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From YouTube: CSW Monthly Meeting October 8, 2020
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A
Unfortunately,
michelle
did
have
to
resign
from
the
commission
after
our
last
meeting-
and
she
just
said
it's
just
kind
of
will
be
too
much
dealing
with
life
and
schooling
and
everything
in
this
situation
and
just
unfortunately,
doesn't
have
the
time
right
now,
which
is
completely
understandable,
so
we'll
miss
her
support
and
as
always,
if
anyone
has
anyone
else,
we
want
to
recruit
to
kind
of
replenish
our
numbers.
You
can
direct
them
to
the
forum
on
the
county
website.
A
And
just
before
we
started
here,
I
sent
around
information
from
project
piece
on
domestic
violence
awareness
month
and
the
different
virtual
events,
learning
sessions
and
information.
So
if
there's
anything,
you
want
to
do
to
share
that
information.
If
we
want
to
push
it
out
on
our
social
media,
I
think
that'll
be
totally
fine
if
it's
all
approved
county
events.
C
A
A
But
one
thing
I
want
to
talk
about
so
I
was
invited
this
weekend
to
take
part
in
some
round
tables,
with
the
law
firm
who's,
helping
out
on
the
police
practices
group
to
put
together
the
policies
that
are
going
on
with
this
group.
So
they
did
a
few
breakout
sessions
on
saturday.
The
first
one
I
did
didn't
join
was
non-use
of
force,
and
then
there
was
one
on
data
and
recruiting
recruiting
and
retention.
A
So
the
data
one
I
thought
was
probably
what
we're
most
interested
in,
because
when
they're
just
talking
about
what
your
community
group
or
your
company
uses
data
for,
what
do
you
need
more
on
producing
in
arlington
would
be
helpful.
So
of
course
I
have
a
list
because
we've
been
talking
about
yourself
all
along,
so
I
kind
of
ran
through
all
the
deficiencies
that
we
found
as
far
as
presenting
the
data
tracking
over
the
time
having
it
downloadable
having
mapping
capabilities,
um
how
it's
coded.
A
A
um
So
there
is
a
way
for
community
feedback
on
the
police
practices
group
online,
where
we
can
send
additional
comments
to
the
law
firm,
but
just
one
here,
especially
on
the
data
thing,
is
there
anything
else
that
I'm
missing
that
we
think
would
be
important.
um
What's
some
of
the
other
and
talk
through
that
incident,
I
think
it
was
last
year
about
how
those
women
who
were
caught
up
in
the
prostitution
incident
were
kind
of.
You
know
dragged
out
in
front
of
the
public
and
tarred
and
feathered
and
made
out
to
be
criminals.
A
That
there's
more
work
being
done
to
hide
the
data
on,
though,
just
to
make
sure
that
you
know
you're
protecting
people
who
might
not
be
completely
their
perpetrators
and
also
has
some
victimhood
in
there.
um
The
one
of
the
people
from
I
think
he
was
from
the
commonwealth's
attorney
office
was
also
talking
about
some
research
reading,
he's
been
doing
on
alternate
ways
to
report
crimes.
A
If
they're
accusing
somebody
worried
about
consequences
to
themselves
either
just
from
being
a
victim
again
or
maybe
worried
about
their
immigration
status,
things
like
that
that
will
keep
them
from
reporting.
So
we
just
kind
of
touched
on
that
briefly.
But
people
are
just
trying
to
come
up
with
more
creative
ways
to
make
sure
we're
releasing
the
right
balanced
amount
of.
A
A
E
I
mean,
I
think
you
hit
most
of
the
things
we've
discussed
in
the
past.
I
think
critical
was
the
longitudinal
data,
the
ability
to
trace
over
time
and
kind
of
have
that
comparative.
Look.
uh
You
know,
obviously,
with
with
sexual
assault
data.
You
know,
there's
that
nuance
of
well
people
are
more
comfortable
reporting,
and
so
that's
they're
there
by
you
great.
You
know
you.
The
numbers
will
start
increasing.
Regardless
of
those
nuances.
E
You
know
we
know
we
understand
those
nuances,
but
still
those
data
points
are
going
to
be
essential
and
I
think
there
I
mean
there's
certainly
ways
to
do
with
the
census.
There's
certainly
ways
you
can
capture
data
and
keep
anonymity
right
like
and
and
and
without
having
to
divulge
excessive
detail
around
the
individual
victim
uh
or
survivor
uh
so
um
there
I.
