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From YouTube: Human Rights Commission Meeting | June 8, 2023
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A
Bill
confirmed
that
he's
coming,
but
let's
call
to
order
informally
and
do
you
want
to
intro
Tamara
and
Outsource
and
Tamara
we'll
get
you
going
so
that
we
can
be
mindful
of
your
time
and
then
we'll
do
our
business.
B
So
if
you
guys
have
questions
or
comments,
we
were
just
saying
earlier
that
camera
it's
hard
to
hear
unless
you're
like
up
here,
I,
just
either
speak
really
loud
or
like
come
closer,
but
you
guys
recall
camera.
C
D
B
We're
here
again
to
hear
about
the
AAP
and
how
we
get
the
egg
on
our
website,
so
you
can
take
a
look
at
it,
but
Tamara's
gonna
graciously
give
us
your
time
this
evening
and
go
over
how
she
gets
those
numbers
and
answer
any
questions.
B
You
have
I
can't
go
into
all
of
her
degrees,
certs
and
like
Oliver
experience
with
this,
because
it's
way
too
much
I'll
just
let
you
know
that
now
she's
been
in
this
area,
doing
AAP
for
clients
that
require
them,
as
well
as
those
who
do
voluntarily
like
us,
but
prior
to
that
she
was
an
orthopedic
surgeon.
So
if.
D
So
I
I,
usually
for
those
of
you
that
were
with
us
last
year,
I
do
a
pretty
informal
meeting
at
the
end
of
each
slide.
I
will
pause
for
a
minute
just
to
see
if
we
do
have
a
question.
D
There
are
no
silly
questions
so
if
I
use
terminology
that
you
may
be
unfamiliar
with
just
shout
it
out,
we'll
learn
together.
So
with
that
being
said,.
D
So
some
of
the
things
that
gajeet
and
I
discuss
or
I
discuss
with
other
clients
who
are
are
looking
at
it
from
an
AAP,
only
Federal
contractor
kind
of
status,
we're
going
to
talk
a
little
bit
more
from
a
dni
perspective
and
then
open
it
up
for
questions,
but,
like
I
said,
questions
are
welcome
throughout
in
the
past.
D
This
is
prior
to
last
year.
We
would
get
availability
numbers
from
the
2010
census.
Last
year,
the
of
the
EEOC
did
release
a
2014-2018
census,
tabulation
they're,
calling
it
there
were
a
few
updates
to
recruiting
areas.
So
in
the
state
of
Iowa,
where
I
am
from
where
it's
very
sparsely
populated,
they
did
combine
some
additional
counties.
So
we
did
see
some
slight
change
up
in
some
of
the
recruiting
areas.
We
did
see
some
sock
codes
or
occupational
codes
get
changed
last
year.
D
With
this
new
update
and
then
we're
going
to
talk
a
little
bit
more
about
in
the
future,
some
of
the
things
that
almost
everybody
who
hires
people,
whether
you're
a
federal
contractor
or
not,
some
of
the
big
hiccups
that
I've
seen
over
the
years
of
being
a
consultant
to
HR
organizations,
dispositioning,
recruiting
processes,
a
review
of
processes,
targeted,
Outreach
and
then
hiring.
A
D
What
we
did
see
was
a
slight
increase
in
certain
metropolitan
areas,
higher
increase
of
minorities,
just
because
we're
looking
at
you
know
board
four
to
eight
years
later,
but
we
also
saw
with
this
reorganization,
not
so
much
where
you
are
because,
but
you
will
see
some
fluctuations,
as
as
the
demographics
of
your
recruiting
areas
may
not
necessarily
be
just
Arlington,
but
where
you're
recruiting
from
those
substantially
changed
in,
in
some
cases,
whether
it
be
due
to
demographic
changes.
Just
you
know
normal
progression
or
because
of
that
reorganization
of
msas
Metropolitan
statistical
areas.
D
So
you
know
in
a
larger
population
area
some
of
those
didn't
change,
and
you
know
like
I,
said
in
Iowa
I
know:
one
area
went
from
Three
Counties
to
six
counties
just
because
they
didn't
have
enough
people
to
get
a
good,
a
good
source,
so
that
that's
a
good
question
and
then
the
occupational
codes
do
affect
that
as
well.
I'll
talk
about
that
in
a
couple
slides
where
how
we
get
your
availability
numbers,
so
just
a
quick
overview.
You
know
what
we
run
for.
D
You
is
a
voluntary,
but
we
are
running
a
federally
compliant
AAP,
so
that
is
comprised
of
a
quantitative
analysis.
We
talk
about
designation
of
responsibility
for
the
implementation,
which
is
different
because
you
guys
are
doing
a
voluntary
identification
of
problem
areas,
action-oriented
programs
based
on
those
problem,
areas
or
areas
that
may
occur
just
through
the
progression
of
the
year
and
then
you
know
the
big
big
one
for
everyone,
Federal
contractor
or
not
documentation.
D
That
would
be
correct,
yes,
ofccp,
so
the
availability,
one
of
the
the
two
main
things
that
we
talk
about
when
we
give
results,
are
under
areas
of
underutilization
where
our
recruiting
areas
are
showing
that
we
have
more
females
or
minorities,
then
what
we
have
in
our
incumbency
and
then
the
other
is
disparity
or
adverse
impact
where
it
may
based
on
numbers.
D
D
So
this
level,
one
here
is
taking
the
information
from
the
census,
information,
the
new
census
information,
but
we've
also
assigned
SOC
codes
or
sock
codes
to
every
job
title.
So
we're
not
just
looking
at
the
gross
numbers
from
the
Census.
We're
actually
going
drilling
down
even
deeper
into
occupational
codes,
so
let's
take
a
look
at
minority
numbers.
So,
according
to
the
census-
and
this
is
looking
at
occupational
codes-
the
20-
we
have
a
21.8
percent
minority
availability.
D
D
D
D
So
we
know
we
have
goals,
we're
underutilized
in
females
and
I'm
sure.
