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From YouTube: Race and Equity Update | September 2020
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A
A
year
ago,
the
board
unanimously
adopted
a
equity
resolution
committing
the
county
to
work
on
an
equitable
approach
to
decision-making,
with
a
focus
on
trying
to
address
disparities
and
outcomes,
and
so
what
I'm
going
to
do
right
now
without
further
flourish,
is
turn
it
over
to
samir
byrd,
our
chief
rise
and
equity
officer,
who
has
a
presentation,
and
then
I
will
have
a
a
few
slides
towards
the
end.
Talking
about
some
additional
issues
so
over
to
you
over
to
you,
miss
bird.
B
B
I'm
going
to
is
anything
happening
yet.
No,
no.
A
B
Okay
great,
so
I
wanted
to
take
a
look
back
at
where
we
have
come
over
the
past
year.
So
back
in
september
29,
as
the
manager
mentioned,
we,
the
board,
adopted
an
equity
resolution
and
it
indicated
the
board
and
the
county's
commitment
to
equity,
and
there
were
a
number
of
directives
as
to
what
that
means
and
how
also
starting
in
september
2019.
B
About
the
same
time,
the
resolution
was
adopted
and
through
july
2020,
there
we
participated
in
the
learning
cohort
and
when
we
adopted
the
resolution,
we
had
gear
come
and
actually
present
in
advance
of
that
it
was
10
months,
and
I
actually
have
battalion
chief
wesley
here
with
me
and
she
can
talk
a
little
bit
more
about
the
cohort
program.
In
a
moment.
B
With
the
different
departments,
then,
in
july
of
2020,
the
manager
made
created
a
new
position
for
the
county
chief
race
and
equity
officer,
and
then
in
august
of
this
year
we
had
a
leadership
training
with
singers
senior
leaders
and
the
executive
leadership
team,
as
well
as
some
of
the
board
members
who
participated
in
that
focusing
with
gear
on
leading
to
advanced
race
and
equity.
Next
slide.
B
So
the
equity
resolution
set
forth
number
of
directives
for
the
manager
and
also
that
we
will
report
back
to
the
board
september
2020
on
our
progress
so
as
listed
here
on
this
slide
periodically,
we
were
to
report
back
on
the
learning
cohort
and
over
the
10-month
program.
We
were
before
the
board
bringing
a
manager's
report.
B
I
think
six
times
is
what
I
recall
each
time
we
had
different
staff
sharing
their
experiences
and
learning,
and
we
will
have,
as
I
mentioned
before,
battalion
chief
wesley
to
lead
to
provide
more
about
that
and
she
was
the
lead
for
our
cohort
and
she'll.
Give
you
a
brief
update
on
how
that
program
ended.
B
The
other
bullet
here
was
to
develop
a
racial
equity
tool
for
use
in
policy
practice
and
budget
decisions.
The
sub
bullets
here
were
actually
listed
in
the
resolution
as
examples
of
things
that
we
might
do
so.
The
pilot
project
the
cohort
is
working
on
is
intended
to
serve
as
one
tool
with
the
pilot
really
to
be
a
way
for
them
to
apply
and
refine
the
tool
so
that
it
could
work
specifically
for
arlington
capacity,
building
and
organizational
structure.
B
The
framework
for
the
racial
equity
plan.
In
many
ways,
that
was
the
resolution
in
some
respects,
but
I'm
going
to
speak
a
little
bit
more
about
my
work
plan,
which
serves
as
the
racial
equity
framework
and
a
plan
for
how
we
are
to
move
forward
and
then
finally
applying
a
racial
equity
lens
to
department
lines
of
business
as
part
of
our
fy21
budget
and
cip
processes.
B
So
in
march,
we
had
a
number
of
departments
before
you,
including
the
work
sessions
in
the
slot
in
their
slides
for
their
work
sessions
and
approach
to
how
they
focused
on
equity,
and
they
were
to
look
at
those
four
questions
who
benefits
who's
burdened
who's
missing.
And
how
do
we
know-
and
this
was
just
before
the
pandemic-
that
we
were
able
to
at
least
have
a
few
of
our
departments
present,
and
what
I
recall
is
that
for
those
work
sessions
we
had
cphd
dhs
des
as
well
as
dpr
and
bts.
B
They
included
in
their
presentations
of
slide,
focusing
on
equity
and
budget
considerations,
and
so
the
other
thing
that
we
focused
on
is
when
there
was
a
discussion
on
the
cip
with
the
board.
