►
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
For
those
new
to
the
race
exchange,
it's
a
platform
for
Arlington
County
Employees
to
come
and
have
honest
and
open
conversations
about
race,
learn
and
be
empowered
in
their
own
respective
racial
Equity
Journeys.
For
today,
we
have
some
special
guests
that
are
going
to
be
sharing
their
experiences
in
racial
Equity
work,
their
leaders
in
racial
equity,
in
their
departments
and
throughout
the
county.
A
We
also
ask
our
viewers
to
please
use
the
chat
and
question
and
answer
feature
in
teams,
because
we'll
be
taking
some
questions
from
the
audience
as
well,
so
without
further
Ado
I'll
have
our
panel
introduce
themselves.
Please
start
with
your
name,
the
department
you're
representing,
and
how
your
lived
experiences
have
contributed
to
your
racial
Equity
Journey.
So.
B
My
name
is
Tara
Palacios
I
work
in
Arlington,
Economic,
Development
and
I.
Am
the
director
of
Biz
launch,
where
we
work
with
all
small
businesses
and
regarding
my
lived
experiences,
I
would
say
that
being
an
African-American
woman
and
being
in
the
skin
that
I
have
I
live
every
day,
a
as
an
other
or
someone
different,
and
so
I
really
try
to
see
others
for
who
they
are
not
just
what
they
represent,
and
so
that
makes
me
feel
like
I
can
move
forward
being
positive
and
treating
everyone.
The
way
I
want
to
be
treated
Kelly.
C
Good
morning,
good
morning
my
name
is
Wayne
Vincent,
my
current
role,
I'm,
a
deputy
chief
of
police
for
the
community
engagement
division,
I've
been
with
the
county
about
27
years.
My
lived
experience
is
kind
of
a
two-way
path,
I
immigrated
to
the
United
States.
When
I
was
about
five
or
six
years
old.
With
my
parents,
we
lived
and
grew
up
in
an
urban
environment.
D
I'm
Anita
Friedman
I'm,
the
director
of
Arlington
County's,
Department
of
Human
Services
and,
as
Wayne
said,
I'm
a
native
New
Yorker.
How
did
I
get
there?
Well,
my
parents
were
German
Jewish
immigrants
who
fled
Germany
during
the
Holocaust
and
they
had
their
citizenship,
stripped
from
them
and
all
their
assets
and
family
members
who
perished
so
when
they
got
to
the
U.S
and
New
York.
Of
course,
being
you
know
a
very
Urban
environment,
they
basically
instilled
in
me
a
sense
that
you're
lucky
you
survived.
D
A
Thank
you.
That's
that's
beautiful
and
thank
you
all
for
sharing
a
little
bit
about
yourselves.
That's
part
of
the
point
of
this
discussion
is
to
learn
a
little
bit
more
about
each
other
connect
and
also
also
share
some
of
the
great
things
that
Arlington
County
has
been
doing
since
the
adoption
of
the
racial
Equity
resolution
in
September.
So
we'll
just
get
right
into
the
questions.
Our
first
question
is
a
two-part
question,
so
we'd
like
to
hear
about
the
successes.
A
You've
had
integrating
racial
equity
in
your
departments,
particularly
in
the
areas
of
Employment,
Service,
delivery,
procurement
and
Contracting
and
Community
engagement,
and
the
second
part
of
that
question.
I'll,
give
it
to
you
now,
but
I
can
also
repeat
it
is:
do
you
think
that
centering
race
leads
to
successful
outcomes?
D
D
In
turn,
with
our
leadership
team
and
with
our
divisions
so
that
we
can
break
down,
you
really
have
to
break
it
down
right.
You
can't
just
talk
about
it
in
generalities.
You
got
to
break
it
down.
What
are
we
doing
in
employment?
What
are
we
doing
in
in
Service
delivery?
How
does
it
look
who's
being
impacted
who's
being
left
out?
You
know
you
got
to
have
those
conversations
to
know
how
to
make
changes
right
well,.
C
Are
okay?
They
are
they
are.
These
are
hard
conversations
to
have
and
I've
always
found
that
when
you
start
these
conversations,
it's
always
good
to
start
small,
even
a
one-on-one,
and
then
they
expand
they
can
expand.
If
you
challenge
people
you
know,
can
we
go
to
two?
Can
we
eventually
go
to
four
or
even
a
unit
where
you
can
have
these
difficult
and
challenging
conversations,
but
I
appreciate
having
worked
with
Anita
and
her
team
in
DHS?
There
are
so
many
other,
so
many
examples
of
how
they
are
tackling
racial
Equity.
B
And
I
think
for
me
from
your
first
question
about
lived
experience
and
being
an
African-American
woman
and
being
in
a
field
of
Economic,
Development
I
would
go
to
meetings.
I
would
go
to
events
and
there
wouldn't
be
anyone
else.