If
you
take
a
look
at
some
of
these
job
titles,
you
would
say:
okay,
yeah,
that
makes
sense
and
I
don't
care
if
you're
Arlington,
County
or,
if
you're
a
co-op
in
Washington
state.
When
you
start
looking
at
the
the
sixes
the
operatives
within
any
organization,
we
are
almost
always
short
of
females
in
this
job
group.
D
So
how
do
we
fix
that?
And
this
is
where
that,
over
time
our
Workforce
will
represent,
where
we're
recruiting
from
we
need
to
do
targeted,
meaningful
Outreach.
It
isn't
enough
just
to
post
your
jobs
on
Monster
or
indeed,
and
cross
your
fingers
and
Hope.
The
government
expects
you.
The
ofccp
expects
you
to
do
targeted
Outreach
within
your
local
community,
where
you're
recruiting
from
and
in
this
case,
for
operatives,
it's
typically
where
you
would
be
in
Arlington,
County
or
neighboring
counties
reach
out
to
your
Community
College
Tech
schools.
D
D
Technology
colleges,
one
that
I
looked
up
within
your
organ.
Your
area
would
be
the
wider
opportunities
for
women.
Now
this
is
their
home
base.
They
may
or
may
not
have
a
location
within
your
area,
but
according
to
what
I
read
Mid-Atlantic
region,
so
you
should
have
support
there.
Have
somebody
within
your
talent,
acquisition
team
reach
out
to
this
organization
find
out
who
supports
your
area
and
have
them
develop
these
Partnerships
marketing
you're
going
to
hear
me
talk
a
lot
about
marketing
internal
marketing,
external
marketing,
marketing,
Arlington
County
as
a
preferred
employer.
E
D
D
We
have
clear
lines
of
progression
so
number
one.
We
need
to
make
sure
that
we
are
doing
targeted,
meaningful
Outreach
for
minorities
at
the
entry
level,
so
that
by
the
time
we
do
get
up
to
lieutenants
and
captains.
We
do
have
a
minority
presence
that
that
are
there
for
availability
for
promotion
with.
D
D
Yeah
we
we
do
run
a
constant
with
constitutionals
and
without
so
some
examples
of
targeted,
Outreach,
Fraternal
Order
of
Police,
small
enroll
enforcement,
Executives,
Association,
National,
Association
of
police
organizations
and
then,
like
I,
said
the
internal
makeup
of
the
feeder
groups.
Feeder
group.
Being
this
would
serve
what
we
call
feed
itself
we
promote
from
within.
Within
the
same
one,
the
same
job
group.
D
So
now
we're
going
to
talk
a
little
bit
about
adverse
impact
and
it's
the
result
of
inequity
in
any
Personnel
activity
and
that's
like
I,
said
hiring
terminating
or
promoting
when
the
rate
of
selection
for
women
or
minorities
is
less
than
80
percent
of
the
selection
rate
for
men
or
non-minor
minorities.
And
it
is
the
typically
the
the
greatest
potential
liability.
D
From
a
federal
stand,
Federal
ofccp
standpoint
there's
a
lot
of
liability
there
as
far
as
they
can't
bid
on
contracts.
You
know
your
liability
would
be
different,
but
it's
where
we
see
the
biggest
liability
issues
and
nine
times
out
of
ten.
It
isn't
because
we've
done
anything
wrong
in
our
selection
process.
We
have
not
documented
our
processes
well
enough.
Either
we
don't
have
definitive
processes,
they
aren't
being
followed
or
or
not
documenting.
Why
certain
applicants
weren't
selected.
A
A
Mechanism
to
evaluate
whether,
in
fact
the
county
did
engage
in
more
meaningful,
targeted,
Outreach
and
then
what
the
corresponding
increase
to
this
are
on
the
placement
rates.
D
D
How
many
applicants
came
from
that
source
and
then
how
many
hires
we
had
so
year
over
year
we
should
be
evaluating
is:
are
we
wasting
our
time
sending
jobs
to
XYZ
University
because
we
aren't
getting
any
qualified
applicants
or
should
we
divert
our
attention
and
energies
towards
you
know
these
new
ones
year
over
year
since
2014,
you
know
we
Federal
contractors
have
to
do
disability
and
self
IDs
for
a
race
jet
race,
gender
and
Veteran
status
year
over
year.
D
Veteran
status
and
individuals
with
disabilities
has
always
been
low
for
a
multitude
of
reasons,
but
we
still
have
them
do
targeted
Outreach.
Just
because
the
more
people
see
these
self-id
forms,
the
more
apt
they
are
to
fill
them
out.
I
would
be
happy.
It
should
be
your
applicant
tracking
people,
Talent
acquisition,
HR,
maybe
tracking
that
information.
But
yes,
they
should
be
doing
an
analysis.
Every
year
on,
the
effectiveness
of
the
Outreach
that
they're
doing
based
on
those
areas
of
underutilization.
A
D
Ma'am
about
a
year
after
maybe
two
years,
you
know
about
a
year
after
we
started
working
with
you,
I
started
working
with
a
a
state
and
we
have
every
department
and
division
within
this
state.
D
Doing
a
voluntary,
AAP
and
they're
actually
passing
legislation
within
the
state
to
make
it
mandatory
that
they
have
to
do
this
analysis,
you're
wasting
man,
hours
time
and
money
number
one
by
not
doing
the
Outreach
you're
you're,
not
diversifying
your.
Your
applicants
number
two
you're
wasting
time
and
money.
If
you
don't
do
the
analysis
and
then
and
that's
one
of
the
areas,
you
know
the
reason
we
call
the
the
ofccp
kind
of
the
gold
standard,
extremely
high,
extremely
high,
not
just
recommendations
or
best
practices,
but
requirements
in
order
to
safeguard
the
government's
money.
D
So
we're
going
to
talk
a
little
bit
now
about
adverse
impact
and
once
again
I
cannot
stress
it
enough.