Back
in
july,
we
did
include
deliberately
and
intently
a
slide
about
equity,
with
respect
to
stormwater
and
the
considerations
there
next
slide.
D
Good
evening
to
the
board,
thank
you
for
having
me
I'm
just
going
to
reiterate.
Where
our
program
is.
We
started
with
a
10
month
learning
program
with
13
staff
across
departments
to
include
aps
and
that
cohort,
if
you
remember,
we
were
sharing
within
and
across
departments
very
valuable
information
and
currently
where
we
are
be,
do
because
of
the
pandemic.
D
We
are
not
finished
our
pilot
project
pro
project,
sorry,
which
is
we're
focusing
on
workforce
diversity
among
leadership,
but
we
are
still
tracking
along
meeting
regularly
and
we're
still
weighing
out
data
and
as
soon
as
we
have
that
we're
going
to
be
able
to
present
our
finished
project,
we
have
all
also
committed
to
continue
to
help
samia
in
her
in
her
efforts,
and
so
we're
still
gonna
keep
continue
with
our
cohort.
D
There
will
be
a
new
implementation
cohort
with
the
cog
region,
starting
from
september
20th
through
june
of
2021,
and
a
new
introductory
learning
cohort
with
a
with
a
date
to
be
determined,
but,
as
I
just
shared
everyone
on
my
team
has
committed
to
continue
with
the
work
to
continue
to
assist
in
other
departments
as
they
go
forward
and
present.
B
Thank
you.
Thank
you.
Hopefully,
the
sound
is
a
little
better.
It's
good
good.
Okay.
So
I
wanted
to
now
talk
a
little
bit
about
the
chief
race
and
equity
officer
position
and
I
often
find
myself
in
a
position
when
I'm
talking
about
it
to
let
people
know
what
it
is
and
what
it
is
not,
and
so
we're
not
a
com.
B
This
position
is
not
intended
to
be
a
compliance
officer,
I'm
not
going
to
be
focusing
on
individual
resident
or
employee
concerns,
even
though
it's
helpful
to
understand
what
some
of
the
broader
issues
may
be.
That
is
not
the
focus
of
this
particular
position,
not
the
expert,
not
the
only
one
doing
the
work
and
not
going
to
be
able
to
fix
racism
by
myself.
B
So
this
is
shown
in
a
circle,
because
this
work
is
continuous.
We're
going
to
constantly
be
normalizing,
organizing
operationalizing,
but
it's
all
going
to
be
based
on
assessing
so
starting
with
an
assessment
continually
assessing
to
be
able
to
measure
our
progress
and
make
relevant
adjustments
in
continued
advancement.
So
we
may
be
doing
all
of
these
things.
B
At
the
same
time,
we
may
be
doing
some
of
them
one
at
a
time,
but
it
is
a
continuous
cycle,
because
this
is
not
an
initiative,
it's
not
a
one-off
or
a
checkbox,
but
all
of
these
things
we
will
continually
have
to
do
x5
and
so
and
if
you
advance
one
by
one
again
and
so
applying
a
racial
equity
lens
intentionally
consistently
and
constantly,
we
can
start
to
change
our
mindset
and
thinking
on
how
we
should
approach
our
work.
And
so
this
is
the
tool.
I
think
this
is
a
great
tool.
B
B
Who
is
missing
and
how
do
we
know-
and
I've
actually
added
another
question
to
this,
because
once
we
know
to
make
sure
that
we
continue
to
stay
top
of
mind
and
action
oriented
the
next
question,
I've
added
and
what
do
we?
What
did
we
do?
So,
it's
not
enough
to
just
gather
the
information
to
ask
the
questions
and
know
about
it,
but
we
have
to
then
take
the
next
step
and
actually
put
something
into
action
and.
E
C
I
wonder
if
I
I
think
you
know
this
might
be
a
good
place
to
take
a
pause,
miss
bird
and
before
we
kind
of
go
to
the
moving
forward.
You've
covered
a
lot
I'd
like
to
invite
colleagues
perhaps
to
see
if
they
have
any
questions
or
comments
and
then
move
forward.
Does
that
work
for
you?
Yes,
it
does.
Okay,
thank
you
and
maybe
go
back
to
I
mean
this
is
fine,
but
I'd
like
to
do
I'd
like
to
sort
of
look
a
little
bit
about
where
we've
been
and
see,
I'm
suspecting.