I
don't
think
I
don't
think
that
should
that
that
should
be
enough
of
an
excuse
to
like
to
keep
us
away
from
the
data
itself.
D
F
F
F
B
E
Yeah
I
mean
we've
talked
about
that
before
in
terms
of
the
rape
kits
not
being
available
in
the
county
and
just
like
the
general
procedure
of
if
somebody
goes
to
virginia
hospital
center
and
then
elects
not
to
go
through
with
going
over
to
the
fact
um
center.
In
order
to
to
get
a
rape
kit,
you
know
we
still
want
to
know
that
that's
happening.
D
A
um
Actually,
one
thing
that
someone
in
the
group
did
point
out
too
is
that
at
least
in
the
placing
data
they've
seen
in
arlington,
which
I
can't
remember
if
I've
looked
at
it
as
far
as
to
this
point,
that
it
only
it's
categorizing,
um
it
doesn't
break
out
hispanic
individuals,
they're
lumped
in
as
white.
So
I
haven't
double
checked
that
that's
right
in
all
the
data,
but
that
was
one
good
point
that
they're
just
going
to
have
a
race,
but
not
an
ethnicity,
tag
or
field
in
the
data
that
they're.
A
A
A
Okay,
then
at
least
the
other
part
that
I
was
talking
about
was
on
um
retention
and
recruitment,
and
that
actually
was
one
that
was
a
a
little
contentious
in
the
end
too.
Well,
it
was
interesting
on
this
one.
They
actually
had
some
police
officers
come
in
and
join
the
round
table,
which
I
don't
think
anyone
in
the
group
was
expecting
until
they
suddenly
had
just
like
three
people
on
the
far
side
of
a
table
and
black
masks
like
wasting
back
from
everyone
else,
were
like
okay
yeah.
A
Someone
else
was
like
well,
that's
amazing
that
anybody
could
stay
home
with
a
child
in
arlington
she's
like
yeah.
They
live
in
winchester.
Nobody
could
afford
this
in
arlington
and
I
think
the
there's
a
woman
from
leadership
arlington
on
the
panel
too,
who
was
saying
when
she
first
moved
to
arlington
a
few
years
back
with
children.
It
was
a
thousand
dollars
a
week
for
daycare,
and
apparently
the
starting
salary
for
a
police
officer
is
56
000.
A
So
I'm
you
know
just
from
my
hr
perspective,
I'm
amazed
at
every.
If
you
read
the
kind
of
the
job
description
or
the
recruiting
ads
for
a
police
officer.
It's
like.
I
know
we
want
them
to
do
amazing
things
and
be
so
overall
comprehensive
in
everything
they
can
do.
But
it
seems
a
lot
to
ask
of
any
one
individual
with
college
experience
and
pay
them
fifty
six
thousand
dollars
a
year
and
they
have
to
be
super
physically
fit.
A
So
but
then,
of
course,
there's
always
a
point
too,
like
we
do
want
exceptional
officers.
We
want
them
to
have
all
these
skills
um
but
where's
that
line
or
what
can
we
kind
of
give
on
in
order
to
you
know,
figure
out
those
core
competencies
and
what
might
not
be
so
important
if
we're
having
issues
on
reaching
all
that,
then,
of
course
there
are
considerations
too
on
obviously
having
that
um
community
knowledge
and
just
being
able
to
deal
with
the
people
in
the
situation
kind
of
knowing
the
background
of
people.
A
What
to
expect
and
when
you're,
going
into
different
situations,
um
there
were
questions
too
on.
If
a
call
comes
into
arlington
police,
how
do
they
determine
who
goes?
Is
it
someone
who
might
be
particular
to
that
situation?
That
neighborhood
might
have
a
previous
connection
with
the
individuals
involved,
but
it
was
basically
a
location.
A
So,
if
you're,
obviously,
if
you're
on
duty
at
that
time
in
your
neighbor
that
neighborhood
you
go
so
there's
just
isn't
any
way
to
kind
of
slice
and
dice
and
figure
out
the
best
person
to
report,
which
uh
you
know
at
least
in
my
dream
world.
There
would
be
some
way
to
you
know
maybe
pair
up
people
who
have
complimentary
skills
and
not
everybody's
capable
of
having
every
single
skill
or
keeping
things
more
hyper
local.
A
um
But
a
lot
of
it
seemed
to
come
down
to
affordability
that
they
as
far
as
keeping
the
woman
who
was
running
it
lived
in
chicago
um
and
she
was
saying
hell
in
chicago,
they
would
be
required
to
live
in
chicago
in
arlington.