We
are
only
looking
at
numbers-
okay,
I'm
old
enough
to
know
Paul,
Harvey
I,
don't
know
if
anybody
else
is
in
an
audit
situation.
That's
when
we
would
tell
the
rest
of
the
story
based
on
numbers.
We
do
have
some
areas
of
adverse
impact
in
new
hires
for
minorities
in
these
two
job
groups
and
we'll
go
a
little
bit
more
in
depth.
D
So
when
we
look
at
adverse
impact,
we'll
go
across
2-2.
These
are
your
professionals,
and
this
is
kind
of
the
breakdown
we
we
had
1566
white
applicants
now
another
part
of
record
keeping
is
dispositions.
I
had
talked
about
the
disposition
codes.
This
is
why
an
applicant
falls
out
of
the
hiring
process.
D
Did
a
more
qualified
applicant
get
hired
due
to
education
due
to
experience?
You
know
whatever,
based
on
those
dispositions?
Sometimes
we
can
eliminate
applicants
because
they
don't
meet
what
we
call
the
definition
of
an
Internet
applicant,
so
we're
trying
to
only
do
an
analysis
on
people
who
truly
were
going
through
the
hiring
process.
D
So
we
had
1566
white
applicants,
we
had
49
hires,
we
had
2
402
minority
applicants
and
we
hired
41..
The
white
grade
of
higher
was
3.13
versus
1.71,
so
adverse.
We
were
off
2.96
standard
deviations.
Minorities
were
adversely
impacted,
roughly
13
people,
but
we
had
123
people
who
did
not
identify
a
race.
So
then,
you
have
to
go:
okay,
123
people,
we
had
13
people
that
were
affected
and
what
we're
seeing
is
roughly
seven
to
ten
percent
of
applicants
elect
not
to
self
ID
their
race.
It's
slightly
lower
for
gender,
because
most
people
feel
well.
D
My
name
is
Tamara
they're,
going
to
know
on
my
application
that
I'm,
a
female
I'll
give
them
my
gender
but
I'm
not
going
to
give
them
my
race.
So
are
you
within
the
statistical
probability
that
these
were
possibly
minorities
that
just
chose
not
to
identify?
Yes,
in
this
case,
though,
five
nine,
which
is
Administrative
tutus
your
professionals,
five
nine
is
your
administrative
618
versus
and
we
had
20
hires
2
254
minority
applicants.
D
D
D
Why
do
we
have
disparity
here,
even
though
we
had
four
times
as
many?
You
know.
Why
is
there
such
a
huge
gap
in
the
numbers
here
and
then
can
we
justify
The
Hires
that
we
made
like
I
said
in
an
audit
situation,
we
would
have
to
turn
over
all
of
the
applications
and
the
auditor
would
go
through
and
make
that
discernment,
because
you're
doing
an
elective
elective
AAP
there's
no
reason
why
you
shouldn't
be
held
in
my
opinion
to
that
same
level.
Let's
take
a
look
at
all
of
these
applicants.
D
D
D
Are
we
making
sure
that
every
applicant
is
going
through
the
same
hiring
process
for
the
same
job
title?
That's
also
a
problem.
D
D
E
E
Maybe
that's
a
possibility,
but
it's
not
it's
not
like
they're
getting
50
of
the
of
the
of
the
appointments
and
in
fact
they
should
be
getting
like
70
of
the
appointments
for
new
slots
and
yet
because
of
of
what
the
force
looks
like
and
yet
because
it's
a
smaller
percentage
under
this
analysis
for
men,
that's
actually
being
seen
as
a
negative.
Under
this
analysis,.
D
Exactly
the
other,
the
other
problem
that
I've
seen,
especially
in
law
enforcement
law
enforcement
and
some
manufacturing
positions
with
other
clients,
is
that
we
have
one
set
of
physical
standards
for
males
and
one
for
females
and
they're
not
being
updated
regularly
or
revised
or
match
a
national
Norm
that
has
caused
problems
in
some
of
my
universities
that
I
work
with
that
are
also
doing
voluntary
in
their
law
enforcement.
F
Tomorrow,
one
quick
question:
what's
the
period
covered
by
your
data
right
here,.
D
F
And
the
reason
why
I
brought
that
up
is
the
the
police
department
just
put
out
its
annual
report.
I
mean
it
just
came
out
I
think
today,
within
the
last
day
or
so,
and
if
you
look
at
the
statistics
there
they
seem
to,
they
seem
to
be
better
than
what
you're
showing
right
now
so
far
as
Recruitment,
and
indeed
hiring
of
minorities
and
women.
D
D
D
I'm
hoping
you
know,
we
have
it
by
the
end
of
July
so
that
hopefully
we
can
get.
This
turned
around
and
have
new
results
by
August,
September
and.
F
D
To
be
honest,
I
don't
ever
see
that
as
a
part
of
the
data
that
is
submitted
by
HR
a
lot
of
the
questions
that
you're
asking
I
work
directly
with
Georgine,
not
HR
and
and
maybe
gergy
can
go
a
little
bit
deeper
into
that
area.
As.
D
B
Don't
know
this
is
not
going
to
answer
your
question,
feel
free
to
so
I
can
understand
what
you're
saying,
but
the
all
the
data
goes
directly
from
HR
encrypted
to
Tamra.
I,
don't
see
it
as
far
as
the
degrees
I
think,
a
long
time
ago,
Tamara
when
we
first
started
working
with
you,
we
had
talked
about
like
background
and
education
and
how
are
people
being
picked
and
degrees
and
I?
Think
one
of
the
challenge
is
there
at
that
time
we
were
told
by
HR
was
that
a
lot
of
this
was
paper.
C
And
I
think
maybe
experience
I
remember
last
year
there
were
I
think
follow
reasonable
follow-up
questions
around
practices
and
that
are
completely
unrelated
to
the
analysis
that
are
related
to
HR
processes,
okay
and
so
I.
I
think
it
would
be
interesting
whether
in
this
cycle
or
future
cycle,
actually
have
relevant
HR
components,
because
I
know
the
police
department,
the
house
there
and
there's
I,
think
systems
division
or
whatever
they
call
it,
but
I
I
mean
I.
