, and Inclusion and San Luis Obispo Police Department’s
webpages, along with updated hate crime data, the development and dissemination of
the Hate and Bias Community Toolkit (Attachment A) is the first step for appropriate
supportive actions through the Office of Diversity, Equity, and Inclusion.
Development for the toolkit, formally titled “Responding to Hate and Bias: A Community
Toolkit for Prevention, Support, and Action,” began in development with the City’s Public
Communications Manager shortly after receiving the above-mentioned public comment,
in summer of 2023. It was then reviewed by internal staff from the City’s Diversity, Equity,
Page 9 of 176
Item 4a
and Inclusion Employee Committee. When new staff took over the Office of Diversity,
Equity, and Inclusion, the toolkit was revisited and completed. It is now in draft form for
review by the Human Relations Commission (HRC).
The toolkit has an introduction and six sections, which include:
1) Key Terms and Definitions
2) Identifying and Reporting Hate and Bias
3) Prevention – Community Action for Change
4) Responding to Hate and Bias in Everyday Life
5) Responding to Hate in the Workplace
6) Final Thoughts and Wrap-Up
It is important to note that the toolkit is not yet ready for dissemination, as is it still in draft
form.
NEXT STEPS
Staff will receive feedback from the HRC on the toolkit, revise the toolkit as needed, and
present to City leadership for review and approval before introducing it to the community
at large.
ATTACHMENTS
A - DRAFT_Responding to Hate and Bias Community Toolkit
Page 10 of 176
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Responding to Hate and Bias:
A Community Toolkit for
Prevention, Support, and Action
2025
City of San Luis Obispo
Office of Diversity, Equity, and Inclusion
This toolkit was created to support individuals, neighborhoods, and community groups across San Luis
Obispo in building a city where everyone feels safe, valued, and a true sense of belonging. Hate, bias,
and discrimination have no place in our community and addressing them takes all of us.
This resource is one part of the City’s ongoing commitment to fostering inclusion and denouncing hate
in all its forms. It’s important to note that some behaviors may be hurtful but are protected under the
Constitution. The City’s role is not to regulate speech but to support those impacted and encourage
respectful dialogue.
Inside, you’ll find a brief history that includes discrimination and exclusion; it also has a history of
resilience, cultural contributions, and community building across generations; examples of ongoing
inequities today; practical tools and information to help you recognize, respond to, and prevent acts of
hate or bias. Whether you’re a concerned neighbor, a community leader, or someone who just wants to
make a difference.
This is a living document and will continue to evolve over time. The City of San Luis Obispo Office of
Diversity, Equity, and Inclusion encourages you to explore it, share it, and take action using the
resources within.
Page 11 of 176
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
"THE CITY OF SAN LUIS OBISPO IS A PLACE WHERE EVERYONE BELONGS,
WHERE WE VALUE DIVERSITY AND EMBRACE INCLUSION AS A STRENGTH.
HATE, BIAS, AND DISCRIMINATION HAVE NO PLACE IN OUR COMMUNITY, AND
WE REJECT THEM WHOLEHEARTEDLY. WE BELIEVE THAT COMMUNICATION,
LEARNING, AND A SHARED COMMITMENT TO JUSTICE ARE ESSENTIAL
STEPS TOWARD BUILDING A CITY THAT TRULY WELCOMES ALL. MY HOPE IS
THAT THIS TOOLKIT OFFERS NOT JUST INFORMATION, BUT INSPIRATION
AND TOOLS THAT EMPOWER YOU TO TAKE ACTION, CONNECT WITH
OTHERS, AND HELP MAKE SAN LUIS OBISPO A SAFER, MORE INCLUSIVE
PLACE FOR EVERYONE."
Matt Pennon, Manager, Office of Diversity, Equity, and Inclusion
Page 12 of 176
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Table of Contents
Introduction ............................................................................................................................................ 1
History of Hate, Bias, and Discrimination in San Luis Obispo & California .......................................... 1
Looking Forward: Creating a More Welcoming San Luis Obispo ........................................................ 5
Quick Guide: Reporting Hate in San Luis Obispo ................................................................................... 7
Section 1: Key Terms and Definitions .................................................................................................... 8
Protected Classes and Groups ........................................................................................................... 8
Identity and Social Groups ................................................................................................................. 9
Oppression ....................................................................................................................................... 10
Section 2: Identifying and Reporting Hate and Bias ............................................................................. 10
What are Hate, Bias and Discrimination? ......................................................................................... 11
What are Hate Crimes and Hate Incidents? ..................................................................................... 12
How to Report Hate Crimes and Incidents to the City of San Luis Obispo ........................................ 14
Hate Graffiti/Posters Situational Guide ............................................................................................. 15
How to Report Hate Crimes or Hate Incidents to the State of California ........................................... 15
Section 3: Prevention - Community Action for Change......................................................................... 16
Statements of Action ........................................................................................................................ 16
Community Organizing Tools ........................................................................................................... 18
Section 4: Responding to Hate and Bias in Everyday Life .................................................................... 20
How to Become a “Curiosity Keeper” ............................................................................................... 20
How to Respect Identity and Social Groups ..................................................................................... 20
How to Support People Who Experience Hate ................................................................................. 21
How to Intervene as a Bystander-Upstander .................................................................................... 21
Hate Graffiti/Posters Situational Guide ............................................................................................. 21
Section 5: Responding to Hate in the Workplace ................................................................................. 22
Calling Out ....................................................................................................................................... 22
Calling In .......................................................................................................................................... 22
Quick Tips ........................................................................................................................................ 23
Focus on behaviors, not character ............................................................................................ 23
Offer resources or a path to learn ............................................................................................. 24
Follow up if needed and give people time to reflect ................................................................. 24
Section 6: Final Thoughts and Wrap-Up .............................................................................................. 24
Page 13 of 176
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Readiness and Learning .................................................................................................................. 24
Final Thoughts from the Office of Diversity, Equity, and Inclusion .................................................... 28
APPENDIX .......................................................................................................................................... 29
Appendix A – Social Identity ............................................................................................................. 29
Appendix B - Oppression ................................................................................................................. 30
Page 14 of 176
1
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Introduction
In San Luis Obispo, each of us has a stake in creating a community where everyone feels safe, valued,
and welcome. Unfortunately, hate and bigotry can undermine the San Luis Obispo we all envision for
ourselves and each other, and we must work together to actively create an environment where this
hatred and bigotry are unacceptable. This toolkit is designed to support you, your neighborhood, and
your communities in this effort.
Hate and bias can harm our neighbors and weaken community trust. By working together, we
can actively create an environment where respect, safety, and belonging are the norm in San
Luis Obispo.
Community members can use this toolkit to help address and plan responses to hateful and biased
activity through community education, action, and support. Community members can also refer to this
toolkit for ways to build deeper connections and greater resilience in San Luis Obispo.
The first step to addressing hate is learning to recognize it and understand its impact on our
community. The following section will help inform you of the risk and impact of hate and intolerance by
showing a brief history of hate, bias, and discrimination in San Luis Obispo.
History of Hate, Bias, and Discrimination in San Luis Obispo & California
To prevent and respond to hate, bias, and discrimination in San Luis Obispo, we must first understand
its history. While San Luis Obispo, like many communities, has a history that includes discrimination
and exclusion, it also has a history of resilience, cultural contributions, and community building
across generations. Understanding both helps us learn from the past while strengthening our future
together.
