DEI Task Force
Accomplishments &
Next Steps
Denise J. Garcia
Management Analyst II, City Manager’s Office
Recommendations/Council Considerations
• Recognize the accomplishments of DEI Task Force.
• Consider the following options as next steps:
• Option 1: Appoint a subcommittee of the City Council to advise on DEI matters.
• Option 2: Assign social impact and DEI initiatives to the Community Relations Commission (CRC).
• Option 3: Take no additional action and allow DEI work to be embedded in the regular work of staff, and existing boards and commissions.
Background of the Task Force
• Council Priority in FY 21-22 Strategic Plan.
• Convenings started January 2022.
• Objectives included:
• Help build partnerships and identify ways to increase community participation and engagement in hard-to-reach sectors of the community • Provide advice to City Council on how to diversify Boards and Commissions • Provided input on B Street mural
• Reviewed selected City policy initiatives with DEI lens Composition of the Task Force
Participating organizations included:
• San Mateo Pride Center
• Samaritan House
• PAL Board
• Self Help for the Elderly
• Home Association of North Central San Mateo
• Peninsula Family Services
• Chamber of Commerce
• San Mateo Foster City School Board
• Bay Area Community Health Advisory Council
• San Mateo Union High School District
• Center for Independence of Individuals with Disabilities Accomplishments
• DEI Strategic Plan
• Recommendations to diversify
Boards & Commissions.
• Helped shape Racial Equity Art Project
• Provided input for consideration on policies
such as the draft Housing Element and
General Plan.
Overview of DEI
Entities in Other
Cities
Structures
Membership
Challenges
Success & Impact
6 7
Overview of DEI
Entities in Other
Cities
Structures
Membership
Challenges
Success & Impact
• Ranged in the type of structures,
such as subcommittees &
commissions.
• Scopes were influenced by local
need, demographics, and
political landscapes.
8 Overview of DEI
Entities in Other
Cities
Structures
Membership
Challenges
Success & Impact
• Participation ranged:
• City Council
• Community members
• Staff/Chief or DEI program manager
• External consultants with DEI
expertise
• Most appointments were made by
elected officials, 1 year to
permanent appointments.
• Emphasized the need for diversity
in composition, such as race,
profession, and lived experience.
9 Overview of DEI
Entities in Other
Cities
Structures
Membership
Challenges
Success & Impact
• Defining clear goals and
objectives
• Budget constraints
• Staff capacity
• Political resistance
• Member availability
• Need for DEI Training
10 Overview of DEI
Entities in Other
Cities
Structures
Membership
Challenges
Success & Impact
• Help guide DEI efforts
• Influence policy
• Enhance community
engagement
• Promote cultural events
• Specific impact include:
• Establishment of DEI focused
training/policies
• Improving community-police
relations
Options for Council Consideration
Option 1:
• Appoint a
subcommittee of
the City Council to
review and advise
on DEI matters and
make
recommendations
to the City Council.
Option 2:
• Assign social impact
and DEI initiatives
to the Community
Relations
Commission (CRC).
Option 3:
• Take no additional
action and allow DEI
work to be
embedded in the
regular work of staff
and standing boards
and commissions.
Options for Council Consideration
Option 1:
• Appoint a
subcommittee of the
City Council to
review and advise
on DEI matters and
make
recommendations to
the City Council.
Thoughts to consider:
• City Councilmembers can self-identify who
will participate in the subcommittee.
However, this limits who can serve to only
Councilmembers and will require staff
resources to administer the newly formed
subcommittee.
Options for Council Consideration
Option 2:
• Assign social
impact and DEI
initiatives to the
Community
Relations
Commission
(CRC).
Thoughts to consider:
• Residency requirements (within the City) will limit who can and will apply for future vacancies (unless amended by City Council). • Provide cultural competency training for commissioners and staff. • May require additional staff resources and training costs to staff and prepare for the meetings, which would be anticipated to be held more regularly, and to arrange and participate in trainings. • Mindful that the current CRC composition does not align with the demographic of our community.
• Could work with entities currently involved in DEI TaskForce on an Ad Hoc basis (similar to Age Friendly Initiative with Senior Commission)
If Council chooses this option, staff will return and seek direction on CRC membership and changes in their scope of work for the next two years.
Options for Council Consideration
Option 3 :
• Take no additional
action and allow DEI
work to be
embedded in the
regular work of staff
and standing boards
and commissions.
Thoughts to consider:
• Staff does not foresee any resource impacts with this option.
However, inclusion of DEI efforts will be dependent on staff and limits community involvement.
Recommendations/Council Considerations
• Recognize the accomplishments of DEI Task Force.
• Consider the following options as next steps:
• Option 1: Appoint a subcommittee of the City Council to advise on DEI matters.
• Option 2: Assign social impact and DEI initiatives to the Community Relations Commission (CRC).
• Option 3: Take no additional action and allow DEI work to be embedded in the regular work of staff.
Thank You
Denise J. Garcia
Management Analyst II | City Manager’s Office
[email protected]