Would
love
I
mean
I,
don't
think
it's
Tamara's
responsibility?
C
You
earned
her
contract
to
do
some
of
the
Deep
dive.
I'm
like.
Why
has
this
happened?
So
much
is
that
it
is
happening
and
I
think
it
would
be.
It
would
be
useful
to.
C
D
Well-
and
there
has
been
a
slight
kind
of
Disconnect
from
HR,
some
of
the
deeper
Dives
that
I
typically
when
I
see
a
problem
area
that
I
have
discussions
with
my
other
clients.
D
You
know
I
am
able
to
go
a
little
bit
deeper
or
at
least
ask
the
questions.
You
know
hey,
let's
take
a
look
at
this.
Let's
take
a
look
at
this
well.
This
is
a
good
example
here
terminations,
so
we're
just
solely
looking
at
numbers.
Here
we
had
66
white
employees,
13
terminations
49,
minority
employees,
three
terminations
non-minorities
were
appears
to
be
adversely
impacted,
but
when
we're
talking
about
terminations,
the
analysis
is
looking
at
voluntary
and
involuntary.
D
If
they
were
voluntary,
then
we
don't.
We
just
eliminated
that
adverse
impact,
and
that's
when
we
would
have
another
discussion
about.
Are
we
doing
stay
interviews?
Are
we
doing
you
know
mid-year,
or
do
we
have
an
opportunity
for
our
current
employees
to
tell
us?
You
know,
changes
that
they'd
like
to
see
or
or
have
input
you
know
so
that
we
can
correct
the
problem
before
our
employees
leave.
So
you
know
there.
There
are
things
that
best
practices
that
we
can
discussions.
D
We
can
have
and
I'm
going
to
recommend
something
at
the
end
of
this
presentation
that
may
help
our
our
current
situation
so
that
you
could
better
utilize
me
adverse
impact
and
promotions.
You
know
by
now
you
you
know
how
to
read
the
lines
in
this
job
group
or
looking
at
these
people,
99
white
employees,
wrong
line
171
employees,
we
had
10
promotions,
289
minorities,
we
had
two
promotions,
so
the
white
rate
of
promotion
over
a
minority
minorities
were
adversely
impacted.
So
this
is
where
I
would
have
the
discussion.
D
Okay
promotions,
what
are
we
using
as
the
description
of
promotion
federally?
They
say
it's
a
change
in
a
job
title
and
an
increase
in
Pay,
but
are
we
talking
when
we
do
a
deeper
dive?
Are
they
competitive?
Are
they
non-competitive?
Were
they
step
promotions?
You
know
all
of
these
are
the
rest
of
the
story
that
the
numbers
don't
tell.
D
A
D
Your
contract,
your
contract,
is,
is
I'm,
24
7;
well,
not
24
7,
but
40
hours
a
week,
I'm
available
to
work
with
your
organization.
A
C
E
C
E
E
C
D
So
while
the
data
is
showing
us
one
thing.
When
we
look
at
your
the
reasons
behind
the
terminations,
we
can
see
that
we
had
five
voluntaries
and
the
analysis
is
showing
that
we
had
3.8
people
that
were
affected
fives
greater
than
3.8.
So
we
know
that
they
were.
We
just
eliminated
on
paper
by
telling
the
rest
of
the
story
that
adverse
impact
or
disparity.
E
D
D
Okay,
so
let's
talk
a
little
bit
about
changing
who
we
are
strategic
Partnerships
once
again,
that
goes
back
to
that
targeted
Outreach
everybody,
in
my
opinion,
from
your
hiring
managers
to
your
brand
new
employee
that
started
today
is
an
opportunity
for
us
to
network
in
those
in
the
community
organizations
and
that
that's
part
of
that
whole.
D
Anything
you
do
within
the
community
makes
you
an
employer
of
choice
and
and
there's
a
lot
of
opportunities
from
day
one
of
well.
Actually,
it
starts
from
the
application
process.
D
A
lot
of
how
people
feel
about
working
at
your
organization
starts
from
their
first
experience,
and
that
starts
as
an
applicant
day
one.
What
are
we
doing
to
make
our
people
feel
welcome,
which
also
in
turn
reflects
in
our
terminations.
You
know
we
may
we
may
reduce
our
turnover
if
people
just
feel
welcomed.
Can
they
come
to
work
as
themselves,
and
you
know
so.
One
of
the
things
I
like
to
recommend
is
mentors.
D
Do
we
have
mentors
assigned
to
our
new
employees
and
they
do
not
necessarily
have
to
be
within
the
same
division
or
Department?
Are
we
assigning
them
a
friend,
a
buddy
somebody
that
they
can
learn
the
ins
and
outs
of
working
for
Arlington
County,
not
necessarily
just
within
their
own
job
internal
initiatives?
Dni
steering
Community
I
really
believe
that
having
a
Deni
steering
committee
that
works
with
gurjeet's
office
HR
the
different
departments,
we
can
make
some
of
these
changes
that
we
were.
We
could
really
put
some
momentum
behind
our
efforts.
D
Erg
groups,
helping
with
that
educational
campaign.
I
have
had
about
30
clients
who
have
started
ERG
groups
or
supported
ERG
groups
solely
on
disability,
and
we
are
seeing
a
huge
uptick
in
Acceptance
in
the
workplace.
There's
open
discussions
about
disabilities.
There
turnover
has
gone
down,
they're
diversifying
their
their
Workforce
and
their
applicant
pools
just
because
people
feel
comfortable
discussing
things,
disability,
awareness,
internal
marketing,
campaigns
on
Deni
subjects
that
can
be
anything
from.
You
know
your
internal
newsletters
to
once
again.
D
You
know
laying
on
counting
on
your
ERG
groups
to
help
your
your
group
to
get
the
message
out
across
all
of
Arlington
County.
We
see
silos
in
manufacturing.