This history does not define who we are today, but
understanding it helps us build a stronger, more
welcoming future. It’s important to understand and
recognize that, while there are accounts of
discrimination locally and across the state, there are
also many positive local examples of inclusion,
resilience and contributions of diverse groups.
It’s important to note that the following is not a complete
history but aims to provide a balanced and brief look at
both the history of resilience and inequities in San Luis
Obispo.
Page 15 of 176
2
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
The historical roots of San Luis Obispo are rich and complex, anchored by the enduring presence of
Indigenous Peoples dating back at least 15,000 years in the Diablo Canyon region. yak titʸu titʸu yak
tiłhini Northern Chumash Tribe (ytt) of San Luis Obispo County and Region has called the
region home for over 10,000 years, and these first peoples have been integral in the historical
development of the City of San Luis Obispo.
Spanish invasion and colonization in 1769 led to the establishment of the Missions throughout
California. The San Luis Obispo de Tolosa Mission was founded in 1772, around which the City of
San Luis Obispo was first developed.
While the establishment of the mission system played a significant role in the cultural transformation of
the area, it ultimately had a devastating effect on local Indigenous peoples throughout what would
become California. Forced relocation and labor, introduced diseases, and intentional suppression
of traditional lifestyles had far-reaching and long-term impacts on San Luis Obispo’s Indigenous
inhabitants and the peoples of neighboring territories.
As a result of the establishment of Mission San Luis Obispo, by 1804 most of the Indigenous villages in
the area were forcibly abandoned as the Spanish decreed all converted Indigenous peoples must live in
the missions. Despite this history, ytt Northern Chumash culture has survived and is in the midst of an
unprecedented revival. The tribe continues to work towards tribal preservation to protect and promote
this unique culture, thanks to partnerships with The Land Consedrvancy of San Luis Obispo County
and the City’s commitment to conserving Open Space.
Through partnerships with private, nonprofit, local, state, and federal entities, the tribe are committed to
building positive relationships and understanding of ytt Northern Chumash people and vision for the
region.
After Mexico won its independence from Spain in 1821, the Mexican government made various acts
to diminish the independent power of the California Missions but did little to help restore Indigenous
lands and cultures. From 1837 to 1846, Mexican land grants were distributed in the area, which
created the County of San Luis Obispo.
In 1848, California was forcibly taken from
Mexico and became a territory of the United
States. At this time, the population of the City of
San Luis Obispo remained small, with the majority
population being Indigenous, although their total
numbers were drastically lower than pre-
colonization. Mexican and Latine communities
remained prominent until the California Land Act
was passed in 1851, which created a new
commission to dispute claims between American
settlers and Mexican landowners. As a result, many
landowners were bankrupted or forced to cede
their land.
Page 16 of 176
3
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
However, thanks to efforts from community organizations such as the Latino Outreach Council of San
Luis Obispo County, the local Latine community continues to build bridges and create an impressive
resource network that facilitates the equal and full participation of the Latine community in the life and
affairs of the County. This group and others like it in San Luis Obispo celebrate the Hispanic culture
and provide important information, resources, events, and connections for the local Latino community.
The Latino Outreach Council also works to enhance opportunities for the Latino/Hispanic community to
participate in the affairs local government and the political process and to have a voice for their
opinions, views, and concerns.
Almost two decades after the California Land Act was passed, along with the Gold Rush and
construction of the Pacific Coast Railroad, the first Chinese immigrants arrived in San Luis Obispo.
As the Chinese population grew, so did racist anti-Chinese sentiment. This racial prejudice was first
legally promoted when California's Constitution was rewritten in 1879 to prevent Chinese people from
immigrating to the state and living and working in California, which set the precedent of racial exclusion
across the state, particularly in San Luis Obispo with the Chinese population dropping by over 70% by
the turn of the century.
This precedent would continue as different groups stepped in to fill the vacuum of agricultural work that
was created by the decline of the Chinese population. This was seen as Japanese immigrants – mainly
farmers – established schools and farming cooperatives, as well as businesses and residences in an
area known then as Japantown, in the 1920s. However, much like the Chinese immigrants before
them, the surge of Japanese immigrants led to the passage of anti-immigration laws that limited both
the influx of workers from Asia and their ability to own property or lease agricultural land. As history
repeated itself, another void in agricultural work was created.
To help stimulate agricultural work, the federal government initiated the first Bracero Program to
recruit workers from Mexico, which partially helped to meet the labor demands. However, Filipino
workers soon became the primary workforce in San Luis Obispo, taking over the Japanese
population in total number of farm laborers.
Like those who came before them, Filipino workers were soon victims of the same anti-immigrant, racist
sentiments, forced to live in labor encampments away from the city. Their time as the majority
workforce came to an end in 1934, when the United States
granted the Philippine Islands independence and all Filipino
U.S. nationals were then considered “aliens”, subject to all anti-
immigration laws.
During this time, though, many neighborhoods in California –
including some in San Luis Obispo – attempted to stay racially
segregated by using legal property covenants. While the
government could not create restrictive property covenants,
private property covenants were legal. Racist private property
covenants started appearing in California in the 1890s but
gained momentum in the 1920s, as white landowners began to restrict housing in their communities.
Page 17 of 176
4
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
California’s Supreme Court regularly upheld property covenants based on race from 1919 to the
early 1930s. In fact, non-white community members were often blocked from buying homes in certain
neighborhoods or even living there. Some San Luis Obispo neighborhoods built prior to 1960 – such as
the Anholm District, Laguna Lake, Johnson Avenue, San Luis Drive, Flora Street, the Sinsheimer Park
area and near Cal Poly – have some of the highest rates of discrimination in property covenants. These
property covenants perpetuated racial segregation and othering, and disenfranchised communities of
color.
By the next decade, San Luis Obispo saw another population and demographic shift as World War II
progressed. The Black community's significance started to grow, primarily comprised of soldiers
stationed at Camp San Luis Obispo and workers in service industries. During this time, the
Japanese American population faced internment and by the 1950s, Black, Filipino, and Mexican-born
residents had become the predominant inhabitants of the former Japantown, fostering Black-owned
businesses.
Decades later, the state of California is still grappling with how to deal with racist restrictive property
covenants and other biased laws. In September 2021, the California State Legislature passed
Assembly Bill 1466, which affirmatively addressed unlawful discriminatory language in covenants,
conditions, and restrictions (CCRs) in California, and required local county governments to examine
their property covenants on file so that language could be removed.
Even with its multicultural history, San Luis Obispo remains predominantly white, demographically,
when compared to the rest of the state. These historical forms of discrimination and bias, that are
rooted in fear and hate, have caused a once diverse and culturally rich San Luis Obispo to become far
less diverse.
However, in 1964, the City of San Luis Obispo founded the Human Relations Commission (HRC)
as its first governmental body to address racial inequity and injustice. The HRC was originally formed
with three City Council members and still operates as an advisory body to the City Council today. The
HRC’s initial purpose and recommendations included inter-racial relations, housing, employment,
community life, development, social concerns, and human needs.
