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Planning Department previews racial and social equity plan; staff say training and metrics are underway

San Francisco Historic Preservation Commission · February 6, 2019

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Summary

Planning Department staff presented phase 1 of a racial and social equity action plan focusing on internal operations—hiring, culture, budgeting and procurement—citing staff training (70–80% complete) and an implementation matrix to track accountability and performance measures.

Claudia Flores and Desiree Smith presented the Planning Department's draft Racial and Social Equity (RSE) Plan, phase 1, focused on internal operations including hiring, organizational culture, budgeting, procurement and contracting.

Flores said the plan aligns with the mayor's priorities and the Government Alliance on Race and Equity framework. She noted the department has already completed training for a majority of staff: "we have a cohort... 70 to 80% of our staff have already completed implicit bias training," and described staff survey results showing room to improve representation and workplace tools.

Desiree Smith described the initiative's framework: normalize conversation through training and shared analysis, organize internal infrastructure (a steering committee with senior management representation), and operationalize racial equity tools and data measures. Staff outlined a phase 1 action plan with goals, objectives, accountability matrices, performance measures and timelines. Examples included revising hiring panels, outreach for internships, and applying an equity tool to historic-preservation program review.

Commissioners asked how internal and external efforts will connect, whether training would be offered to commissioners, and how resource constraints will be balanced with other priorities; staff said phase 2 (external-facing programs and community engagement) will be developed this year with public outreach. Commissioners praised the effort and suggested collaboration with cultural district advisory committees and other city departments. Staff will return in spring with phase 2 and proposed implementation steps.