We
really
see
silos
within
government
entities.
D
D
So
if
I
had
one
big
push
or
recommendation,
it
would
be:
let's
develop
a
Dei
steering
committee.
Maybe
it
starts
with
you
guys,
but
let's
start
a
internal
group
that
can
really
start
influencing
everyone.
D
Inconsistent
hiring
processes,
unconscious
bias
and
consistent
documentation.
These
are
are
things
that
I
harp
on
every
year.
It
happens
with
every
client
doing
training
isn't
enough,
and
this
is
where
training
your
hiring
managers
about
the
processes.
Reviewing
our
processes
unconscious
bias,
training.
D
D
Enforcement's,
post-training
follow-up
on
unconscious
bias,
the
same
as
our
maintenance,
our
roads
committees,
I,
do
a
lot
of
training
in
my
local
community,
with
our
town
on
unconscious
bias
and
I
train
them
all
at
the
same
time,
from
the
county
admin
or
from
the
Town
Administrator
to
our
brand
new
Waste
Management
Crews,
everybody
is
in
there
and
we
have
some
very
open
and
sometimes
harsh
discussions
on
implicit
bias
or
unconscious
bias
in
the
workplace.
A
D
So
one
of
the
things
that
I
I've
done
in
the
town
of
Mount
Pleasant
is
once
they've
all
set
in
on
my
training.
I
do
a
follow-up
email!
You
know
a
couple
months
later
to
everyone,
because
everyone
has
a
town
email
address,
I,
give
them
approximately
seven
days,
they're
notified
beforehand
that
they
should
be
receiving
my
email
and
have
you
seen
any
examples
of
implicit
bias
or
unconscious
bias,
or
harassment
in
the
workplace
that
you
would
like
to.
D
D
Now
we're
heading
things
off
ahead
of
ahead
of
time
and
they're
able
to
share
their
concerns,
but
in
an
open
format.
The
other
thing
that
we
were
seeing,
though,
are
recommendations
and
to
me
that
is
once
again
all
of
the
employees
of
our
town
working
together
to
make
it
a
better
place
to
work
to
make
it
so
that
people
don't
want
to
leave
that
people
do
want
to
work
here,
even
though
they
could
cross
a
bridge
and
make
more
money
if
they
went
to
work
for
Charleston
Town,
as
opposed
to
town
of
Mount.
Pleasant.
A
D
Ma'am
and
then
so,
I
do
a
follow-up.
Two
months
after
my
training,
the
county
had
or
the
the
town
has
an
open,
Forum
they've
put
boxes
in
every
location
that
people
check
in
whether
they're
hourly
or
you
know
exempt
that
they
can
put
in
recommendations
there.
The
other
thing
that
that
we've
started
implementing,
even
though
we're
a
relatively
small
town,
I
I,
can't
tell
you
I,
think
there's
maybe
1500
people
that
work
for
our
town,
full
and
part-time
is.
D
We
started
implementing
feedback
for
employ
your
peers,
so
you
can
call
out
a
peer
anonymously
and
they
get
anything
from
an
afternoon
off
to
a
gift
card
to
you
know,
there's
a
wide
variety
of
things,
but
you
can.
You
know
basically
you're
saying
thank
you
and
then
it
is
acknowledged
throughout
the
whole
town
that
they
posted
on
Nextdoor
they
put
on
Facebook.
They
put
it
on
the
the
website,
County,
Web
or
town
website
that
this
person
has
been
recognized.
So
these
recognition
programs
are
really
helping
too.
D
Instead
of
just
being
an
employee,
you're
part
of
a
family,
there's
I
mean
there's
15
20
different
things
that
that
I've
done
over
the
years
as
we've
grown
now,
we've
been
working,
I've
been
working
with
the
town
for
five
years
and
it
I'm
very
proud
of
the
advancement
that
they've
done
and
it
doesn't
matter
who's
sitting
in
the
you
know,
Town
administrator's,
chair
elections
come
and
go,
but
the
the
feeling
is
still
there
and
recommendations.
A
D
D
D
D
Yeah
yeah
we
need,
we
need
people
from
all
of
the
Departments
to
be
there
for
the
first
couple,
unconscious
bias,
trainings
that
I
gave
and
and
I
focus
on
different
things,
and
that
training
is
available.
Also
to
you,
we
focused
on
different
things.
In
the
first
couple
times
we
may
have
had.
D
D
Once
I
made
it
mandatory
that
the
administrator
be
there,
the
mayor
and
a
couple
other
c-suite
people,
the
conversation
started
opening
up
and
it,
but
it
was,
it
was
done
in
a
healthy
way.
It
was
not
done
in
a
complaint
way
or
a
negative
way.
D
D
Going
back
to
this
steering
committee
having
a
group
of
people,
and
now
we
have
one
here-
that's
kind
of
setting
the
goals.
What
are
quarterly
goals?
What
are
our
annual
goals?
What
are
our
biannual
goals
and
and
then
tagging
ERG
groups
to
help
with
these
campaigns?
It
takes
a
lot
of
people
to
make
an
effective
change.
D
We
we
cannot
have
silos
and
unfortunately,
I
saw
a
lot
of
silos
here.
Our
law
enforcement
were
not
attending
the
last
three
trainings
I've
done
there.
They
attended
not
only
just
the
law
and
our
our
police
department,
but
the
police
academy.
Virtually
they
were,
they
had
the
feed
stream
to
them
virtually.
A
B
Actually
have
that
in
the
county
we
have
classifieds,
I,
think
and
unconscious
science
Journey.
It's.
B
D
D
And
that's
basically,
the
end
of
of
my
presentation:
yeah
you
contract
with
us
to
do
your
AAP,
but
you
also
get
my
Consulting
for
your.
You
know:
unlimited
Consulting.