Like
me
there
and
many
times,
I
didn't,
feel
welcome
when
I
would
go
out,
and
so
I
made
it
my
own
purpose
that,
as
I
rose
up
in
the
division,
that
I
wanted
to
assure
that
there
were
more
people
like
me
that
were
participating
that
that
entrepreneurs
can
look
any
different
shape
size,
color
background.
B
If
you
have
the
gerium
of
being
able
to
start
a
business,
we
will
help
you
with
that
process
and
I.
Think
because
of
my
lived
experience,
I
was
so
much
determined
to
create
programming
and,
as
I
go
out
into
public
being
a
public
person.
I
wanted
to
ensure
that
we
were
engaging
everyone,
and
so
we've
created
programming
where
everyone
is
welcome.
B
We
reach
people
where
they
are
and
we
ensure
or
that
they
feel
as
if
they're
part
of
something
and
they're,
not
an
outsider,
which
I
think
if
you're,
deliberate
and
I
want
to
like
throw
deliberate
and
being
deliberation
when
you're
doing
work
in
the
public
sector.
I
think
that's
extremely
important
and
you
can't
forget
it
because
that's
why
you're
like?
Why
are
we
getting
all
the
same?
Usual
Suspects?
D
But
you
know
what
I've
always
noticed
with
Biz
launch,
which
I
have
always
admired
Tara
is
that
you
are
able
to
work
with
these
small
businesses.
A
lot
of
them
are
immigrant
owned.
They
come
to
the
United
States.
They
have
been
entrepreneurs,
maybe
in
their
home
countries.
They
don't
know
how
to
manage
working
in
this
environment
and
you
really
partner
with
them
and
move
them
along,
and
that
is
such
a
gift
really
to
because.
B
I
think
one
thing
that
I
think
about
is
if
I
went
to
another
country
and
I
didn't
speak,
that
language
right
I
would
never
even
think
of
starting
a
business
because
of
all
the
regulations
and
the
policies.
So
I
try
to
put
myself
in
their
shoes
and
many
times
they've
been
taken
advantage
of
like
people,
who've
stolen
their
identity,
right
or
they've
taken
their
money.
And
so
we
try
to
build
that
trust
in
government
so
that
they
can
feel
comfortable
coming
to
us.
But
that's
it's
a
empathy
as
well.
Yeah
I'll.
C
Tell
you
having
leading
the
community
engagement
Division
and
we
have
a
business
Outreach
section
and
part
of
that
is,
you
know,
reaching
out
and
working
with
all
of
our
businesses,
but
I'll
tell
you.
Our
small
business
owners
are
a
large
part
of
that
because,
like
you
like
you
both
said
you
know,
sometimes
they
don't
have
or
they
don't
even
know
the
resources
they
don't
even
know.
What
AED
is
some
some
points
is
you
know
they.
C
B
I
think
like
we
touch,
even
though
we're
in
Economic
Development,
We,
Touch,
Health
and
Human
Services,
the
police
department
I
feel
like
working
together,
and
this
isn't
a
cliche,
but
really
working
together.
Departmentally
is
the
way
to
go.
Yes,
yes,
because
we
couldn't
do
this
on
our
own.
Without
your
support
and.
D
D
Doesn't
work
anymore,
you
know
you
have
to
go
where
the
people
are,
and
especially
in
today's
climate,
where
people
are
afraid
of
government,
they're,
afraid
of
law
enforcement,
they're
even
afraid
to
step
foot
in
the
Department
of
Human
Services.
Yes,
you
know
it's
not
a.
We
know
where
people
who
are
struggling
live.
We
know
we
have
all
the
data,
we
know
the
zip
codes,
we
know
the
neighborhoods.
We
need
to
figure
out
how
to
go
to
the
people,
yes
and
be
there
with
them
and
establish
that
trust.
You
know
I'll.
C
Tell
you
one
of
our
biggest
challenges
is
when
engaging
with
our
community
all
of
our
communities
in
Arlington.
You
know
it's
almost
it's
very
easy
and
it's
almost
like
a
you
can
go
anywhere
and
engage
with
those
with
those
organizations,
those
large
organizations.
You
know
the
big
Sid
fed
and
things.
C
Fed
NAACP
those
are,
you
can
always
that's
their
job
that
they're
going
to
engage
with
us
right
but,
like
you
said,
going
into
those
neighborhoods
and
meeting
those
people
that
maybe
aren't
they
just
they're,
just
ordinary,
just
residents
of
Arlington
County
and
finding
them
in
it
and
then
they're
so
vast
I'll
tell
you.
We've
done
some
incredible
work
lately
with
not
only
not
only
on
some
of
our
minority
communities,
but
also
our
elderly
Community.
Our
special
needs
Community.
C
These
are
people
that
we
again
we
have
to
go
meet
them
go
where
they
are,
as
you
said
so
important.
So
that's
why
engagement
is
so
important.
Can
I
just
bring
up
something
you
brought
up?