The City’s Human Resources Commission meets at least quarterly, advising the City Council and/or the
City Manager on matters that promote and advance equity, mutual understanding, respect, and
fair treatment to all SLO City residents. The commission promotes and improves human relations
and equity by providing a forum where marginalized members of our community can raise issues as it
relates to the commission's focus areas, air complaints, or look for resources within the City;
encouraging local non-profits to take new and creative approaches to solve the most prevalent health
and human service needs in our community; building community partnerships; and ensuring broad
representation in commission initiatives.
The contributions of past ethnic and racial groups in San Luis Obispo’s commercial, residential, and
cultural developments may not always be reflected in the demographics and population of today but are
greatly acknowledged by the City. Recognizing these cultural contributions and past inequities, the San
Luis Obispo City Council has taken intentional steps to foster diversity, address disparities affecting
underserved and underrepresented communities, and build a more inclusive future for all.
Page 18 of 176
5
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
In June 2020, the San Luis Obispo City Council unanimously passed a resolution affirming that
racism is a public health crisis and allocated a historic $160,000 into spending to combat this crisis.
Currently, the HRC’s purpose is to promote and advance inclusion, mutual understanding, respect, and
equitable treatment to all members of the San Luis Obispo community.
In 2021, the City of San Luis Obispo established the Office of Diversity, Equity, and Inclusion
(DEI) to lead and support efforts to be a more inclusive and equitable community and organization for
all residents, community members, and visitors alike. The Office of DEI leads various community efforts
through collaboration with community partners to provide services through grant programs addressing
key needs of various communities and offering learning and educational opportunities to build and
foster a sense of belonging for all.
Despite efforts to combat racism and hate while also fostering a sense of belonging for all, San Luis
Obispo continues to experience hate crimes or incidents. A 2023 report published by the California
Department of Justice showed that the City of San Luis Obispo had the highest rate of hate
crime events in San Luis Obispo County in 2022. In fact, 62% (13 of the 21) of the total incidents
reported in San Luis Obispo County that year were reported in the City of San Luis Obispo.
While this is not surprising, considering San Luis Obispo is the largest city in the County and the
cultural hub of the County, it’s an ugly reminder that hate and bigotry can still undermine the San Luis
Obispo we all envision for ourselves and each other. The City also recognizes that this number may be
inaccurately low, because hate incidents often go unreported.
The City acknowledges that we must all work together to actively create an environment where hatred
and bigotry are unacceptable.
Looking Forward: Creating a More Welcoming San Luis Obispo
Expressions of hate, bias, and discrimination impact our community members’ sense of belonging and
quality of life.
We can work together and act in solidarity with affected communities to send a clear message that
hatred and bigotry are not welcome, and to increase safety and inclusivity in San Luis Obispo.
As you review this toolkit, you will find information and skills that will help you do just this.
Page 19 of 176
6
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Below is an overview of the toolkit and what you can expect to find in each chapter, which were
designed to build on one another. We recommend that you read the information in the order provided,
however, we recognize that there is not one single route to preparing yourself, your neighborhood, or
your community to prevent and respond to hate incidents. We hope this toolkit provides support and
guidance to community members and groups that choose to build their knowledge and skills to create a
safer and more welcoming San Luis Obispo.
Page 20 of 176
7
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Quick Guide: Reporting Hate in San Luis Obispo
This quick guide provides a general overview of reporting hate and bias incidents but
may not cover all circumstances. For detailed guidance on specific situations, please
read through the entirety of the toolkit.
Page 21 of 176
8
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Section 1: Key Terms and Definitions
To respond to hate and bias, we first need a shared understanding of how people might identify and
how those identities can show up in everyday life.
In the previous section, we explored the historical roots of hate, bias, and discrimination in San Luis
Obispo and across California. This chapter builds on that by introducing key terms and concepts that
will help ground the rest of this toolkit.
Having this common language is an essential step toward taking informed action, building solidarity,
and creating spaces where everyone feels a sense of belonging.
Protected Classes and Groups
Protected classes and groups are categories of people that share characteristics legally protected by
the law. These protections can be found in federal, state, and municipal (local) laws.
All hate crimes and non-criminal incidents are reported on real or perceived affiliation with a protected
class or group. Federally protected classes include race, color, national origin, sex, religion, and
disability. Other jurisdictions are bound to federal protected classes but may also add other categories
of protected groups.
The State of California has 17 protected classes, including the federal protected classes listed above,
but also adding: ancestry, medical condition, genetic information, marital status, gender, gender
identity, gender expression, age (age discrimination is discriminating against someone 40 or older),
sexual orientation, and military and veteran status.
The definitions below are not legal definitions. The list evolves with the law, so it may not be
comprehensive:
• Age involves treating someone unfavorably based on their age (40 and above) when it comes
to employment, housing, and obtaining services. Younger individuals under age 40 are not
protected by California’s age discrimination statutes, though other laws may prohibit
discrimination against minors in certain situations.
• Ancestry involves treating someone unfavorably based on a person’s caste, country, nation,
tribe, or other identifiable group of people from which a person descends. It can also refer to
common physical, cultural, or linguistic characteristics of an individual's ancestors.
• Color involves treating someone unfavorably because of the color of their skin.
• Disability occurs when an employer or other entity covered by the Americans with Disabilities
Act, or the Rehabilitation Act, treats an individual with a disability unfavorably because they
have a disability (this includes a physical or mental disability).
• Gender, gender identity, or gender expression involves treating someone unfavorably based
on their gender, gender identity, or gender expression. Gender is a broad concept that refers to
the roles, behaviors, identities, and expressions that society considers appropriate based on
someone’s perceived sex. A person’s gender identity is their deeply held understanding of
Page 22 of 176
9
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
themselves as male, female, both, neither, or somewhere along the spectrum. This internal
identity may or may not align with the sex they were assigned at birth. Gender expression refers
to how someone outwardly presents their gender through clothing, hairstyle, voice, or behavior.
• Genetic information involves treating someone unfavorably based on information about an
individual's genetic tests and the genetic tests of an individual's family members, as well as
information about the manifestation of a disease or disorder in an individual's family members
(i.e. family medical history).
• Marital status involves treating someone unfavorably based on their legal relationship status.
Marital or domestic partnership status may include married (either same sex or opposite sex),
same-sex domestic partnership, opposite-sex domestic partnership, divorced, separated, or
widowed.
• Medical condition involves treating someone unfavorably based on a physical or mental health
condition, disease, or diagnosis that affects a person’s body or mind. This can include chronic
illnesses, temporary injuries, mental health diagnoses, genetic conditions, or disabilities.
• Military or veteran status involves treating someone unfavorably based on whether they are
currently serving or have previously served in any branch of the armed forces, including active
duty, reserve, or National Guard service. This includes individuals who are veterans, service
members, or military families.
• National origin involves treating people unfavorably because they are from a particular country
or part of the world, because of ethnicity or accent, or because they appear to be of a certain
ethnic background. National origin discrimination also can involve treating people unfavorably
because they are married to (or associated with) a person of a certain national origin.
• Race involves treating someone unfavorably because they are of a certain race or because of
personal characteristics associated with race.
• Religion involves treating a person unfavorably based on their religious beliefs. The law
protects not only people who belong to traditional, organized religions, but also others who have
sincerely held religious, ethical, or moral beliefs.