A
A
C
C
I,
certainly
think
that
one
of
the
follow-ups
that
I
would
appreciate-
maybe
it's
actually
taking
a
step
back
from
just
like
responding
to
the
report,
but
what
I
mentioned
earlier
about
just
hearing
from
human
resources
on
its
on
diversity,
Equity
inclusion
and
it's
hiring
Outreach
programs
and
I-
think
that
would
be
a
helpful
starting
point
for
I
think
getting
a
broader
set
of
discussions
around
what
does
follow
on
initiatives
and
efforts
may
not
look
like
I
mean.
C
Certainly
the
county
has
made
a
significant
amount
of
effort
expect
to
sort
of
sort
of
having
our
chief
race
office.
She.
C
Officer
and
certainly
has
to
put
a
significant
emphasis
on
County
processes
and
working
with
Community
groups,
so
I'm,
confident
that
Arlington
has
Arlington
has
a
commitment,
but
I
do
think
when
it
comes
to
the
application
of
that
commitment
and
hiring
processities
and
apartments
across
the
county
and
better
coordination
could
be
really
helpful
through
some
type
of
Dei.
So.
B
We're
actually
doing
some
of
that
we've
been
doing
more
of
it
on
our
websites,
I
think
and
as
far
as
some
of
the
things
that
Tamara
about
you
know
the
ergs
and
we've
got
like
nine
or
11
of
them.
Now
I
forget
how
many
and
also
I
know
Marcy
sent
me
a
items
that
HR
had
done
too
in
different
initiatives
for,
for
example,
the
barrier
analysis
work
as
far
as
the
chief
race,
Equity
officers
work,
you're
right,
it's
in
the
definitely
it's
been
a
lot
in
the
community.
B
I
think
one
of
the
challenges
that
we
have
to
remember
when
we're
doing
the
AAP
internally,
though,
is
that
the
distinction
between
the
equity
work
and
the
yield
work
right,
because,
if
you're
using
the
gear
framework
with
those
questions,
you
can't
really
use
that
internally
important
hiring
and
personal
practices,
because
it
went
into
preference
based
on
reading
right.
B
The
follow-up
is
in
just
the
interim
General
umbrella
de
and
I
work
and
initiatives
in
the
county
for
employees
and
how
we're
coordinating
so
we
coordinate
on
a
monthly
basis,
HR
Smith's
office
and
us
on
some
of
the
racial
Equity
work
and
then
also
the
de
and
I
work
and
we're
now
being
introduced
to
HR
LED
effort
in
doing
a
nice
little
kind
of
like
a
diagram
to
try
to
explain
to
people,
because,
as
you
can
imagine,
folks
that
are
new
to
this,
don't
understand
different
areas
and
how
they
overlap
to
explain
the
employees
how
this
work
is
being
done.
B
We
just
rolled
out
eeo
training,
refresher
training
for
all
of
our
employees,
made
it
mandatory
through
a
county.
You
know
that
went
out
for
Mark
our
County
Manager
to
say
everyone
needs
to
reset
that
was
done
a
few
months
ago,
we're
now
starting
a
refresher
training
that
we're
planning,
as
well
as
a
manager
training.
So
that's
actually
being
done.
I
think
sometimes
our
challenges.
B
A
A
On
parsing
the
data
so
that
we
can
get
behind
some
concerns
we
have
here-
this
is
and
I
was
concerned
that
we're
not
actually
tracking
our
targeted
and
meaningful
Outreach
right,
which
is
part
of
her
recommendation
as
well.
I
want
to
make
sure
that
we're
capturing
that
and
then
I
think
getting
a
readout
on
the
de
talked
about
that.
A
lot
of
other
context
in.
E
C
E
So
one
of
the
concerns
I
have
is
I
think
we
want
a
Workforce
that
looks
like
Arlington
or
it's
like
the
broader
community,
and
maybe
we
can't
do
this.
But
you
know
the
job
categories
where
there
is
a
disproportionate
number
of
white
men,
and
you
know
fewer
women
or
fewer
minorities,
which
inherently
seems
to
be
like
a
bad
thing.
But
if
you
hire
in
Greater
proportion
than
whatever
the
starting
percentages,
then.
F
E
E
This
was
this
and
that
seems
that
seems
problematic
to
me.
You
can't
you're
never
going
to
make
progress,
I,
I,
guess.
The
only
way
to
do
this
is
build
the
number,
regardless
of
the
number
of
people
who
hired
fill
the
the
number
of
people
applying
the
people.
Who
are
that
many
people
make
progress
because
I
need
to
take
a
larger
percentage
of
the
fight,
but
it
seems
counter-intuitive
for
what
we're
I
think
we're
trying
to
achieve.
E
Right
that
can
hire,
though,
can't
you
hire
people
who
are
all
qualified
and
use
other
experiences,
though
oh.
A
For
sure
right
I
mean
we're
looking
at
you've.
Gotta
you've
got
to
pick
from
actually
in
this
ancestors.
You
want
to
increase
the
number
of
women
police
officers,
so
we're
going
to
go
ahead
and
hire
that
person,
because
we
would
have
deviated
from
the
basic
walls
there.
So
I
think
I.
Think
of
your
thoughts.
I
think
the
way
that
we
have
to
do
it,
the
hiring
at
least
has
to
you
have
because.
E
F
C
B
B
B
E
A
B
Would
change
where
you're
recruiting
from
and
then
therefore
change
your
analysis?
But
the
analysis
isn't:
let's
look
at
Arlington
County,
let's
look
at
the
demographic
and
then
make
the
biggest
point
of
this
because
you
know
we
have
a
dashboard.
We
have
other
things
going
on.
So
if
you
look
at
Arlington
County-
and
you
say
we
have
50
of
those
50
of
that
keep.
B
As
kids
high
school
students
teachers,
police
officers,
you
have
to
have
qualified
qualified
label
from
what
you're
recruit.
That's
what
you're,
looking
at
but
I,
see
your
broader
point
about
the
differences
that
some
of
your
concerned.
So
we
can
definitely
find
out.
Why
sure
why
we
didn't
include
shark
and
constitutional
fiance,
I,
remember
having
a
conversation
for
a
few
years
ago,
but.