C
There
may
be
some
questions
or
comments
before
we
move
forward.
So,
ms
crystal,
I
see
your
hand
up.
F
But
you're
muted
yeah.
Thank
you
so
much
madam
chair,
ms
burt,
I'm
really
excited
about
this
work
and
and
so
thrilled
to
have
you
in
this
particular
piece
of
leadership.
At
this
time
in
the
county
you
had
mentioned
in
one
of
the
items
in
the
slide
was
the
the
effort
to
review
our
departmental
budget
proposals
and
cip
proposals
through
that
equity
lens.
I
know
that
work
kind
of
began
this
year.
B
Big
question,
especially
given
what
we
are
dealing
with
now,
it
was
definitely
I
think,
when
we
when
that
was
part
of
the
resolution,
and
we
started
on
that
path.
The
beginning
of
the
budget
process
for
fy21.
There
was
a
lot
of
kind
of
consternation
about
what
do
these
questions
mean
and
how
do
we
apply
it?
And
what
do
we
do?
And
you
know
I
think,
departments
struggle
with
that,
because
it
is
a
big
question
and
it's
a
very
different
approach
to
budget
than
what
we
have
done
in
the
past.
B
You
know
we're
very
focused
on
projects
or
programs
and
not
necessarily
focused
on
how
we
think,
in
terms
of
applying
equity,
to
our
programs
and
projects,
and
what
does
that
mean
in
terms
of
how
we
shift
our
thoughts
about
how
we
will
actually
put
forward
things
for
budget
and
so
having
those
questions
out
there.
B
We've
been
looking
at
a
number
of
other
jurisdictions
and
how
they've
approached
this,
and
I
will
say
that
it's
not
been
easy
in
any
of
the
places
we
looked
at
and
they've
all
struggled
from
what
we
can
tell
with
this
looking
at
list
serves,
and
you
know
just
being
a
part
of
conversations
with
other
jurisdictions.
B
It's
a
huge
thing
to
tackle,
but
something
I
think
that
we
need
to
continue
to
talk
about
and
really
focus
on,
people
understanding
what
those
four
questions
mean
and
how
they
start
to
apply
them,
and
what
that's
going
to
mean
in
terms
of
the
outcomes
they're
going
to
look
different
than
what
people
are
used
to
and
are
people
prepared
to
present?
Something
different,
I
think,
is
a
lot
of
the
challenge
of
the
question.
F
I
know
in
fairfax,
their
chief
equity
officer
ended
up
pursuing
a
model
of
sort
of
a
consultancy,
almost
right
folks
who
would
sort
of
sit
in
with
their
departments
and
help
them
go
through
that
analysis.
Do
you
think
there's
a
possibility
that
the
folks
who've
participated
now
in
this
scare
cohort,
like
ms
leslie
who's
on
with
us,
and
who
now
have
some
expertise
in
guiding
these
questions
could
could
sort
of
go
back
to
their
departments
and
help
facilitate
those
conversations.
F
B
That's
a
possibility.
One
of
the
things
that
I've
been
looking
at
is
how
do
we
leverage
the
experience
and
the
expertise
that
some
of
our
cohort
members
did
receive
and
deploy
those
within
their
their
department
and
looking
at
a
little
bit
of
what
is
a
good
structure
to
help
to
undergird
some
of
the
work
and
departments
so
that
they
can
actually
start
to
be
hands-on.
B
So
I
that
is
definitely
a
good
approach
and
I
see
tiffany
has
her
hand
up.
If
you
want
to
weigh
in.
D
And
that's
a
great
question:
we
have
started
in
the
fire
department,
we
started
a
racial
equity
initiative
and
it's
three
particular
focus
groups
and
I'm
the
co-facilitator
and
also
the
liaison
between
the
group
and
samia,
the
chief
equity
officer.
So
that's,
I
think,
that's
going
to
be
a
great
model
in
which
we
can
follow
to
kind
of
share.
You
know
how
to
do
that
liaison,
make
sure
we're
always
tracking
back
to
to
our
chief
equity
officer,
making
sure
we're
in
line
with
the
gear
principles,
as
well
as
our
county
and
organization
principles.