• Sex involves treating someone unfavorably based on that person's sex or gender.
Discrimination against an individual because of pregnancy status, gender expression or identity,
including identifying as cisgender or transgender, or because of sexual orientation is sex
discrimination in violation of Title IX of the Civil Rights Act of 1964.
• Sexual Orientation involves treating someone unfavorably based on their emotional, romantic,
or sexual attraction to other people. Sexual orientations include (but are not limited to) gay,
lesbian, straight, bisexual, and asexual.
Identity and Social Groups
Personal identity is the sense of oneself. It differs from your social identity. Social identity is a
person’s sense of who they are based on their social group connection(s). Social groups are a
collection of people who share physical, cultural, or social characteristics and a sense of unity due to
those similarities.
Social group identities can be defined for bad or for good. For example, a group of immigrants from the
same country coming together to share culture is positive. Yet, if a politician defines the same group of
Page 23 of 176
10
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
immigrants, untruthfully, as criminals, for political gain, that is negative. These groups, and how
individuals associate with them, can change over time. Remember that an actual or perceived affiliation
with a social group can connect a person to a protected class or group and is an important determining
factor in hate crimes.
Appendix A further explores the concepts of social identity, which are central to issues of hate. Like
most concepts in this toolkit, identity and social groups and their relation to unequal power can be
complicated and sometimes hard to connect to your own life if you don’t hold certain marginalized
identities.
Oppression
Oppression is the individual or institutional use of power over a person or group. This can result in one
group benefiting from the domination and dehumanization of the other group. Some groups of people
have experienced this over long periods of time throughout history.
Appendix B explores the topic of oppression over time to the present day. The toolkit will help you learn
more about hate, bias, and discrimination on a small interpersonal scale. When looking at the
experience of groups over time, we can start to understand how oppression shows up in larger systems
in the United States, and the world.
Section 2: Identifying and Reporting Hate and Bias
Responding to hate is important but preventing it from happening in the first place is where real
transformation begins. Some behaviors, while hurtful, are protected under the U.S. Constitution. The
City does not regulate speech. Our role is to support those impacted, encourage respectful
dialogue, and provide resources for community safety and connection.
This section focuses on what you can do to create change right where you are. Whether you are part of
a neighborhood group, school, workplace, or community organization, the tools in this section are
designed to help you take meaningful action.
You’ll also find ideas for raising awareness, sparking conversations, and building partnerships that
center safety, inclusion, and belonging. This section also includes strategies for informing others about
the impact of hate and bias; and gaining support for community-led solutions.
When communities come together with purpose, we not only prevent harm, but we also build something
stronger in its place: connection, trust, and a shared sense of care.
Now that we’ve covered some key terms and built a shared understanding of what hate, bias, and
discrimination mean, we’ll start to explore how these show up in real life and what to do when they do.
One of the most important ways you can respond to hate, or discrimination is by reporting it. While it
may seem like a small act, reporting helps document patterns, supports those affected, and signals that
our community takes these incidents seriously.
Page 24 of 176
11
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
What are Hate, Bias and Discrimination?
Hate, in the context of hate incidents, is an intense and irrational emotion derived from fear, rage, and
prejudicial attitudes. These feelings often lead to acts of aggression and hostility.
Hate toward groups may be rooted in a perception of that group as a threat. Prejudicial attitudes can
lead to perceiving individuals or groups, that one considers different from themselves, as threatening
their way of life - whether it be their access to resources or their customs, norms, values, and beliefs.
Bias is internal prejudicial thoughts, beliefs, attitudes and stereotypes held towards particular groups of
people based on actual or perceived identity characteristics or identity (e.g. – race, sex, religion etc.).
Conscious or unconscious bias held by individuals impacts how they make decisions based on those
biases. This can be in the form of individual interactions, accusations, employment decisions, and
where to donate money, among others.
Discrimination is defined as the systematic denial of recognition, access to resources, power,
privilege, and opportunity to certain people based on actual/perceived association with a group.
Figure 1: Examples of bias. Source: Everyday Feminism
Page 25 of 176
12
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Discrimination can be intentional or unintentional. Individual acts of discrimination become cumulative
overtime, reinforcing broader systemic patterns.
“Bias” versus “discrimination”
You may notice that thoughts, beliefs, attitudes, and stereotypes appear as thinking bubbles in Figure
1, while they are seen as spoken bubbles in Figure 2. This distinction establishes bias as an internally
held prejudicial thought, whereas discrimination refers to actions taken based on bias.
What are Hate Crimes and Hate Incidents?
Hate crimes and hate incidents are two different things, but they both can have lasting negative
consequences.
According to the California Attorney General’s Office, a hate crime is a crime against a person, group,
or property motivated by the victim's real or perceived protected social group. You may be the victim of
a hate crime if you have been targeted because of your actual or perceived: (1) disability, (2) gender,
Figure 2: Examples of discrimination. Source: Everyday Feminism
Page 26 of 176
13
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
(3) nationality, (4) race or ethnicity, (5) religion, (6) sexual orientation, and (7) association with a person
or group with one or more of these actual or perceived characteristics. Hate crimes are serious crimes
that may result in imprisonment or jail time.
Crimes motivated by hate are not just attacks on individual innocent people – they are attacks on our
communities and the entire State. The California Department of Justice has tools and resources to aid
and assist local, state, and federal law enforcement authorities in the investigation of possible hate
crimes, including the identification, arrest, prosecution, and conviction of the perpetrators of those
crimes. If you wish to report a crime, please file a report with the local police or sheriff's department.
More information on how to do this locally will be below.
A hate incident, on the other hand, is an action or behavior motivated by hate but, for one or more
reasons, is not a crime. Examples of hate incidents include:
• Name-calling
• Insults
• Displaying hate material on your own property.
• Posting hate material that does not result in property damage.
• Distribution of materials with hate messages in public places.
The U.S. Constitution protects hate speech if it does not interfere with the civil rights of others. While
these acts are certainly hurtful, they do not rise to the level of criminal violations and thus may not be
prosecuted. However, it is important to note that these incidents have a traumatic impact on the victims
as well as on the community at large.
In California, under the Ralph Act, Civil Code § 51.7, your civil rights may be violated if you have been
subjected to hate violence or the threat of violence – even where the incident does not rise to the level
of a hate crime and may be otherwise constitutionally-protected from prosecution by the government –
because of your actual or perceived: sex, race, color, religion, ancestry, national origin, disability,
medical condition, genetic information, marital status, sexual orientation, citizenship, primary language,
immigration status, political affiliation, and position in a labor dispute. A civil violation may result in
restraining orders, injunctive and/or equitable relief, damages, a civil penalty of $25,000, and attorney’s
fees.
As stated above, even as recent as 2023, a report published by the California Department of Justice
showed that the City of San Luis Obispo had the highest rate of hate crime events in San Luis Obispo
County in 2022. However, while San Luis Obispo held over half of the total hate incidents reported in
the County in 2022, when compared to similar cities across the State, the City of San Luis Obispo falls
in the middle (see Table 1 below). We recognize these numbers may be low because hate incidents
often go unreported.