F
So
do
you
go
to
the
sheriff
with
it
with
a
recommendation,
because
in
the
past
we
have
not
assertively
jurisdiction,
I
I
must
admit,
I,
don't
know
whether
it's
in
statute
statute
over
those
constitutional
policies
because
they
are
there
are
elected
independently
of
the
county
Boardman.
The
sheriff
is
elected,
independent.
F
They're,
all
elected
by
the
people
different
politically,
but
in
the
past,
whenever
we-
and
this
was
that
has
asked
any
one
of
those
constitutional
officers
and
how
they
can
speak,
they
they've
always
they've,
always
they've
always
opened
their
books,
they've
always
presented
so
I,
don't
think
there
is
going
to
be
any
hesitation
on
their
part.
If
anyone
here
wants
to
talk,
they
don't
receive
pretty
much
what
they
do,
but
then,
in
the
past
we
have
not
I
mean
assertive.
That
doesn't
mean
you
should
have,
but
in
the
past
week.
E
Mark
doesn't
control
the
office
like
in
terms
of
the
data
and
the
recommendations.
Somebody
could
say
one,
and
maybe
it's
not
this
way.
Law
enforcement,
too,
is
they.
The
groups
are
either
same.
Hiring
practices
where
they're
not
and
the
recommendations
might
be
the
same
thing,
but
in
terms
of
the
presentation
of
data
it
makes
sense
for
it
to
be
integrated
to
the
extent
awesome.
F
F
F
F
C
F
F
F
C
E
C
Say
it's
easier
for
constitutionals
to
direct
Human
Resources
practices?
What
I
imagine
if
you're
happy
you
know
if
you're
the
sheriff
and
you
will
and
the
Departments
HR
component
works
for
you
and
you
set
priorities.
That's
a
bit
different
than
I!
Think
the
diverse
number
of
departments
also,
you
know,
even
though
there's
Mark,
you
still
have
a
poor,
vest,
not
to
say
that
they
deserve
credit
for
that
word.
C
F
C
To
us,
whether
that
means
education
levels
and
gender
and
race-
and
you
know
the
pipeline
I
mean
when
you,
when
you
think
about
police
departments
aggressive
nature
of
it.
It's
the
beginning,
it
sort
of
sets
the
stage
the
pipeline.
The
initial
I
think
it's
police
officer.
F
C
Questions
no
I
I
actually
I
did
the
community.
There
are
multiple
with
their
HR
folks.
F
People
wanting
to
actually
I
don't
know
what
that
is
yeah,
but
people
wanting
to
actually
be
promoted
because
there's
a
huge
difference
if
you
you're,
promoted
out
of
a
certain
class
because
you're
not
entitled
to
overtime
and
all
this
other
stuff,
so
literally
you're
losing
money,
because
because
of
those
who
stay
down
there,
you
know
kind
of
like.
F
Not
moving
moving
forward
yeah
that
may
have
changed
promotion
piece,
yes,
police
officer,
but
when
you
look
at
it
what
he
has
done
so
far,
and
you
looked
at
the
fact
that
he's
a
black
woman
as
a
deputy
and
everything
else,
I
mean
he
is
making
progress.
And
again,
if
you
look
at
their
recent
recruitment
from
the
people
from
The,
Academy
I
mean
just
look
in
the
annual.
It's.
F
A
So
close
and
out
the
loop
here,
the
discussion
hold
on
you
make
a
good
point
about
whether
it's
positioned
for
it
pretty
you
you're,
the
chair
of
me,
I,
think
it's
Jermaine
largely
to
what
we
do
as
a
commission.
C
F
C
A
E
B
B
B
The
applicant
pool
right
like
so
we
have
alluded
to
earlier
that
could
be
part
of
it,
but
we
can
I
think
it
might
be
the
best
thing
to
do
the
best
camera,
but
at
least
our
previous
year,
let's
say
yeah
this
one
in
the
last
year
and
say:
what
can
you
take
a
look
and
see
progress
for
the
numbers
for
from
your
look
at
the
numbers,
because
she
has
all
the
data.
B
Does
it
look
like
this
is
a
matter
of
the
applicant
pool
is
changing
the
following
year:
the
demographic
pandemic
right
and
all
the
ships
we've
had
now
labor
Market's
getting
a
little
easier.
So
maybe
that
might
definitely
do.
E
E
B
She
has,
they
have
a
lot
of
resources
and
they
have
a
lot
of
trainings
available.
B
F
A
D
B
Have
it,
and
what
do
people
even
know
where
it
is,
do
they
know
what
it
is
to
do
it
for
the
first
time
ever
this
year
we
actually
have
started
doing
for
the
elt
and
some
departments
trainings
around
how
the
interplay
between
the
AAP
and
racial
equity
so
which
I
think
departments
have
found
really
helpful.
There's
still
a
lot
of
confusion
in
that
area.
So
if
we
had
a
brief.
B
B
B
E
B
They're
not
saying
why:
why
aren't
they
saying
what
are
we
doing?
What
marketing
are
we
doing?
If
you
look
at
some
other
organizations
and
some
counties
and
marketing
they
do
it
it
matters.
What
faces
you
see
right
right?
Do
you
see
people
with
disabilities
on
your
website?
Those
are
all
great
ideas
that
she
actually
mentioned
and
we
talked
about
it.
Just
I
think
coordination
strategy,
I.
F
F
Interesting
question
is
any
of
that
training
mandatory
for
like
five
minutes
yeah,
because
I
think
unbiased
unconscious
bias.
You
mean
anything,
it's
something
that
shouldn't
hand
it
to
us:
senior
manager,
I.
F
E
F
F
B
B
That
Mark
was,
of
course,
all
supportive
of
it,
so
he
actually
sent
out
an
email,
pushing
it
forward
and
I
think
we're
like
80
percenters
of
things
anonymously.
So
it's
definitely
mandatory
very
surprised.
Okay,.
F
This
is
that's
the
key
I
mean
I
when
I
was
EO.