Yes,
Terry.
You
brought
up
something
you
said
about.
You
want
people
in
your
business
that
you're
trying
to
help
see
people
that
look
like
you.
How
is
that
challenging
for
you,
because
in
law
enforcement
I
bump
into
that
all
the
time?
Yes.
B
B
We
do
brunch
and
businesses
quarterly
and
that's
an
event
where
we
look
at
different
communities,
whether
it's
in
the
African-American
community,
Asian
community,
lgbtq
community,
and
we
will
do
a
panel
discussion
where
people
in
the
audience
can
see
themselves
and
then
other
people
that
are
allies
or
non-allies.
That
just
want
to
hear
more,
can
come
and
learn
because
I
think
there's
something
about
representation
and
seeing
yourself
not
what
other
people
see
you,
but
as
the
leader
that
you
are
because
these
small
business
owners
are
leaders
in
our
community
and
a
lot
of
them
give
back.
C
You
know
I'm
going
to
just
touch
upon
that.
A
little
bit
and
I
need
I
really
want
to
hear
from
you
because
I
know
you
have.
We
all
have
the
same
struggles
as
far
as
recruitment,
right,
right
and
diversity,
diversity
within
our
our
respective
agencies,
and
so
like
you
and
I,
was
our
HR
Director
many
years
ago,
and
certainly
they've
certainly
got
a
lot
better
since
since
I've
been
there,
but
one
thing
that
we
did
years
ago.
C
B
C
B
D
We've
we've
inserted
questions
into
our
hiring.
You
know
interview
questions
about.
How
would
you
react?
How
will
you
you
know,
engage
in
a
diverse
environment,
making
sure
people
have
those
skills,
but
we
really,
you
know
when
looking
at
some
of
our
Workforce
shortages
I
think
in
some
cases
we're
over
credentialed.
You
know
like
you
have
to
if
we
are
always
asking
for
the
licensed
clinical
social
worker
or
the
PhD
in
Psychology,
think
about
it.
D
You
know
people
you
that's
going
to
be
predominantly
white
because
there's
disadvantages
in
the
system
for
people
to
get
the
credentials,
so
we
have
to
start
looking
all
set.
Are
we
asking
too
much?
You
know,
let's
readjust
what
we,
what
who
we're
looking
for
with
what
we
need
and
because
there's
bias
in
that
also
I
think
well.
C
C
We
want
to
give
them
the
opportunity
to
get
their
college
educated
college
education.
Excuse
me
so
I
think
there
are
things
we
can
do
to
look
at
that
as
well.
You
know
where
I
think
and
more
importantly,
also
our
co-workers,
don't
forget.
We
don't
want
our
co-workers
to
be
like
we're
just
giving
people
a
pass.
It's
not
a
pass.
It's
helping
people
find
out
where
they
are.
You.
B
Know
what's
interesting,
I
think
over
time.
What
I've
noticed
is
the
more
diverse
our
teams
are
I
think
a
certain
way
because
I'm
of
a
certain
generation
we
get
the
young
people
get
older
people
get
people
of
all
colors
together
and
we
come
up
with
the
best
programming
and
and
with
the
most
impact
and
I
think
people
forget
about
the
creativity
that
we
have
when
we
bring
diverse
folks
and
diverse
thoughts
together.
Yes,.
A
D
Well,
we
were
talking
earlier
before
we
came
on
about
normalizing
just
talking
about
race,
and
it
takes
a
long
time
for
people
to
feel
comfortable,
just
being
able
to
say
words
like
black
white
brown.
You
know
instead
of
code
words
right
and
really
just
saying
you
know,
racism
is
is
with
us.
It's
in
our
institution.
It's
not
made
up.
Look
at
the
data.
Look
at
the
data.
These
are
facts
right.
B
D
C
B
D
Is
something
that
has
to
be
just
continued
to
be
discussed
ongoing
in
whatever
systems?
Whatever
communication
methods
you
have
in
your
department,
we
have
a
town
hall,
we
always
discuss
race.
We
have
a
talk
to
me.
Thursday,
we
always
discuss
race.
We
have
division
meetings,
we
always
discuss
race,
you
have
to
keep
discussing
it
because
and
people
you
know
those
who
aren't
on
board.
Well,
tough,
is
what
I
say
we're
doing
this
and
you're
going
to
keep
hearing
about
it.
C
Because
buying
is
important,
yeah
I
mean
it
is
I
mean
you're
not
looking
to
I
mean,
but
it
is
important
and
for
us
I
think
in
our
department.
You
know
people
I,
think
and
I've
seen
this
I've
seen
this
up
front
I've
seen
people
that
are
nervous
to
speak,
they're,
nervous
to
say
something
that
they
feel
are
gonna
they're
going
to
be.
You
know
somebody's
going
to
feel
like
this
yeah
they're,
going
to
feel
blackballed
they're
going
to
feel
as
if.