Page 27 of 176
14
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
TABLE 1: Hate Crimes, 2023 by Jurisdiction (Comparable College Towns)
Events
Offenses Victims Suspects
Santa Cruz 12 12 12 10
Chico 11 11 11 10
Palo Alto 10 12 12 6
Davis 8 11 9 6
San Luis Obispo 6 7 7 9
Santa Barbara 5 7 7 5
Arcata 4 4 4 2
Redlands 4 5 5 2
Pasadena 2 2 2 1
Source: CA DOJ – 2023 Hate Crime in California
https://data-openjustice.doj.ca.gov/sites/default/files/2024-06/Hate%20Crime%20In%20CA%202023f_0.pdf
How to Report Hate Crimes and Incidents to the City of San Luis Obispo
Page 28 of 176
15
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
The San Luis Obispo Police Department (SLOPD) records and responds to hate crime reports. Inform
SLOPD of possible hate crimes as soon as possible. This will initiate the internal SLOPD process to
investigate the situation as a hate crime. If you are witnessing an active crime and/or someone is in
immediate danger, call 911.
Hate Graffiti/Posters Situational Guide
If you are witnessing graffiti or posters being put up in real time, call 911 immediately.
If you notice graffiti on City property (including parks, signs, sidewalks, etc.), report it using AskSLO, the
City’s centralized resident engagement platform designed to connect community members with City
services and information quickly. You can submit a report at slocity.org/Ask or download the app on
your mobile device via the Apple App Store or Google Play.
Please note: The City does not remove graffiti on private property or property owned by other public
agencies. However, many agencies are quick to remove graffiti on their property if they are notified.
How to Report Hate Crimes or Hate Incidents to the State of California
The California Civil Rights Department is the state agency responsible for fielding non-emergency hate
crime and hate incident reports and discrimination complaints related to housing, employment, public
accommodations, public access (including accessibility requests and grievances), and public contracts
that occur within the State of California.
To report a non-emergency hate crime, hate incident, and/or discrimination complaint:
1. Call the CA vs. Hate Resource Line and Network at 833-8-NO-HATE, Monday to Friday
from 9 a.m. to 6 p.m., and speak to a trained civil rights agent. Agents provide support in
over 200 languages.
2. Submit your concern via the online portal, which is available 24 hours, 7 days per week:
CAvsHate.org. Reports can be found in 15 different languages.
Whether you report online or by phone, you will be contacted by a care coordinator who will follow up
with you to ensure you can access resources and support, including legal, financial, mental health, and
mediation services. You also have the option to remain anonymous if you wish and services are
available for everyone, regardless of immigration status, The California Civil Rights Department will
determine if the complaint will be accepted for investigation, which can lead to a settlement, criminal
prosecution, or case closure.
California vs Hate is not run by the police. Your report will not be shared with law enforcement without
your consent; they will only connect you with law enforcement if you request it. Their team can share
information about how to report to police or local prosecutors if needed.
California vs Hate will also identify civil legal options that don’t involve the criminal legal system, both
through the Civil Rights Department and other agencies. Hotline services are provided for free.
Page 29 of 176
16
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Section 3: Prevention - Community Action for Change
Prevention starts long before harm occurs. It begins with building trust, strengthening connections, and
creating communities where everyone feels seen, valued, and safe.
This section offers tools and ideas to help you take action in your neighborhood, workplace, or
organization. You’ll find strategies for raising awareness, engaging others in meaningful dialogue, and
organizing efforts that reduce the risk of hate while promoting belonging.
Whether you're planning a block meeting, starting a school initiative, or organizing a community walk,
these tools can help you spark conversation, build partnerships, and foster a shared commitment to
inclusion and safety.
You don’t need to be an expert – just someone who cares and is ready to act. Change happens when
everyday people come together with intention and courage.
The Office of Diversity, Equity, and Inclusion promotes education and community engagement as tools
for addressing hate, bias, and discrimination. Community engagement is the act of working together to
address issues that communities or neighborhoods face.
By identifying hate activity in San Luis Obispo, spreading awareness, and building our communities’
and neighborhoods’ capacity to address it, these efforts can be a strong force for prevention, action,
and change.
Our staff offers and recommends participating in workshops and training to further develop your
leadership and community engagement skills, in addition to using this toolkit. You can find more
information on the City of San Luis Obispo’s Office of Diversity, Equity, and Inclusion’s website. In the
meantime, we encourage you to use the following tools to begin developing community engagement
efforts.
Statements of Action
We are all in this together. Building safe and welcoming communities results from community-wide
action. Writing a statement of action is one way to join a community effort against hate and show
support to people targeted by hate activity. However, your group should also be able to show progress
toward action, or the statement may be seen as performative or empty to people who are affected by
hate.
When writing your statement, it is helpful to use a resource like the Hemingway App
(hemingwayapp.com) to ensure accessibility and readability; this generally means writing simple
sentences that can be understood by someone with a 6th grade education.
These statements come from a variety of sources, and some may be more accessible and readable
than others; we have not changed them from their original version. Periodic updates of these
statements are recommended for relevance, accessibility, and readability. Along with relevance,
accessibility, and readability, a statement of action should be concise and contain action language.
Page 30 of 176
17
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Here are a few example statements to guide you. You can adapt these or create your own that reflect
your group’s unique voice and values:
Neighborhood Association Statement
"We stand united against hate in all its forms. As neighbors, we are committed to creating a community
where everyone feels safe, seen, and supported. We will continue to educate ourselves, speak out, and
support actions that build equity and belonging on every block."
Small Business Pledge
"Our doors are open to all. We do not tolerate discrimination or hate toward any customer, employee,
or neighbor. We commit to being a safe space and to learning how we can better support the diverse
community we serve."
Faith-Based Organization Statement
"Our faith calls us to love, to stand with those who are hurting, and to reject injustice. We denounce
hate and bias in all its forms and commit to walking alongside our community in the pursuit of dignity,
healing, and justice for all."
Student Group or School Club
"We believe everyone deserves to feel like they belong. Our group stands against racism,
homophobia, transphobia, xenophobia, antisemitism, and all other forms of hate. We will use our
voices, our platforms, and our actions to build a more inclusive campus and community."
City-Supported Event Planning Team
"As organizers of public events, we commit to centering inclusion and safety in all we do. We will
ensure our events are welcoming, representative, and free from hate or discrimination. Our planning
practices will reflect these values."
Things to Avoid in a Statement of Action
While the intent behind a statement is important, how it’s written—and followed up—is just as critical.
Here are some common pitfalls to avoid:
• Vague or generalized language
Avoid statements that don’t clearly name the problem, or the community affected. For example,
saying “we support everyone” can feel dismissive if a specific group is under attack.
• Passive voice or distancing language
Phrases like “mistakes were made” or “we regret that some people feel hurt” minimize impact.
Use direct, clear language that takes responsibility and shows solidarity.
• Performative statements without follow-up
A statement without action can feel empty. Include a next step or a tangible commitment—even
if it’s a plan to learn more or host a community dialogue.
• Centering the responder over those harmed
Page 31 of 176
18
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Keep the focus on the people or communities impacted, not on how your group feels. It's not
about reassuring your comfort; it’s about committing to change.
• One-time declarations
Inclusion is ongoing. Avoid treating a single statement as a box checked. Plan to revisit your
language and actions regularly, especially when new incidents arise.