There's
some
incentives,
but
obviously
they
just
can't
afford
to
live
here
and
just
kind
of
came
down
to
money
or
they're.
A
We're
still
living
with
their
parents
when
they're
in
the
police
force
here,
um
but
then
the
officers
also
made
a
good
point
that
you
might
not
necessarily
want
to
live
where
you
work,
because
they
have
an
incidence
when
they
go
into
a
restaurant
and
then
find
they
have
a
connection
to
their
server.
Or
you
know,
the
cook
was
just
arrested,
so
they're
wondering
all
the
other
officers
not
to
go
into
that
establishment
for
a
while.
A
And
when
you
were
looking
at
the
strategic
plan
for
the
police
officers,
they
had
a
page
in
there
and
I
can
share
it
it's
on
online
on
their
community
pleasing
page,
but
they
had
a
lot
of
tactics
as
far
as
recruitment
and
retention
that
they
were
trying
to
do
to
recruit
officers
but
no
real
goals.
So
they
only
had
a
couple
points
as
far
as
what
they're.
Actually,
you
know
those
metrics
as
far
as
measuring
when
they're
successful
at
retention
and
recruiting.
A
E
I
know
that,
obviously,
the
conversations
especially
of
late
have
been
um
you
know,
moving
toward
uh
or
revitalizing
the
idea
of
community-oriented
policing
and
having
folks
who
are
more
closely
aligned
and
connected
with
the
community
itself,
so
that
enforcement
is
proportionate
to
the
action
involved.
um
But
uh
it
you
know
when,
when
you
factor
in
things
like
cost
of
living
and
um
and
in
in
the
communities
in
which
you
serve,
you
know
that
that
also
comes
into
play.
E
So
obviously,
like
you
have
to
weigh
you
know,
do
do
you
reduce
the
size
of
your
force,
increase
pay
for
individuals
and
and
benefits
for
those
individuals
to
to
kind
of
retain
them
over
time,
um
but
they're
trade-offs.
So
it's
it's
hard
to
say
and
it's
hard
to
say
what
would
be.
I
guess
politically
viable
as
well.
D
G
F
Yeah
I
just
like
to
echo
what
julia
said.
I
mean
my
youngest
kid
is
10,
but
when
we
had
our
kids
in
in-home
daycare,
um
there
were
we
are
our
provider
provided
for
a
lot
of
school
aps:
school
teachers,
police
officers
and
firefighters,
um
but
eventually
90
of
them
moved
out
of
arlington
and
the
exception
that
I
can
think
of
as
somebody
whose
husband
was
a
doctor.
F
So
um
it's
it's
a
long
standing
issue
and
child
affordable
child
care.
I'm
sure
this
commission
has
talked
about
multiple
times
and
the
covet
is
just
making
it
so
much
worse.
So
I
mean
beyond
police
officers,
but
clearly
it's
it's
an
issue
for
you
know
arlington
employees,
I
mean
it's
a
huge
issue
for
school
teachers,
yeah
yeah.
C
A
I
just
don't
know
it
seems
impossible
sometimes,
and
then
we've
had
that
discussion
too,
when
they
were
talking-
and
I
think
it
might
have
come
up
in
these
sessions
too,
about
even
relaxing
standards,
which
nobody
wants
to
do
that
too
and
be
like.
Oh
maybe
I'll,
give
up
a
little.
You
know
safety
and
cleanliness
in
the
daycare.
You
know,
like
everybody,
we
obviously
want
everything,
um
but
it's
tough
to
afford
it.
I
don't
know
what
the
answer
is.
A
D
A
A
All
right,
so
I
guess
I'll,
probably
reach
out
to
caroline,
then
and
see
if
we
can
kind
of
put
together
some
feedback.
um
I
don't
know
if
there's
any
set
deadline
to
it,
but
I
guess
in
the
next
month
or
so
we
can
pull
something
together,
maybe
I'll
send
around
to
the
group
for
any
additional
thoughts.
A
um
But
otherwise
uh
I
don't
know
if
we
want
to
um
talk
about
your
idea
and
menstrual
product
availability
first
and
then
we
can
maybe
move
on
to
legislative
priorities.
I
think
they're
kind
of
the
there
are
probably
some
interactions
between
the
two,
but
I
don't
know
if
you
heard
back
from
anybody
on
whether
they
were
able
to
answer
your
questions.