D
C
B
Making
a
safe
space
for
people
I
think
most
I
think
there's
a
lot
of
clutter
that
we
see
in
social
media
a
lot
of
things
that
are
distracting,
but
at
the
end
of
the
day,
if
we
communicate
with
one
another
instead
of
being
online
or
like
sending
a
chat
but
really
face
to
face
and
ask
people
how
they
feel
or
hey.
Does
this
make
you
feel
uncomfortable?
D
You
have
to
have
you
know,
we
call
it
Grace,
but
you
know
I'm
a
white
person
I
have
stepped
into
things
many
times
in
my
Learning
Journey
right
and
people
have
called
me
out
on
it
and,
let
me
say
it's
painful.
Yes,
we
use
a
process
called
ouch,
oops,
educate,
I,
don't
know
if
you've
heard
of
that
I
haven't
heard
of
that
yeah
ouch,
ouch,
oops,
oops,
educate,
educate,
which
means
and
I
can
send
you
some
stuff.
D
D
A
D
Yeah,
it's
very
I
mean
the
burden
on
bypoc
people
to
even
come
to
the
conversation,
and
the
table
is
tremendous.
You
know
and
because
I
can
never
know
what
it's
like
to
be
in
your
in
your
skin.
In
your
you
know
and
I
I
don't
live
it
every
day.
You
know.
So
it's
it's
EXT.
It's
really
very
heavy
and
I
I
know
that
in
my
own
staff
you
know,
there's
there's
really
sometimes
an
excessive
burden
and
toll
on
people
and
they
they
feel
exhausted.
C
I
think
also
too,
with
you
know
with
the
but
with
our
bipart
population.
That's
that
doing
the
work,
because
I
know
for
a
fact.
Sometimes
they
believe
and
I've
heard
from
several
people,
not
just
in
my
department,
but
they
feel
as
as,
if
they're
blackballed,
you
know,
they
lose
friendships.
In
some
cases,
some
people
may
even
say
they've
lost
careers
or
goals
to
move
forward,
and
so
I
think.
C
That's
where
I
think
our
roles
become
very
important
as
Leaders,
yes,
lift
them
up
support
them,
but
also
realize
they
know
that
just
is
coming
from
the
top
and
going
across.
You
know
that
is
important,
because
if
they
don't
feel
that
support
then
shame
on
us.
You
know
that
jet
chain
on
us
yeah
but
I'll,
tell
you
another
conversation
that
I
find
interesting.
When
you
talk
about
race,
is
we
talk
a
lot
about
having
these
conversations
internally
but
I?
Quite
frankly,
I
find
myself
having
these
conversations
in
our
community
as
well.
B
C
And
I'll
tell
you
it
is
educating
for
me
it
is
incredibly
uplifting,
but
also
it's
a
learning
experience
almost
a
lived
experience
be
honest
with
you,
the
kind
of
conversations
we
have
in
our.
As
you
all
know,
we
have
a
very
diverse
and
educated
Community.
Yes
and
they're
not
shy
about
talking
to
you
talking
to
us.
Have
you
guys
experienced
that
at
all
I
don't
know
which
I
like.
D
D
D
D
B
I
was
on
there
thinking
I
want
to
delete
everything,
but
it
was
exhausting
because
how
dare
you,
you
know,
respond
in
this
way
and
then
I
just
started
ignoring
it.
My
husband
was
like
just
ignore
it:
Tara
don't
pay
attention
to
it,
so
I
pretended
I
was
ignoring
it.
Then
I
was
on
the
phone.
It
was
over
the.
B
View
and
then
I
started
feeling
like
I,
had
to
go
inside
me
because
I
felt
like
there
was
a
pit
in
my
stomach
that
a
group
of
people
that
I
admire
and
love
and
that
have
so
much
joy
themselves-
was
being
persecuted
because
of
someone
else's
insecurity
or
how
they
were
feeling
right
and
so
I
had
to
tell
myself
I'm
a
big
anime
person.
I'm
like
I
am
a
superhero
I
will
go
I'm
not
going
to
let
this
be
negative.
B
I've
been
thinking
about
this
question.
It
is
exhausting,
but
I'm
not
going
to
let
them
win.
You
know
you
might
mess
with
affirmative
action,
but
there's
something
else
that
we
can
do
and
so
I
think.
If
we
tell
ourselves
these
things
and
then
have
a
really
great
support
system,
I
think
many
times
we
don't
think
to
reach
out
to
others
in
the
county,
but
we're
all
experiencing
like
Anita.
What
you
were
saying
about.
A
D
A
Second
and
just
switch
gears
to
take
some
questions
from
our
viewers.
So
whoever
wants
to
answer
the
first
question:
yeah,
we
have
a
few.
What
are
your
suggestions
for
employees
who
want
to
learn
from
their
colleagues
for
those
of
us
who
might
not
have
the
same
shirt
experience?
What
would
you
suggest
question.