Community Organizing Tools
Community organizing is about people coming together to create change. It means working with others
to assess shared challenges, make a plan, take action, and reflect on what’s working and what needs
to grow. At its core, community organizing is built on trust, communication, and collaboration. No
one can do it alone and the good news is, you don’t have to.
This section offers simple tools to help you expand your reach, bring in more voices, and deepen your
relationships with groups and individuals in your neighborhood. The goal? Strengthen your impact and
build momentum to prevent and respond to hate and bias, together.
Mapping Your Neighborhood & Community Partners
Start by identifying who’s already in your ecosystem — and who you’d like to connect with.
Use this template to brainstorm as a group. The more diverse your networks, the stronger your
organizing efforts will be. Add to this list as needed, and don’t be afraid to think outside the box.
Where do people gather in your community?
(Think schools, businesses, community centers, faith-based spaces, cultural groups, parks, libraries,
local events, etc.)
For each place or group you identify, ask:
• Do we already have a relationship there?
• Is someone in our group personally connected?
o If yes, can they take the lead on outreach?
o If not, who will lead the outreach — and by when?
Example Categories to Map:
• Schools
• Faith Centers
• Community Organizations
• Local Businesses
• Neighborhood/Community Centers
Page 32 of 176
19
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Who in Your Group Has Experience Building Partnerships?
Everyone brings something to the table. Use the table below to talk through your group’s connections,
lived experiences, and community strengths.
This is about identifying your collective power and using it intentionally.
Potential Participant’s Name Which communities are they
connected to?
Who in the group can
reach out to them about
getting involved?
Action Plan Template
Now that you’ve mapped your connections and potential partners, it’s time to take action. This template
will help you create a clear and realistic plan for engaging more people in your efforts to prevent and
respond to hate and bias. Think about what you’ve learned from this toolkit so far and how to share that
learning with others.
In the next 30-60 days
Goal Action Who will lead? Evaluation Metric
EXAMPLE: Recruit new
members to our equity
subcommittee.
Pass out lawn signs around
our neighborhood and invite
neighbors to our next meeting.
Greg and Maria 5 new members in 60 days.
In the next 6 – 12 months
Goal Action Who will lead? Evaluation Metric
Page 33 of 176
20
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Community organizing isn’t about doing everything perfectly; it’s about showing up, building
relationships, and taking small, steady steps toward change. By tapping into your group’s strengths and
connections, you can create real momentum in the fight against hate and bias. Remember, lasting
change happens when communities lead with care, curiosity, and a shared commitment to belonging.
You don’t need to have all the answers, just a willingness to listen, learn, and act together.
Section 4: Responding to Hate and Bias in Everyday Life
Everyday moments offer real opportunities to create a more inclusive and compassionate community.
This chapter introduces ways to intervene with curiosity, reflect on social identity and power, and
respond meaningfully when you or others experience bias, hate, or exclusion.
Whether it's a conversation at work, a moment on the bus, or something you see in your neighborhood;
how we respond matters. Here's how to show up, speak up, and support each other.
How to Become a “Curiosity Keeper”
Curiosity can be one of our greatest tools for disrupting bias. It helps us slow down, notice what’s
happening, and lean into learning, especially when something makes us uncomfortable.
To be a Curiosity Keeper:
• Ask questions instead of making assumptions.
• Pause and reflect before reacting defensively.
• Listen generously, especially when someone shares their experience of bias or harm.
• Own your learning and be open to feedback if you miss the mark.
This approach doesn’t let harm slide. It helps us respond with humanity, not hostility and it keeps the
door open for connection and change.
How to Respect Identity and Social Groups
Each of us carries a rich mix of identities: race, gender, faith, disability, immigration status, language,
and more. These aren’t just labels; they shape how we move through the world.
Here’s how to show respect:
• Use inclusive language, including correct pronouns and names.
• Avoid stereotypes even “positive” ones.
• Honor lived experience. Let people speak for themselves and believe them.
• Speak up when someone’s identity is being mocked, dismissed, or tokenized.
Page 34 of 176
21
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
How to Support People Who Experience Hate
When someone shares that they’ve experienced hate or bias, your support can be powerful and
needed.
• Believe them. Avoid minimizing or second-guessing their experience.
• Ask what they need. Sometimes it’s help navigating a resource. Other times, it’s just someone
to sit with them.
• Offer to report with them or help connect to services if they want that.
• Follow up. Check in later. Hate can isolate people, don’t let that happen.
How to Intervene as a Bystander-Upstander
Being an upstander means choosing to act when you see harm or bias. Here are a few tools to help
you respond in real time:
The 5 D’s of Bystander Intervention:
1. Direct – Speak up clearly and calmly: “That’s not okay.”
2. Distract – Interrupt the moment: “Hey, can I ask you something over here?”
3. Delegate – Ask for help: “Can you get the manager?”
4. Document – Record (safely and legally) and support the person harmed.
5. Delay – Check in afterward: “Are you okay? Do you want to talk?”
You don’t have to be perfect. Just present. Every action helps create a culture of safety and belonging.
Hate Graffiti/Posters Situational Guide
If you are witnessing graffiti or posters being put up in real time, call 911 immediately.
If you notice graffiti on City property (including parks, signs, sidewalks, etc.), report it using AskSLO, the
City’s centralized resident engagement platform designed to connect community members with City
services and information quickly. You can submit a report at slocity.org/Ask or download the app on
your mobile device via the Apple App Store or Google Play.
Please note: The City does not remove graffiti on private property or property owned by other public
agencies. However, many agencies are quick to remove graffiti on their property if they are notified.
Page 35 of 176
22
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Section 5: Responding to Hate in the Workplace
In workplaces committed to inclusion and belonging, how we engage with one another matters –
especially around harm, bias, or mistakes. There will be moments when we need to speak up, name
harm, or challenge a behavior or comment. But how we choose to respond can make the difference
between shame and growth, isolation and learning, defensiveness and dialogue. Let’s explore the
difference between “Calling In” people and “Calling Out” issues, and how we can use each action with
intention to move forward in our journey together.
Calling Out
Calling out harmful or problematic behavior is a direct, immediate, and sometimes necessary action.
“Calling out” is necessary when:
• Safety is at risk
• The harm is ongoing or repeated
• Previous attempts to engage haven’t worked
• Power dynamics require public accountability
Examples:
• “That comment was racist and not appropriate here.”
• “We’ve talked about this policy before; it continues to exclude trans employees.”
When to Consider Calling Out: ✔ Immediate intervention is needed
✔ There's risk of ongoing harm ✔ You’re standing in solidarity with others impacted ✔ You’ve already tried private dialogue and change hasn’t occurred
Calling In
“Calling in” invites someone into a private, respectful conversation centered on growth, curiosity, and
connection. It’s an opportunity to:
• Point out harm while also holding compassion
• Create space for learning and reflection
• Maintain relationships while still naming issues
Examples:
• “Can we talk about what happened in the meeting? I think you might not have realized how
those words could have landed for others.”
• “I know your intent wasn’t to hurt anyone, but here’s how it impacted folks.”