F
E
Thank
you,
madam
chair,
so
ms
byrd
just
really
thrilling
body
of
work,
and
I
love
the
inclusion
of
the
fifth
question
as
a
critical
piece
in
the
assessment
part
of
this
work,
which
I
know
usually
gets
a
lot
less
attention,
but
it's
nonetheless
important-
and
I
just
want
to
you-
know,
point
out
or
just
remind
everyone-
that
the
grand
plans
that
we
had
last
september
for
how
we
expected
this
year
would
roll
out
got
interrupted
by
you
know
the
the
co-occurring
crises
that
we're
dealing
with
and
as
a
result,
we
have
stood
up
a
lot
of
efforts
that
I
think
have
very
much
been
informed
by
the
growing
sensitivity
and
understanding
of
racial
equity
as
applied
to
our
coveted
response.
E
Specifically.
So
I
would
just
put
out
a
plea
that
somehow
we
begin
thinking
as
early
as
possible
about
how
we
assess
the
appropriateness
and
the
quality
of
our
our
coveted
responses
that
have
very
much
been
driven
by
an
equity
perspective.
My
sense
is
that
they're
good,
but
I
don't
want
to
just
rely
on
that
assessment.
I
I
would
love
a
professional
way
to
think
about
all
that.
E
B
D
G
Thank
you,
madam
chair,
and
thank
you
miss
bird
for
for
presenting
and
updating
us
on
this.
I
I
appreciate
a
lot
your
work.
I
I
wanted
to
follow
up
on
miss
crystals
and
mr
dorsey's
questions.
So
one
one
of
the
questions
in
the
five.
The
set
of
five
questions
that
bothers
me,
the
most
is
the.
How
do
we
know
because,
in
order
to
know
one
of
the
you
know
biggest
tricks,
that
government
had
always
in
the
in
the
pocket?
Was
you
know
we
don't
know,
you
know
the
answer.
G
You
know
the
right
information,
the
right
answers,
so
how
do
we
include
our
our
community?
In
that?
I
was
very
encouraged
to
see
that.
Finally,
our
our
commissions
are
meeting
again
and
several
of
them
planning
commission,
first
and
foremost,
have
engaged
already,
and
they
are,
you
know,
taking
up
equity
very
very
seriously.
They
even
reworking
their
charters.
So
how
do
we?
How
do
we?
How
can
we
open
the
the
the
the
gates,
the
doors
to
our
community,
to
engage
with
our
process.
B
So
I
think
there
are
a
couple
things
that
I
wanted
to
respond
to
and
what
you
said
the
first
one
about
how
do
we
know
one
of
the
things
that
we
talked
about
a
lot
through
gear.
We
learned
is
the
importance
of
data
and
collecting
data,
and
I
think
you
know
for
for
many
many
years
it
was
taboo
to
ask
people
about
their
race
or
their
ethnicity.
B
Or
what
have
you
based
on
what
the
data
is
telling
us?
So
that's
one
thing
in
terms
of
engaging
the
community.
I've
been
meeting
with
a
lot
of
different
people
in
the
community,
and
one
of
the
things
that
I
really
like
to
remind
people
is
that
you
know
engaging
the
community.
We
always
focus
on
kind
of
a
certain
model
where
we
maybe
focus
on
people
knowing
or
email,
or
you
know
a
certain
way
of
approaching
or
reaching
people
that
doesn't
reach
everyone.
B
And
so
when
are
we
going
to
start
to
actually
meet
people
where
they
are?
You
know,
take
approaches
of
going
out
to
people
going
out
to
the
community
actually
becoming
more
relational
and
more
hands-off
and
talking
to
people
getting
to
know
people
who
are
not
like
us
in
different
neighborhoods
and
different
communities
and
finding
out
why
they're
not
participating
in
the
process?
What
are
the
barriers
to
them
participating
in
the
process?
Is
it
the
time
of
day
that
we
have
meetings?
Is
it
where
we
have
our
meetings?
B
Is
it
you
know
how
we
have
our
meetings?
Is
it
that
they
don't
have
child
care?
Is
it
that
they
are
working
during
those
times
and
how
do
we
respond
to
them?
In
a
way
that
makes
it
more
accessible
and,
quite
honestly,
are
the
barriers,
also
things
related
to
race.
You
know
that
you
know
they
are
not
comfortable
with
government
or
they
don't
trust.
B
Government
and
they'd
rather
participate
in
different
ways
and
we're
not
going
to
know
that
if
we
don't
connect
with
people
in
different
ways
and
become
a
little
bit
more
intentional
to
do
that
and
relational
with
them,
it
was
interesting.