C
D
D
I
mean
there's
a
lot
of
material
out
there
you
can
read,
you
can
listen
to
podcasts,
you
can
go
to
a
library
session.
You
know
our
colleague
Diane
crash
has
umpteen
speakers
who
speak
about
racial
Equity
or
immigration
or
different
issues
and
or
find
a
person
within
your
workspace
who
you
feel
comfortable
with
and
like
form
a
buddy.
You
know
where
you
say:
hey
I'd,
really
like
to
explore
these
issues.
Could
we
could
we
just
talk?
D
B
I
also
think
that
when
you
talk
to
somebody
really
listen
to
them
because
I've
had
people
come
to
me
and
they've
been
judgmental
or
say:
oh,
you
didn't
have
that
experience
or
I
was
there
I
didn't
experience
it
and
just
value
that
person's
reality
and
what
they're
going
through
and
just
come
at
it
from
a
listening
mode
rather
than
I
I
know
better
than
you
and
how
you
should
feel.
You
know
I
think.
Sometimes
that
makes
the
conversation
fraught
if
you're
not
coming
open-minded,
to
listen
and
to
really
learn
and
to
understand.
That's.
A
True
because
then
people
are
not
going
to
be
as
vulnerable
they're,
not
you
know
going
to
want
to
share
and
I
also
wanted
to.
Let
the
audience
know
that
we
have
ergs
in
the
county
too.
So
they
have
all
types
of
events,
educational
opportunities,
engagement
across
departments.
So
please
check
out
the
ergs
get
involved,
that's
a
great
way
to
kind
of
meet
other
people
who
maybe
have
different
lived
experiences
and
start
that
conversation.
D
Yes,
I
mean
the
County
government
is
Big,
so
I'm
not
sure.
First
of
all,
we
have
a
a
chief
racial
Equity
officer
that
we
never
had
before.
We
have
a
racial
Equity
dashboard
that
we
never
had
before.
We
have
a
proclamation
that
we
never
had
before.
So
those
are
changes
and
then,
within
our
departments
we've
been
discussing
the
the
perspective
respective
changes,
but
and
it's
not
one
size
fits
all.
No,
no,
you
know
we
have
very
diverse
departments.
I
mean
police
does
something
different
from
Human
Services
social
workers,
which
does
something
different
from
business.
D
C
B
I've
always
enjoyed
working
for
Arlington
because
it
is
so
open
and
so
inclusive
and
I
think
we're
moving
towards,
not
that
it
hasn't
been
hard.
It's
been
hard,
yeah
I
feel
like
we're
making
inroads,
and
my
fear
is
that
I
don't
want
it
to
be.
The
flavor
of
the
month
like
I,
want
this
to
continue.
I
want,
as
you
know,
sustainable
over
time,
and
that
this
doesn't
become.
B
A
I
agree
so
we'll
take
I,
think
one
more
question
we
have
time
for
so
what
advice
would
you
give
people
who
want
to
be
allies
in
this
effort,
but
perhaps
don't
want
to
be
out
front?
Wayne
talked
about
how
some
people
are
just
uncomfortable,
saying
and
saying
anything
out
loud.
Is
it
as
simple
as
just
going
up
to
others
and
talking
and
asking
how
they're
doing
any
ideas
on
how
to
start
that
conversation.
C
C
That
we
may
not
know,
let's
just
be
honest,
there's
no
way
they
need
to
knows.
Everyone
know
in
her
large
department
and
I
may
know
every
officer,
but
I
may
not
know
every
officer,
and
so
we
all
have
those
relationships
and
I
think
it
starts
there
and
I.
Think
if
you
can,
you
can
start
with
the
one-on-ones
and
expand
it
out.
I
think
over
time
you
can
somewhat
normalize
it
and
there
are
going
to
be
those
I
think.
C
A
D
I
would
recommend
two
resources.
One
is
a
training
on
allyship
if
you've
never
taken
it.
It's
amazing,
Whitney
Parnell
is
the
woman.
Who
is
the
head
of
service?
Never
sleeps
allyship
is
like
a
I,
think
it's
a
two
or
three
day
training
and
it
really
gets
down
to
how
you
need
to
interact
when
you
see
microaggressions
and
things
like
that
taking
place.
D
A
A
D
Bias
tests,
which
basically
even
score
you
on
your
biases
towards
you,
know
gender
race.
You
know,
there's
all
kinds
of
things
and
but
you
know,
there's
a
lot
of
reflection
that
has
to
be
done.
Yeah.
You
know
understand
that
if
you're
white,
you
know
you
don't
deal
with
certain
things
just
because
of
the
color
of
your
skin.
D
B
There
was
a
Native
American
powwow
that
happened
at
University
of
Maryland
in
the
spring
and
we
I
didn't
know
as
much
and
I
just
learned.
So
much
and
I
felt
part
of
the
community.