H
H
In
arlington-
and
I
was
in
those
questions
to
him-
and
he
said
he
needed
some
time
to
research,
because
you
know
our
dhs
is
very
hierarchical
and
uh
you
need
it,
so
he
did
uh
managed
to
send
me
an
email
around
uh
five
o'clock
today
and
I
can
read
off
what
he
says.
Basically,
he
said
that
um
speaking
for
public
health,
they
don't
have.
um
They
provide
mental
products
to
individuals
who
come
into
the
cleaning
if
they
need
them
like
from
maternity
clinics
for
say,
prenatal
or
uh
family
planning.
H
So
if
they
need
the
express
the
need,
they'll
give
it
to
them,
but
it's
nothing
that
it's
ongoing,
that
they
will
get
and
it's.
Similarly,
he
said
that
he
can't
speak
for
arlington
public
schools,
but
there
are
some
school
health
clinics
that
are
managed
by
the
public
health
office
and
over
there
he
says
it's
the
same.
H
If
kids
come
and
they
show
an
immediate
need,
they
will
give
them
the
menstrual
products,
but
it's
not
something
that
can
be
used
outside
of
the
school
setting
and
that
um
dhs
does
not
provide
like
a
community
there's
nothing
that
they're
offering
these
products
to
the
community
on
an
ongoing
basis.
It's
if
you
need
something-
and
you
know
you
are
at
the
clinic
and
you
express
a
need-
you'll
get
something,
but
it's
not
something
that
oh
we'll
just
keep
on
giving
something.
So
it's.
B
H
That's
where
they
are
at
basically,
and
then
he
said
that
um
you
know
we
do.
If
some
I
mean
dhs,
has
so
many
programs
for
people
of
low
income
category
or
in
you
know,
to
say,
for
example,
they
help
them
out
at
their
uh
show
that
their
low
income
and
they
are
about
to
be
evicted.
uh
They
will
offer
or
you
know,
to
pay
their
rent
or
you
know,
meet
their
bills,
but
that
fee
frees
them
up
to
buy.
You
know,
spend
their
money
on
other
products
or
whatever
else
they
need
in
their
family.
H
uh
So
there
are
different
ways
they
can
help,
uh
but
specifically
as
to
what
arlington
county
public
health
office
is
doing.
uh
So
it's
not
something
ongoing
that
they're
offering
other
than
if
you
need
you
make
a
visit
and
you're
during
the
visit.
If
you
express
a
need,
they'll
give
it
to
you
something,
but
it's
not
something
that
generally
they're
offering.
H
H
H
A
Another
interjection
I'll
come
back
to
you,
that's
interesting,
especially
in
the
schools,
because
I
think
we
had
that
discussion
too
after
the
legislative
change
that
I
thought
products
were
supposed
to
be
provided
in
schools.
So
I
think
whoever
came
back
and
found
out
if
they
were
providing
them
in
middle
schools
or
just
high
schools.
But
maybe
that
was
just
one
of
the
restaurants,
not
in.
F
F
Some
some
of
my
elementary
school
teachers
were
doing
a
drive,
and
that
was
something
that
they
had
specifically
asked
for,
and
it
was
something
along
with
diapers
that
aren't
necessary.
Like
you
can
you
know
you
can
get
food
at
afaq?
You
can
get
um
medical
care
through
clinics
you,
but
these
were
things
that
aren't
necessarily
available
anywhere
else,
and
so
there
are
non-profits
that
provide
them.
There's
this
you
know
the
diaper
there's
some
diaper
non-profit
that
also
provides
menstrual
products.
So
it
it
just
sort
of
occurred
to
me.
F
E
A
Yeah
and
that's
what
I
was
going
to
say
too
like
if
they
exist,
like
imagine,
you
know,
they're
in
a
jar
of
notorious
closet
somewhere.
You
would
think
that
there
we
could
put
out
some
outreach,
it's
kind
of
funny,
someone
at
my
work
that
we
still
have
a
few
like
handful
of
people
going
to
the
office.
So
someone
reached
out
to
the
postgraduate
staff
and
said
you
know
the
basket's
out
on
whatever
floor.
D
F
F
This
is
something
that's
been
in
the
news,
a
lot
yeah,
it's
it's
not
considered
necessary
and
their
tax
is
luxury,
and
um
I
know
that
um
the
group
that
julia
may
know
the
um
the
kids.
What
is
it
generation
ratify?
I
know
that
they
were
making
calls
about
a
minstrel
product
equity
bill
in
the
u.s
congress.
H
E
And
is
that
how
do
they?
How
do
they
determine
that
need?
Is
it?