I
talked
to
the
pedestrian
and
bicycle
advisory
commissions
last
week
and
they
were
asking
you
know:
how
can
we
become
more
diverse
in
our
membership
and
I
said:
well,
you
do
know
black
and
brown
people
they
bike
and
they
walk
too.
You
know
how
you
know
we
can
talk
to
them.
You
know
find
out.
B
There
are
groups
of
black
people
and
brown
people
who
bike?
Can
you
do
some
research?
Can
you
educate
yourself
on
you
know
where
they
are
and
what
they
do
and
how
you
might
be
able
to
connect
with
them
and
just
build
relationships
with
them
to
bring
them
into
the
fold?
So
I
think
that's
a
lot
of
way
in
terms
of
how
we
might
be
able
to
start
engaging.
B
It
really
is
going
to
start
with
trying
to
make
connections
to
people
more
directly,
intentionally
and
in
different
ways
and
focusing
on
understanding
the
areas
of
or
what
I
like
to
call
the
lines
of
business,
so
the
different
areas
and
and
ways
people
focus
on
those
areas.
You
know
what
do
you
understand
about
the
commission
or
the
area
that
you're
representing
more
broadly
than
your
perspective,
but
from
other
people's
perspectives
and
educate
yourself
on
that?
So
you
know
how
to
then
move
forward
in
outreaching
to
people
in
different
ways
in
different
spaces
and
places.
H
Thank
you,
madam
chair,
miss
bird,
I'm
I'm
thrilled
with
the
work
I
also
it
brings
back
to
mine
each
of
us
individually,
set
in
and
for
part
of
the
early
august
conversation,
and
it
is
bringing
the
strength
of
that
time.
Right
back
to
mind,
I
love
the
question.
What
did
we
do?
H
The
one
thought
I
had
based
on
another
conversation
from
that
I
had
had
is
that
sort
of
related
to
ms
crystal's
point
is:
is
that
the
this
work
is
evolving
and
and
so
I
just
wonder
if
there,
if
you
have
I'm
guessing
you've,
thought
of
the
sort
of
benefits
that
could
come
with
having
a
check-in
with
colleagues
in
other
jurisdictions
doing
this
work,
I
had
a
specific
conversation
in
august
with
someone
who's
been
doing
this
work
for
years,
and
I
was
struck
by
what
a
resource
it
could
be
as
this
is
such
a
fast
evolving
area
and
also
so
important
that
I
just
put
in
a
plug,
for
that
sounds
like
you're
already
there,
but
I
may
have
a
a
resource
that
you
can
consider.
H
That
would
be
your
choice,
of
course,
but
there's
someone
who's
that
I
know
with
leadership.
Greater
washington
who's
been
doing
this
for
a
while
and
could
provide
a
benefit.
I
think
so.
B
Thank
you
yeah.
No,
it
is
so
networks
and
resources
are
always
welcome.
That
was
one
of
the
benefits
and
is
one
of
the
benefits
I
think
of
gear.
B
Is
that
it's
a
networking
organization
and
sharing
of
resources
and
networks
across
the
jurisdiction
and
the
cohort
program
was
really
intended
to
be
one
that
was
regionally
based,
so
that
there
could
be
more
of
a
regional
collaboration
and
sharing
on
equity,
and
so
I
definitely
appreciate
that
I
am
connected
with
and
in
touch
with
colleagues
in
other
jurisdictions
in
virginia
and
maryland,
who
are
doing
this
work
because
the
other
thing
is
it's
hard
right
and
so
having
support
and
resources
is
necessary
and
especially
in
order
to
be
able
to
sustain
the
work
and
yourself
in
the
work
over
a
period
of
time.
C
You
I'll
build
a
little
bit
on
that
network.
Would
you
like
to
touch
just
a
little
bit
on
your
work
with
aaron
rodgers
and
the
school
system,
because
I,
I
believe,
you've
been
doing
some
collaboration
and
I
think
that's
obviously
an
important
part
of
our
community
as
well?
Yes,.
B
B
We
have
some
really
good
and
strong
people
partnering
with
us
from
aps
and
our
cohort
program
and
aaron,
and
I
have
continued
to
talk
because
we
looking
a
lot
at
how
fairfax
has
approached
their
work
has
been
the
one
fairfax
model
where
it's
the
school
system,
as
well
as
the
county
government,
and
they
approached
it
together.