It
was
an
amazing
experience,
but
being
here
in
this
area,
you
really
can
Embrace
different
cultures
and
learn
different
people's
truths
and
go
to
politics
and
prose
or
to
the
library
to
different
readings,
because
they
they
will
bring
out
the
Specialists
and
and
a
lot
of
it
is
for
free
and
you
can
use
it
to
grow
as
a
person
as
well.
C
If
I
can
just
speak
just
briefly,
I'll
just
add
that
pace
yourself.
Yes,
that's
very
true:
they
usually
become
overwhelmed
in
racial
Equity.
You
have
to
pace
yourself
understand
your
limits.
Know
who
your
friends
are.
Your
allies
are
but
again
pace
yourself
because
you,
this
is
I
just
from
and
I'm
not
exhausted,
because
I
don't
do
the
work
that
I
know.
Other
people
do
that
do
so
much
more
than
me
and
I
know
they're
exhausted,
and
sometimes
you
have
to
take
a
break.
B
A
B
D
D
B
Challenge
yourself
and
when
you're
saying
you're
having
a
hard
time,
I
think
going
to
Anita
Wayne's
point
about
going
to
where
people
are
and
making
sure
like
we've
done.
Outreach
in
the
faith-based
community
we've
gone
to
y'all
we're
putting
out
signs.
I,
took
Brianna
up
and
put
out
signs
about
things
in
communities
so
that
we
could
let
people
know
of
programs
and
things
so
I
think
in
in
being
sustainable
over
time.
B
D
B
D
Where
we're
constantly
facing
traumatic
situations-
and
you
get
traumatized
people
get
traumatized
from
that,
and
then
you
add
on
that.
You
know
racism,
which
is
constant,
that's
additional
trauma.
So
sometimes
you
have
people
just
need
to
step
out
of
the
conversation
for
a
while,
yes
and
recharge.
You
know
we
do
things
like.
We
have
meditation
and
we
encourage
people
to
do.
You
know
the
the
Health
Smart
activities,
but
you
this
is
not.
You
know.
A
D
It
not
to
feel
guilty
about
it,
we're
also
looking
into
Affinity
groups.
You
know,
we've
been
we've
found
through
Oar,
you
know
Elizabeth
Jones
Valderrama.
They
do
a
really
good
job.
They
separate
out
white
people
and
bypoc
people
in
some
of
the
conversations
because
it
can
be
traumatizing
when
you,
you
have
a
mixed
group
and
you
hear
sometimes
inappropriate
comments
right
and
sometimes
you
have
to
just
break
people
out
so
that
they
can
feel
comfortable
talking
about
these
issues
separately.
Of
course,
that's
you
don't
want
to
do
that
forever,
because
we're
all
right.
C
I
think
when
you
think
about
law
enforcement
sustainability,
two
things
come
to
mind
for
me:
culture
and
policy,
you
know
and
I
would
say
for
me,
culture,
trumps,
all
and
so
again,
I
think
when
you
start
from
somebody
who
walks
in
the
door
from
the
day
from
day
one
and
you
get
to
make
that's
comfortable
conversations,
it's
a
part
of
our
policies,
our
practices,
our
initiatives,
I
think
that's
where
you
make
a
big
difference
and
it
becomes
sustainable,
and
that
comes
from
the
top.
No
doubt
about
that.
C
C
There's
been
there's
been
talks
and
there's
been
policy
practices,
initiatives
that
have
gone
through
from
a
national
level,
certainly
from
a
state
level
and
yeah
here
in
here
in
Arlington
County
I.
Can
we
can
talk
about
that
forever?
So
attention
question
yes,
but
we're
not
perfect
yes,
but
we're
not
perfect,
and
we
certainly
have
a
lot
more
work
to
do.
There's
no
doubt
about
that.
There's.
Certainly
a
lot
of
work
to
do.
A
B
I
think
for
me:
I
try
to
make
the
environment
that
we
have
a
safe
space.
So
if
someone
ever
feels
challenged
or
they're
in
a
difficult
situation
because
we're
dealing
with
the
public,
we
come
across
people
all
the
time
and
so
I
want
people
to
feel
that
they
can
articulate
when
they
need
to
articulate
how
they're
feeling
and
that,
no
matter
what
they
say
or
how
we
interact
you.
You
know
that
you're
in
a
safe
space,
so
that
you
can
work
it
out.
B
I
think
when
we
bottle
things
up
and
we
keep
things
to
ourselves,
it
does
things
inside
yeah
that
just
and
it
just
kind
of
and
that
and
then,
if
we
don't
articulate
how
we
feel
it
just
comes
all
out
in
a
way
that
we
maybe
didn't
want
it
to
come
out,
and
so
I
want
people
to
feel
comfortable
and
to
also
build
a
environment
of
trust
themselves,
so
that
we
can
have
difficult
conversations.
Because
that's
and
to
me
it's
not
about
when
everything
is
hunky-dory
and
things
are
going
good.