Page 36 of 176
23
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
When to Consider Calling In: ✔ You believe the person is open to learning ✔ The harm wasn’t intentional or was due to lack of awareness ✔ You want to preserve the relationship and build trust ✔ You have the emotional capacity to engage
Other Things to Consider:
• Impact over intent: Harm can happen even without bad intentions.
• Relationship & timing: Do you have trust with this person? Is now the right moment?
• Emotional energy: You don’t owe education if you're not in the space to give it. That’s okay.
• Power dynamics: If you’re a supervisor or in a leadership role, how you respond sets the tone
for the workplace.
The Goal: Accountability with Care
Whether calling in or calling out, the goal is the same: to address harm, increase awareness, and grow
a culture where everyone feels seen, respected, and safe. Sometimes it’s not either/or it’s both/and.
Let’s keep striving to build a workplace where feedback is welcomed, people are invited to do better,
and we all feel a deeper sense of belonging.
Quick Tips
Whether you're calling someone in or out, these tools can help keep the focus on accountability, not
shame. Here’s what these tips look like in action:
Speak from your experience using “I” statements
Calling In: “Hey, I wanted to share how I felt after yesterday’s team discussion. I noticed that when
only certain voices were acknowledged, I felt invisible. I don’t think that was your intention, but I wanted
to bring it up.”
Calling Out: “I’m uncomfortable with what was just said. I’ve experienced similar comments before,
and they’ve made me feel unwelcome. This isn’t okay.”
Focus on behaviors, not character
Calling In: “I noticed that in the last few meetings, certain folks have been interrupted more than
others. It might not be intentional, but it’s something I think we should be aware of.”
Calling Out: “Saying that was disrespectful. Regardless of intention, it dismisses an entire group of
people’s experiences. That behavior doesn’t reflect our values.”
Page 37 of 176
24
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Offer resources or a path to learn
Calling In: “It seems like there’s some confusion about pronoun usage. I can share a resource our
team created on inclusive language if that’s helpful.”
Calling Out: “This kind of comment is rooted in a stereotype. I encourage you to check out the training
we’re offering next week it covers this topic and more.”
Follow up if needed and give people time to reflect
Calling In: “Thanks for hearing me out the other day. I know these conversations can be tough, and I
really appreciate your openness. Let me know if you want to chat more.”
Calling Out: “I know that feedback might have felt direct. If you're open to it, I’m happy to talk more
later or point you toward some helpful learning materials.”
Section 6: Final Thoughts and Wrap-Up
Thanks for reviewing this Responding to Hate and Bias Toolkit. This Toolkit is meant to be a community
resource for prevention, support, and action. With that in mind, it’s time for you to put into action what
you just learned!
Readiness and Learning
This checklist isn’t a test – it’s a tool for reflection, direction, and growth.
The Readiness Checklist is designed to help you explore your current understanding, build curiosity,
and identify where you might want to dive deeper in the toolkit. The more honest you are with yourself,
the more useful this will be. There's no need to share your answers – this is just for you (or your group)
to reflect and grow.
The checklist is based on the core learning goals from each chapter and appendix. Some of these
concepts can take time to fully absorb, and that’s okay. Many people return to parts of the toolkit more
than once - it’s all part of the learning journey.
If you're working through the toolkit with a group, start by completing the checklist on your own. Then,
use the Group Results Review Table to identify shared strengths and areas for collective learning. As
you read through each statement, ask yourself:
“Have I come across this idea before?” and “Could I explain it to someone else — like a neighbor or
coworker?
How to Use the Checklist
Use the symbols below to track your self-assessment for each statement:
Page 38 of 176
25
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
• �� = Yes, I understand this and could explain it to someone else
• �� = I'm familiar, but I’d like to learn more
• �� = This is new to me or something I haven’t thought about much
After you complete the checklist, you’ll find instructions to help you decide which chapters or
appendices to revisit and how to use your reflections to guide next steps.
Part 1: Understanding Hate and Bias
1. I understand how hate activity impacts individuals, families, and entire communities.
2. I’m familiar with what protected classes/groups are and how they relate to hate incidents.
3. I can tell the difference between a hate crime and a non-criminal hate incident.
4. I know how and where to report both hate crimes and hate incidents in San Luis Obispo.
5. I can explain how hate, bias, and discrimination are historically rooted in the U.S. and how those
systems still affect people today.
6. I understand how different aspects of identity (race, gender, ability, language, etc.) can affect
someone’s access to power and resources.
7. I’ve reflected on how my own identity may have helped or hindered me in different situations.
Part 2: Prevention – Community Action for Change
8. I understand the role of relationship-building in effective community organizing and prevention
work.
9. I can identify trusted messengers and leaders within different communities who can help spread
inclusive messages.
10. I’ve explored ways to make community spaces (events, meetings, communications) more
inclusive and welcoming to all.
11. I understand how to use asset mapping (community strengths, cultural resources, networks) to
support local outreach efforts.
12. I’ve reflected on how power shows up in community spaces and how to shift power toward
those most impacted by hate or exclusion.
13. I can describe what sustained, community-led change looks like beyond one-time events or
campaigns.
14. I feel confident involving others in planning or action steps, especially people who aren’t always
at the table.
15. I understand how to engage across differences, especially when working with people who have
different views or lived experiences than my own.
16. I see how engaging my neighborhood or community can help prevent and respond to hate.
17. I’m familiar with tools and strategies to spread awareness and build support for inclusive efforts.
Part 3: Responding to Hate and Bias in Everyday Life
18. I’ve reflected on how my words or actions might sometimes reinforce bias or create harm.
Page 39 of 176
26
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
19. I can recognize when others use detours (like defensiveness or minimizing) and understand
how that affects people from marginalized communities.
20. I practice communication strategies that help interrupt those detours and support more
productive conversations.
21. I’m aware of both local and national efforts to change policies or systems that disadvantage
certain groups.
22. I actively seek out information to better understand issues affecting marginalized communities.
23. I follow the lead of people directly impacted by hate when it comes to taking action or showing
support.
24. I own my mistakes and am willing to apologize for harm caused, even when it was unintentional.
25. I’ve learned and practiced safe ways to intervene when someone is targeted by hate or bias.
Group Results Review Table
Use this table after each group member has completed their own checklist. For each learning
statement, count how many people marked:
• �� = "Yes, I understand this and could explain it"
• �� = "I’m familiar, but I’d like to learn more"
• �� = "This is new to me or something I haven’t thought about much"
This will help your group see where there's strong understanding and where deeper learning might be
helpful. You can also use this to count your individual responses, if not working within a group.
Statement # Summary of
Concept �� Count �� Count �� Count Action
Needed
1 Impact of hate on
community
2 Protected
classes/groups
3 Hate crime vs. hate
incident
4 Reporting
pathways
5 Historical roots of
bias
6 Identity & access to
power/resources
7 Personal reflection
on
privilege/marginaliz
ation
Page 40 of 176
27
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
8 Importance of
community
engagement
9 Identifying trusted
messengers
10 Inclusivity in
community spaces
11 Asset mapping for
local outreach
efforts.