I
mean
they've
been
on
the
journey
for
quite
a
long
time,
so
a
little
bit
different
and
how
they
set
that
up
from
the
very
beginning.
B
C
Thank
you
very
much,
and
I
know
that
was
going
on.
I
just
want
to
make
sure
people
we.
You
know
we
touch
on
that
and
I'll
have
to
tell
my
mother
about
my
little
slip
here.
So
I
you
know,
I
just
I
really
appreciate
all
this.
I
know
we
want
to
move
on.
C
You
know
you
touched
about
how
how
it's
not
easy,
this
work
and
you
know
when
we're
actually
trying
to
put
it
in
budget,
how
how
people
are
struggling
with
to
try
to
incorporate
it,
and
I
think
sometimes,
when
we
adopt
these
four
questions,
people
well
all
right.
So
we
answer
the
four
questions
and
we're
done,
and
then
you
add
what
did
we
do?
Of
course
that
makes
it
a
little
dice
here.
C
But
frankly,
if
you
had
come
here
and
were
presenting
and
saying
things
were
just
going
swimmingly
and
it
was
really
you
know,
people
were
adapting
quickly
and
it
was
working
out.
Well,
I
really
wouldn't
trust
what
you
were
saying,
because
this
is
hard
work
and
I
think
it's
not
until
we
actually
get
into
it
that
a
lot
of
people
realize
how
difficult
it
is.
C
I
also
think
the
pollyanna
in
me
or
the
positive
person
that
this
pandemic
and,
of
course,
the
terrible
murder
of
george
floyd
and
all
of
the
things
coming
out
of
that
it's
made
a
lot
of
people
realize
that
systemic
racism
really
is
a
thing.
I
I
think,
a
lot
of
people,
they
kind
of
just
thought
it
was
just
sort
of
buzzword
and
it
didn't
really
exist.
C
I
think
people
understand
a
lot
better
and
I
think
they're,
seeing
the
the
current
crisis
is
making
us
see
the
need,
where
it's
so
clear,
it's
the
most
vulnerable,
who
are
really
having
the
hardest
time
that
we
really
need
to
work
with
and
surprise,
surprise
they're,
mostly
people
of
color.
So
I
think
in
many
ways
the
pandemic
is
is,
is
helping
in
an
odd
way
and
I'm
so
glad
we're
doing
this
work.
So
I
interrupted
you
in
the
middle
of
your
presentation.
Would
you
like
to
continue
now?
Yes,
thank
you.
B
B
So
here
I
just
wanted
to
talk
about
a
few
things
in
terms
of
how
we're
moving
forward.
So
the
first
thing
is
focusing
on
a
series
of
facilitated
conversations
on
race
and
racism
within
the
community,
as
well
as
with
the
staff
and
the
county,
and
I'm
going
to
talk
a
little
bit
about
the
community
effort
separate
from
this.
But
you
know:
we've
seen
that
there
have
been
a
lot
of
conversations
that
have
been
happening.
Organically
specialization.
B
That
we
facilitated
in
some
way
groups
that
forum
that
are
doing
a
lot
of
reading
watching
videos
and-
having
conversations,
I
think,
is
great,
but
if
we
want
to
start
talking
about
race
and
racism
more
intentionally,
having
facilitated
conversations
just
to
make
sure
we're
not
doing
harm,
I
think
will
be
important
education
and
training
on
race
and
racism.
So
one
of
the
things
that
we
would
love
to
be
able
to
do
well.
It
was
great
that
we
could
send
people
to
a
learning
cohort
and
we
have
another
one
it.
B
One
of
the
other
things
that
is
happening
as
well
is
each
department
is
currently
in
a
space
where
they
are
trying
to
work
through
okay
within
our
department,
and
how
do
we
advance
it?
And
I
know
there
are
certain
differences
for
a
lot
of
departments,
their
line
of
business
and
the
way
they
approach
work.
And
I
think
that
that
is
great,
that
they
are
doing
that.
B
We
see
a
lot
of
departments
setting
up
steering
committees,
groups
to
focus
specifically
on
race
and
equity,
and
one
of
the
things
that
I
think
is
important
is
that,
if
we're
going
to
move
forward
together
and
be
coordinated,
is
to
have
a
core
team.
That
is
a
working
group
that
can
make
sure
that
the
work
happening
at
the
department
level
is
connected
to
a
broader
plan
and
goals.