C
I
really
appreciate
that
you
know
in
our
in
our
department.
Wellness
has
become
one
of
our
key
initiatives.
It's
huge
for
us
and
you
know,
Captain
Drew
has
done
a
lot
of
incredible
work
to
make
Wellness
a
part
of
our
culture,
because
we
understand
how
difficult
and
challenging
not
just
race,
but
just
as
you
can
imagine,
just
Society
law
enforcement
is
every
day
it's
heavy.
It
is
it's
incredibly
heavy.
C
C
Why
did
you
all
do
this?
Why
do
y'all
do
this
or
what
would
you
do
and
those
some
sometimes
help
me?
It
kind
of
helps
me
sometimes
too
yeah.
It's
kind
of
it
can
almost
be
a
time
for
me
to
actually
come
down
and
just
have
a
simple
conversation
with
just
my
boys.
Shall
we
say
just
to
kind
of
talk
about
these
challenging
conversations,
but
not
so
much
in
uniform
and
formal
lives
at
work.
That,
to
me,
is
a
comfort
that,
to
me
is
like
a
comfort
zone
for
me.
D
My
husband
doesn't
even
know
what
I
talk
about,
but
no
but
I
was
gonna,
say
yeah
we
have
to
do
you
know
it's.
It's
really
like
drinking
out
of
a
fire
hose
I
hate
to
use
that
expression.
I,
don't
know
it's
kind
of,
but
you
know
stuff
is
always
coming
at
you
and
you
just
have
to
sort
of
get
into
this.
B
A
And
then,
just
still
on
that
sustainability,
no
and
just
the
marathon,
that
is
racial,
Equity
work.
We
touched
on
this
a
little
bit
earlier
in
the
conversation,
but
I
want
to
hear
from
you
three.
You
know
whether
you've
experienced
this
in
the
field
or
if
you
do
have
a
solution
or
ideas
that
you've
heard.
But
how
do
you
balance
putting
that
undue
burden
on
our
bipod
communities
of
the
racial
Equity
work?
So
we
want
to
Center
their
needs
and
their
voices,
but
we
also
don't
want
to
put
too
much
on
them.
B
I
can
talk
personally
for
myself
as
a
member
of
the
bipod
Community.
It
can
be
exhausting
but
I'm
willing
to
try
and
I.
Don't
you
know
it
was
interesting
because
we
had
an
incident
that
happened
at
my
son's
Elementary
School
and
we
created
these
committees
and
they
wanted
them
to
be
diverse,
he's
in
a
predominantly
white
school.
So
they
wanted
to
have
more
people
of
color
black
people
in
particular,
to
participate
and
I.
Remember
my
husband
who's
also
by
Park
he's
like.
B
A
C
Years
ago,
when
we
first
started
these
conversations,
we
took
one
of
our
officers
shall
we
say,
and
they
did
some
training
for
us.
It
was
limited
bipop
and
a
white
male
from
our
department
and
they
got
together
and
did
the
training
in
our
department.
They
did
not
finish.
They
didn't
finish
for
a
lot
of
different
reasons,
but
I
thought
that
was
an
effective
way,
because
people
need
to
see
I
think
it
was
important
for
them
to
see
both
of
them.
C
There
yes
working
together,
so
they
could
relate
because
both
of
them
had
different
lived
experiences
too,
and
so
that
was
the
beauty
of
that
and
so
moving
forward.
You
know
I
would
like
to
see
that
continue,
not
necessarily
those
two,
but
just
that
kind.
That
kind
of
collaboration-
marriage,
where
you
have
people
of
different
races,
working
together
backgrounds,
I
I,
think
that
is
powerful.
I
do
I,
do
think
it's
powerful
when
you
can
stand
in
front
of
a
room
and
you
can
speak
to
your
colleagues
together,
and
so
that
would
be
my
suggestion
recommendation.
D
We
have
a
pretty
strong
staff
group
called
reap
racial
Equity
advancement
partners
and
it's
a
combination.
We
have
black
Asian
Hispanic,
you
know
latinx
white
and
you
know
we
don't
we
don't
recruit
based
on
race
or
ethnicity.
It's
Whoever
has
the
energy
to
step
up
and
make
the
commitment,
and
if
they
don't
it's,
not
obligatory,
then
you
can
step
back.
But
you
know
when
people
are
in
there.
It's
for
a
part
of
time,
they're
expected
to
sort
of
work
on
something
you
know:
Community
engagement
or
capacity
building
or
something.
D
But
you
know
I
think
if
you
create
sort
of
a
community
within
your
department
where
people
can
take
pieces
of
it,
but
also
feel
that
they're
in
it
together
yeah.
You
know
that
helps
sort
of
strengthen
the
effort
and
share
share
the
burden.
I
mean.
Certainly
certain
people
contribute
more
than
others,
but
you
need.
You
know
a
group
of
diverse
group
of
Staff
who
are
at
different
places
so.