Is
it
mainly
like,
based
on
how
many
people
are
asking,
because
I
do
feel
like
there
is
this,
especially
depending
on
age
level,
there's
this
um
embarrassment
when
it
comes
to
the
idea
of
being
on
your
menstrual
cycle,
and
so
the
idea
I
think
of
like
middle
school
me?
Would
I
have
ever
gone
to
a
nurse
to
ask
for
a
you
know
some
sort
of
menstrual
product.
I
think
I
would
have
right.
E
A
Right,
I
remember
even
that
happened
when
I
was
growing
up
in
middle
school,
that
my
sister's
friend,
who
was
a
little
older.
It
was
like
a
tiny
little
christian
school
and,
of
course
she
like
takes,
tries
to
take
her
backpack
to
the
bathroom
and
the
teacher
is
like:
why
do
you
need
your
backpack
in
the
bathroom
and
like
embarrass
her
in
front
of
everybody,
and
it's
like
go
and
put
that
back
she's
like,
but
I
need
it
go,
go
and
put
it
back
so
just
completely
oblivious
to
what,
um
but
I
don't.
A
I
guess
I
don't
know
many
young
teenage
preteen
girls,
but
does
anybody
use
like
menstrual
cups,
or
you
know,
like
period
underwear,
so
it's
number
two
that
might
be
something
that's
easier
to
provide
if
it's
something
younger
girls
would
use.
If
you
don't
have,
you
know
ten
dollars
a
month,
but
a
more
long-term
solution
and
I
know
what's
happening
in
different
countries,
but
I
don't
know
if
it's
something
that
would
be
more
accessible
here
too.
F
I
don't
know
it's
some
subscription
that
makes
videos
on
every
single
subject
and
it's
made
available
for
free
through
aps
and
she
watched
the
menstruation
thing
and
it
actually
mentioned
menstrual
cups
and
the
underwear,
um
I
would
say
I
don't
think
menstrual
cups
are
great
solutions
for
girls
who
are
just
getting
their
period.
You
have
to
be
pretty
darn
comfortable
down
there,
uh
so
I
would
recommend
them
to
everyone,
but
probably
not
11
12
13
year
old
girls,
and
I
don't
think
that's
something
they
could
give
out
at
school.
E
F
So
I
think,
like
you
said,
the
whole
place
is
like
they
have
to
be
there
for
the
taking.
You
can't
have
to
ask
it's
it's
not
something
you
should
have
to
register
a
need
for.
We
know
that
this
population
needs
these
things
um
and-
and
it's
also
not
something-
I
I
don't
think
like
I
don't
know.
Maybe
it
should
be
something
afaq
it's
just
I
mean
you
cannot
register
to
go
to
a
fact.
So
you
know
the
family
size.
F
A
A
A
E
G
G
I
don't
know
if,
if
that's
something
that
this
committee
would
take
on,
and
it's
not
what
my
questions
were
about,
but
it
sprang
to
their
minds
as
this
is
like
this
is
an
issue
that
affects,
I
think
they
associate
all
reproductive
rights
issues
with
women,
because
you
know
women
inevitably
end
up
having
to
make
those
decisions
so
um
anyway.
So
for
what
it's
worth?
That
is
one
issue.
um
I
asked
them
about
things
like
child
care
and
family
medical
leave,
that
sort
of
thing
and
sick
leave
in
the
time
of
covid.
G
These
are
really
affecting
people
in
just
radically
disproportionate
ways,
depending
on
their
family
income
and
situations.
So
um
there
are
two:
there
are
two
main
sets
of
bills,
and
what's
interesting
is
the
senator
who
I
spoke
with
so
usually
what
happens?
Is
the
house
is
aspirational
down
in
richmond
that
all
of
our
legislators
who
we
send
out
to
richmond-
and
you
all
may
know
this,
but
I'm
just
going
to
repeat
it-
for
the
benefit
of
anyone
who's
getting
up
to
speed
um
the
house
in
virginia
is
a
lot
like
the
house
of
representatives,
it's
aspirational.
G
So
basically,
these
are
accommodations
that
she
made
um
in
order
to
try
and
keep
the
bill
alive
and
try
and
get
it
through,
um
but
it
did
not
survive.
It
did
get
killed,
um
however.
She
has
high
hopes
for
it
again
for
this
year,
um
then
there's
another
bill
which
is
supported
by
what's
called
the
campaign
for
a
friendly
economy
which
has
ties
to
the
rockefeller
foundation
actually
and
they've,
been
working
really
hard
in
virginia
um
and
senators.