12 Reflection on
power in
community spaces
13 Prolonged,
sustained,
community-led
change
14 Confidence
involving
marginalized
individuals
15 Engaging across
diverse
experiences
16 Engaging
neighborhood and
community
17 Tools for
awareness and
organizing
18 Recognizing
personal detours
19 Recognizing
detours in others
20 Communication
strategies to
interrupt bias
21 Awareness of
institutional change
efforts
22 Seeking out
perspectives and
learning
23 Following the lead
of impacted
communities
Page 41 of 176
28
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
24 Owning and
apologizing for
mistakes
25 Strategies for safe
intervention
This checklist is just a starting point, not a destination. Use it to guide your learning, revisit sections that
feel unfamiliar, and celebrate how far you’ve already come. Whether you check every box or just a few,
your willingness to reflect is a powerful first step toward creating a more inclusive and compassionate
community.
Final Thoughts from the Office of Diversity, Equity, and Inclusion
The City of San Luis Obispo Office of Diversity, Equity, and Inclusion would like to thank you for
taking time to explore this toolkit to further your understanding of how to foster inclusion within
our community. We hope that, using the tools provided, you now feel confident in your ability to
recognize, respond to, and prevent acts of hate or bias.
We strive for San Luis Obispo to be a community where everyone feels safe, respected, and
included. While some differences may challenge us, our shared values of respect and safety
bring us together.
It takes all of us as a community to build a home where everyone is welcomed and valued, so
please share this toolkit with family, friends, neighbors—anyone who wants to help make San
Luis Obispo a better city.
Page 42 of 176
29
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
APPENDIX
Appendix A – Social Identity
This Appendix dives deeper into the themes and definitions of social identity, privilege, and dominant
culture and how those items can influence how you react in certain situations and how people may
perceive you in certain situations.
Social identity is made up of a range of different categories, such as race, ethnicity, religion, ability, sex,
gender-identity, age, and socioeconomic status. Consider how your personal identity and social identity
may differ. You might identify yourself as a daughter, a hard worker, or a runner. Yet, these identities
are more-or-less self-determined. On the other hand, a social identity is more of a categorization
informed by physical, cultural, and social characteristics. For example, if you are white, you may not list
“white” as one of the characteristics you define yourself by to an acquaintance. But this is a social
categorization that people can easily identify you by.
Other social identities may not be readily visible, such as religion or socioeconomic status. Although
you may not personally identify with every aspect of your social identity, your social identity is highly
influential in your interactions with people and institutions.
One’s social identity(ies) can grant them both advantages and disadvantages because they are closely
tied to access, influence, and power. Power is the ability to influence (knowingly or unknowingly)
decisions and who has access to resources. It is also the capacity to influence the behavior of others
and/or the course of events. Power is granted differently based on how social identities are valued in
society. For example, the English language is highly valued in the United States. Yet, English is not the
official language of the United States (there is not one). If English is your primary language, you will
receive great social benefits as it is the primary language used in businesses and schools. You did not
ask to have English as your first language, but you benefit from the fact that you are an English
speaker.
Acknowledging the ways that one's social identity(ies) may provide them unearned benefits is an
important step. Those who do not share certain valued characteristics may face barriers to accessing
the same resource. For example, someone whose first language is Spanish may have more difficulties
accessing education in the United States’ public school system. The collection of most valued and
influential characteristics, such as speaking English, are often referred to as the dominant culture.
There are many aspects to identity and dominant culture, language is just one. Social identity
determines people’s power based on how much it does or does not reflect dominant culture.
Stereotypes and prejudicial attitudes are often attached to social identity characteristics. This can
influence how we see and treat people even when we are genuinely trying to be unbiased. Implicit
bias refers to unconscious attitudes or stereotypes that affect our understanding, actions, and ways of
interacting with each other. Implicit bias is important to learn about because there are practical ways to
reduce it once identified within oneself.
Page 43 of 176
30
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Social identity is also deeply rooted in how individuals interact with institutions. You will often hear the
concepts of social identity and power referred to as privilege. Privilege is a special advantage that a
person is born with or acquires during their lifetime due to being a part of dominant culture. Privilege in
and of itself is not bad and just because you have privilege does not make you a bad person, but it can
be used for bad and can also be used for good! People may also have inherent privileges even when
they have been faced with adversity or other disadvantages in their lives. People may share
characteristics, but everyone has a unique set of identities. Each person is a complex intersection of
characteristics or identities. Some give us power, and some create barriers. Everyone has their unique
set of identities that determine the privileges and disadvantages they will experience.
Appendix B - Oppression
This Appendix offers just a brief look into the complex history of oppression in the United States. You’ll
also find additional resources listed below. These can help you explore the deeper historical roots of
oppression and understand how those impacts continue to shape our society today.
Oppression happens when people experience different and unfair outcomes in their lives because of
how systems are set up to benefit some over others. Power can cause oppression but is neutral until
used. The use of power can create justice, neutrality, or oppression. It can result in the ability to decide
who will have access to resources and set the direction of others' actions or the course of events.
Historically, power is afforded and maintained through policy, fear, and resource distribution based on
one’s social identity (race, ethnicity, socioeconomic status, ability, gender identity, religion, age, etc.).
The allotment of power in the United States is based on historical, political, and social systems that,
intentionally or unintentionally, created advantages for some and disadvantage others.
Historical inequities continue to impact community safety and belonging today because of very
intentional past efforts to limit certain groups’ access to power and resources. Ignorance, fear, and hate
that motivated historical acts of oppression have resulted in cumulative, generational impacts.
These impacts live on in the present in individuals, institutions, and societal/cultural norms and
practices. Progress has been made. Yet, current policies and practices established throughout history
continue to marginalize many people and groups today.
A few examples of oppression today include unequal access to housing, education, healthcare, or
employment opportunities. These impacts can vary locally and nationally, but they highlight the
importance of building systems that work for everyone. At the same time, statewide and national
debates around hot-button issues sometimes influence the lived experiences of SLO residents.
Further Questions to Consider:
• What connections can you make between history of oppression in the United States and
common examples of oppression today?
• Why is this important?
• How does this affect things today?
Page 44 of 176
31
CITY OF SAN LUIS OBISPO
Responding to Hate and Bias (Information Toolkit)
Further Resources to Explore:
Everyday Democracy, “Understanding Structural Racism Activity” This activity helps participants
delve deeper in analyzing racism and start to learn how to use a structural racism lens. Many times,
actions are focused on changing personal beliefs without looking at the practices and procedures that
contribute to the issue. https://www.slideshare.net/everydaydemocracy/understanding-structural-
racism-activity
Race Forward, “What is Systemic Racism?” An 8-part video series that shows how racism shows up
in our lives across institutions and society: Wealth Gap, Employment, Housing Discrimination,
Government Surveillance, Incarceration, Drug Arrests, Immigration Arrests, Infant Mortality.
https://www.raceforward.org/videos/systemic-racism
Implicit Association Test (IAT) A test used to associatively measure hidden biases related to
phenotypic categories such as race, gender, or age. While it is not a perfect measure of bias or
prejudice, it offers insight into the ways in which we associate groups of people with different traits,
behaviors, and feelings. https://implicit.harvard.edu/implicit/selectatest.html
Human Rights Campaign (HRC) An organized movement advocating for LGBTQ+ equality. They
have a goal to ensure that marginalized communities are treated as full and equal citizens, and they
make efforts to achieve this through education, legislation, and social outreach. HRC | Human Rights
Campaign
Page 45 of 176