B
So
the
goals
that
I
set
out
in
terms
of
the
framework
for
our
plan,
making
sure
that
we're
all
connected
to
that
so
that
we're
all
moving
forward
in
the
same
way
in
the
same
direction
and
having
a
group
that
across
departments
that
can
help
to
work
through
that
plan
and
think
about
how
we
implement
that
at
the
department
level
is
going
to
be
really
important.
And
then,
in
addition
to
that
thinking
through
whether
or
not
there
needs
to
be
equity,
leads
or
champions
with
these
within
each
department.
B
B
So
that's
a
pretty
huge
list
so
having
partners
and
allies
is
something
that
we
really
would
like
to
be
able
to
move
forward
and
do,
and,
like
I
mentioned,
I'm
doing
a
lot
of
talking
a
lot
of
listening
meeting
with
a
lot
of
different
groups
to
just
you
know,
share
my
thoughts
and
ideas
and
plans
and
then
understand
from
them
where
they
are
and
how
we
might
be
able
to
partner
together
next,
and
so
this
next
slide.
B
I
want
to
talk
about
what
we're
doing
which
I'm
really
excited
about,
is
a
series
of
conversations
to
begin
with
an
assessment
with
the
community
and
we're
calling
it
building
dialogue
on
race
and
equity.
So
we're
going
to
be
partnering
with
challenging
racism,
who
has
a
curriculum
our
place,
based
on
how
you
have
challenging
conversations
about
race
and
how
you
can
learn
and
educate
and
talk
about
race
in
the
community.
We're
going
to
start
that
process,
probably
in
the
fall.
B
Hopefully
in
the
next
several
weeks,
we
will
have
more
information
and
details
about
that,
but
starting
that
with
a
sampling
of
attitudes
and
perspectives.
As
I
mentioned
with
the
community
asking
a
number
of
targeted
questions
to
understand
what
people's
thoughts
and
perceptions
are
about
race
and
racism
in
arlington.
What
some
of
the
issues
are
and
be
able
to
have
that
leading
into
the
first
thing
chamber
series
of
conversations
that
are
more
broad
about
race
and
equity
in
arlington?
B
So
another
series
of
conversations
with
partners
and
leaders
and
then
developing
what
we
call
sort
of
a
toolkit
so
that
any
individual
can
have
conversations
with
their
neighbors
with
their
friends
with
their
family
and
they
can
use
this
toolkit
on
race
and
race
and
equity,
because
one
of
the
other
things,
as
I
mentioned
before
and
having
these
conversations
is
important
for
them
to
in
some
ways
be
guided
and
informed
so
that
we're
not
doing
more
harm.
And
then
the
last
thing
is
throughout
each
of
these
conversations.
B
In
these
series
of
conversations
we
will
be
assessing
where
we
are
getting
feedback
from
people
on
how
they
felt
the
conversations
went,
getting
engaging
their
opinions
and
understanding
and
be
able
to
roll
that
up
into
an
overall
report
on
what
we
heard.
What
we
know,
what
we
understand
and
then
maybe
make
some
recommendations
about
some
things
that
we
can
do
moving
forward
with
the
community
on
race
and
equity,
and
so
the
next
slide.
B
So
I
just
wanted
to
leave
this
slide
here,
which
is
again.
We
are
just
now
in
the
process
of
starting
to
set
up
our
information
for
our
challenging
racism.
Conversations
to
go
forward
so
for
more
information.
If
you
want
to
sign
up
when
we
have
that
available,
you
can
go
to
www.challengingracism.org.
B
Forward,
slash
dre
and
for
people
who
want
to
just
follow
what
we're
doing
and
learn
more
we're
going
to
continue
to
build
on
our
current
website,
which
the
link
is
listed
here
and
people
can
always
contact
me
as
well,
and
my
information
is
on
this
slide
and
the
next
slide
I
have.
I
just
want
to
leave
this
here
for
a
minute.
B
It's
the
quote
that
I
have
been
leaning
on.
It
is
my
quote,
and
I
think
it's
just
really
important
for
us
to
remember
that
we
are
on
a
journey.
It
is
not
going
to
be
easy.
It
is
very
challenging
work,
it's
constantly
evolving
and
if
we're
looking
to
do
something
that
is
sustainable
and
make
some
changes
to
our
system
for
the
long
term,
we
really
need
to
be
patient.
Persistent
and
persevere.