D
A
It
looks
like
we've
actually
gotten
a
few
more
questions
from
the
audience,
this
kind
of
switches
over
to
more
current
events.
So
how
do
you
provide
Grace
and
space
for
employees
surrounding
recent
racial
legislation
and
news
events,
and
that
could
be
in
your
departments
and
your
teams?
How?
How
does
that
space
and
that
Grace
look
like
for
you
all
or
like?
Is
it
just
difficult
to
have
these
conversations
to
begin
with.
D
B
B
We
can't
allow
things
to
just
happen
in
a
vacuum
that
it
helps
us
to
think
through
and
talk
about
it
to
see
how
we
can
help
respond
or
create
programs
or
things
to
help
people
that
will
be
negatively
impacted,
like
I,
immediately
thought
about
affirmative
action
and
just
all
the
youth
that
won't
be
able
to
have
opportunities
because
of
someone
that
took
advantage
of
those
opportunities
is
now
reaping
the
benefits
of
those
opportunities.
And
so
how
do
we
ensure
this,
and
you
have
to
have
the
difficult
conversations
and
say?
Well?
B
D
Yeah
I
think
what
what
you're
saying
is
spot
on.
If
you
don't
speak
out
about
these
issues,
silence
equals
condoning
silence,
equals
complicity
and
I
know
we're
in
the
government,
and
you
know
we
have
to
remain
neutral,
but
this
is
a
government
action
that
was
taken
yes,
so
it's
a
public
policy
that
changed
it
shouldn't
be
a
political
thing.
You
know
it's,
it's
not
as
if
you
know
you're
you're,
one
political
team
or
another,
and
you
don't
have
an
opinion.
You
know
this
is
a
public
policy
that
has
changed.
D
D
A
white
person
and
a
black
person
starting
out
their
career.
Oh
it
all
goes
just
the
same
way
and
whoever's
you
know
got
the
best
scores
whatever.
No,
the
the
s.a.t
itself
is
a
bias
tool
right
and
so
and
then
what
does
that
mean
for
the
workforce
right?
Who
are
we
going
to
get
right
into
our
Workforce?
If
we
don't
have
a
diverse
representation
in
colleges?
Yes,
it's
got
a
long-term
ripple
effect
and.
B
I
never
understand
like
why,
like,
if
you
provide
resources
and
you're
lifting
everyone
up,
we
all
get
lifted
up
right
and
this
Fear
Factor
that's
out
there
about.
Oh,
it's
going
to
be
taken
away
from
me.
Yeah
I!
Just
don't
understand
that
logic
or
thinking,
because
if
you
look
at
the
statistics,
you
look
at
the
numbers
there's
enough
for
us
all
and
if
we
could
just
help
and
do
programs
that
lift
us
all
up,
we
have
a
better
Society.
C
B
C
C
D
A
A
But
we
really
appreciate
you
all,
sharing
your
lived
experiences,
your
successes,
how
you
sustain
yourself,
which
I
think
we
talked
about
before,
is
something
that
we
don't
really
hear.
People
talk
about
a
lot.
How
exhausting
the
work
is,
how
much
of
a
marathon
it
is
for
everyone
viewing.
We
also
challenge
you
to
kind
of
think
about
when
and
how
you
also
sustain
your
work
and
yourselves
I
know.
A
Sustainable
sustainability
looks
a
little
bit
different
for
everyone,
so
for
some
it
could
be
collaborating
with
a
new
individual
or
a
team
or
department
to
get
the
work
done.
It
could
look
like
constructive
resistance,
which
is,
when
you
sorry,
have
action-oriented
steps
that
still
do
push
the
status
quo,
but
also
invite
others
to
collaborate
and
negotiate
with
you.
We
also
have
so
many
resources
at
the
county
to
help
you
continue
having
these
conversations
about
race,
because
that's
one
of
the
most
important
things
is
continue
to
have
these
conversations.
A
We
have
our
leading
with
race
online
modules.
We
have
our
convert
supplemental
conversation
guides.
We
have
our
Dre
toolkit
on
Equity
privilege
and
bias
online
and
I
think
we're
actually
going
to
be
showing
a
QR
code
on
the
screen
where
you
can
access
these
web
pages
and
these
resources
whenever
you
need
them
and
if
you'd
like
to
get
a
little
bit
more
involved
directly,
we
also
have,
as
we
mentioned,
we
have
ergs.
We
have
a
project
led
by
the
office
of
race.
A
So
if
that's
something
that
you're
interested
in
please
reach
out
to
Samia
bird
or
Amber
Barnett,
we
have
a
racial
Equity
core
team,
so
you're
always
welcome
to
reach
out
to
your
department,
Equity
core
team
member
and
so
there's
there's
plenty
out
there
like
we
said
today,
it's
just
about
going
out
there
being
proactive
and
again
thank
you
all
for
watching
and
we
hope
to
see
you
at
the
next
race
exchange.
Thank
you
all.