Director
I
set
up
a
training
program
that
even
the
political
appointees
me
had
to
go
through
trading.
Actually
I
had
to
go
through
training,
anyways
right
yeah,
so
it's
simply
because
of
their
level.
I
would
think
that
determinants
and
it
should
be
currently
there's
a
lot
of
things
of
some
of
the
things
that
she
was
talking
about.
Kind
of
to
me
brought
back
the
area
now.
F
I
was
just
reading
that
the
other
day
and
some
of
her
remarks
that
she
made
sort
of
coincide
with
some
of
the
remarks
instead
of
written
the
very
knowledge.
So
you
may
want
to
look
in
that,
and
and
have
that
knowledge
we,
when
you
start
looking
at
that
stuff,
because
obviously
there's
been
a
discussion
not
dealing
with
employees
and
she.
F
A
Think
that
part
of
maybe
would
be
still
down
and
I
think
we
do
this
after
we
hear
from
jar
right
the
starting
list
where
we
may
go
with
a
vascular
recommendations,
but
it
may
be
to
make
addition
to
unconscious
bias
on
a
periodic
thesis
that
certain
people
with
hiring
responsibilities
takes
the
basic
affirmative
action
plan
training.
Not
this.
This
is
somebody.
This
is
a
training
for
somebody
who
understands
these
Concepts
and
who's
willing
to
pull
up
their
sleep
to
get
it.
That's.
A
To
train
somebody,
who's
really
promoted
to
a
manager
understand
what
is
this?
How
does
it
work?
What
does
this
availability
I
mean?
These
concepts
are
not
intuitive.
The
terminology
is
not
intuitive,
so
I'd
love
to
see
a
very
kind
of
basic
AAP
primer
that
all
managers
need
to
take,
so
they
can
be
thinking
about
that
as
they're
making
figuring
out.
Where
are
we
going
to
post
the
job
position
right
because
really
understanding?
That
is
what
light
of
those
steps
right
they
get
to.
Somebody
and
I
agree
with
you
like.
A
F
C
B
Damn
right
only
I
think
online
in
2019.
yeah
like
it
was
like
I
remember.
She
had
asked
about
whether
we
had
you.
D
B
Could
be
confusing,
confusing
and
I
think
part
of
it
was.
It
was
a
very
big
list.
You
know
one
of
the
challenges
is
just
reason
with
HR.
You
might
hear
that
when
they
come
in
it's
just
the
truth,
it's
just
bandwidth,
so
it
was
like
paper
files
and
who's
going
to
do
them
and
then
you're
looking
for
all
employees,
educational
data
and
uploading
it
that
so
it
may
have
been
the
VA
but
I'm
sure
HR
gives
you.
C
I
think
as
powerful
as
training
can
be
I
think
what
could
be
more
powerful
in
addressing
something
or
it
could
be
there
that
we
should
dig
into
is
a
proper
audit
of
the
underlying
employment
records.
When
there's
a
potential,
oh,
which
I
know,
is
HR,
it
would
not
be
I
would
I
would
need
to
be
HR
particular
job
categories
right
talked
about.
C
Is
is
there
a
problem
in
a
department
or
on
a
team
or
a
hiring
manager
particular
and
that's
I'm,
not
cameras,
not.
C
C
A
E
A
A
We'll
smack
in
fighting
more
about
it,
okay,
so
just
a
couple
of
things
here
on
chair
update
two
key
topics:
the
ordinance
went
to
the
board,
with
our
advocacy
about
mid-april
mid
April.
We
had
our
last
meeting
on
the
13th
of
April,
so
no,
it
was
probably
first
week
of
May
when
I've
gone
out.
Christian
acknowledged
nothing
on
that
since
then,
but
it.
A
Hands-
and
they
are,
they
are
well
primed
on
it
on
Monday
the
drafting
committee
reconvenes
to
work
through
the
kind
of
parallel
work
straight,
the
long
form
and
Blitz
kind
of
trucks
through
the
issues
list
and
start
to
make.
You
know
more
progress
and
a
on
that,
so
that's
working
a
pace
and
then
gurjit
I
know
I'm
sort
of
bleeding
into
your
director's
report
holding
because
Sean's
not
here
the
other
thing
that's
late.
Breaking
from
last
night
is
you
got
something
from
Sean
our.
E
C
B
C
B
We've
had
a
very
difficult
time
you
guys
in
the
last
two
years
connecting
with
somebody
there
we
had
a
contact,
I
think
he
went
on.
They
went
on
sabbatical
and
it's
been
very
difficult.
So
last
year
we
didn't
get
a
draft
score
at
all.
I,
actually
looked
at
my
emails,
I
think
I
followed
up
on
them
with
them.
B
Hey
you
wanna.
You
know
we
never
had
an
opportunity
to
submit
information
to
our
raw
sport
because
we've
never
got
the
raw
score.
So
we
just
got
our
final.
What
can
we
do
different?
They
also
missed
points
on
a
certain
category
that
we
had
gotten
points
for
and
I
think
it
was
me
as
the
lgtbq
ways
on
which.
C
B
Something
I
know
Kellen
brought
up
again,
but
that's
that's
on
our
website
on
our
pages,
so
I
think
they
corrected
that
the
biggest
stickler
right
now,
it
seems
to
be
is
benefits
for
I.
Think
transgender
benefits
which
we've
sent
them
like
I,
want
to
say
a
couple
of
times
so
for.
D
C
B
Think
that
was
a
score.
The
draft
score,
if.
B
A
C
B
A
And
if
submissions
are
happening
in
July
be
good
to
know,
I
mentioned
it.
I
mentioned
it,
but
the
budget
testimony
yes,
I
mentioned
it
in
budget
testimony
because
then
after
they
mention
it.
E
A
B
B
A
All
in
favor
no
public
comments,
Mei
covers
your
records
and
sales
therapy.
Did
anybody
get
the
did?
Anybody
have
any
questions
on
this
on
the
social
reports
that
they
last
week?
A
E
C
Your
use
app.