G
Barbara
fabola,
who
covers
um
arlington
as
well
as
senator
jennifer
boisco
who's
up
in
loudoun,
have
both
put
it
in
um
last
session.
It
was
co-sponsored
by
boyco
and
jennifer
mcclellan
who's
actually
running
for
governor
um
and
she's
from
the
richmond
area,
uh
and
on
the
house
side
it
was
sponsored
by
jennifer
carroll,
foy,
who's
also
running
for
governor
anyway.
So
this
would.
This
would
create
a
program,
it's
more
sweeping
in
nature,
and
it
creates
a
new
fund
at
the
state
level.
It's
like
unemployment
insurance.
G
It
would
pay
for
itself
because
the
employers
and
the
employees
would
pay
into
it,
because
it's
like
unemployment
insurance.
It
would
essentially
be
pooled
benefits
um
for
medical
leave
and
right
now,
they're
hopeful,
because
they
have
a
study
committee
that
the
governor's
office
helped
them
set
up
and
they'll
be
getting
results
from
that
study
committee.
So
that's
a
really
good
situation
to
be
in
as
you're
going
into
the
legislative
session,
so
those
are
two
big
bills
and
then
there
are
some
smaller
bills
which
in
a
year
like
this,
are
more
likely
to
pass.
G
G
G
uh
Let's
see,
okay,
so
the
senator
I
spoke
with
said.
Given
the
economy,
nothing
big
is
going
to
pass.
I
mean
this
is
their
job
to
be
pessimistic
when
they're
speaking
frankly,
but
um
she
will
file
a
bill
to
prevent
discrimination
against
women
who
are
pregnant
in
the
workforce.
We
do
have
something
of
that
nature,
but
it
could
go
farther.
G
G
G
So,
ladies,
that
is
the
sum
total
of
my
research.
um
I
hope
it's
helpful
and
I
hope
maybe
you
heard
something
in
there
that
you
thought.
Oh,
we
could
support
that
because
I
looked
at
our
legislative
agenda
and
I
thought
well.
Those
are
really
great
things
on
our
legislative
agenda
from
last
year,
but
we
only
supported
two.
It
was
like
two
subjects
and
I
was
like,
but
but
there's
you
know,
I
mean
women
need
a
lot
of
things
to
get
through
the
world
right
and
and
in
my
mind,
okay,
I'm
older.
G
I
already-
I
already
went
over
menopause,
you
know,
but
but
going
through
my
life,
the
hardest
part
was
child
care.
I
mean
gosh
and
um
put
my
kid
in
in
the
lowest
cost
healthiest
seeming
child
care
that
I
could
find.
That
was
like
kind
of
both
and
she
ended
up
getting
injured
and
I
was
just
like.
I
can't
afford
better
child
care.
You
know
I
mean
so
anyway.
You
know
that's
something
I
look
for
so
I'll,
stop
talking.
What
do
you.
G
A
Yeah-
and
I
think
all
of
them
are
good-
I
just
want
to
dig
into
them
a
bit
too.
um
I
think
we
probably
need
to
look
at
some
more
on
how
dc
is
doing
their
rental
and
family
leave.
Now
that
that's
been
in
place
a
couple
months
now,
um
at
least
from
my
perspective,
we've
had
a
number
of
people
claim
it
so
far,
and
it
just
does
it's
administratively
awkward,
where
there's
some
delays
in
getting
payments.
A
So
one
thing
that
we
found
at
the
employer
level:
we
do
if
you're
getting
money
from
dc
for
your
parental
leave,
we're
offsetting
our
paid
frontal
lead
by
that
amount.
But
the
problem
is
you
can't
you
have
to
wait
until
you
actually
have
the
baby
and
go
to
dc
and
say
I
had
the
baby
and
then
they
start
processing
your
checks
so
an
hard
time,
then
we
either
have
to
reduce
your
check
right
away.
A
If
we're
kind
of
like
fronting
you
money
and
then
figuring
these
things
out,
so
it's
good,
but
I
think
they
just
kind
of
need
to
figure
out
how
to
get
money
in
people's
hands
faster
um
because,
like
for
our
case
it
it's
fine,
because
we're
gonna
make
sure
everybody's
fine,
but
I'm
just
curious
on
how
it
works
um
kind
of
outside
of
just
a
known,
parental
leave
situation
too,
and
how
it
works.
This
woman
is
staying
with
home
with
a
family
member
friends.
A
I'm
going
to
be
surprised
on
how
long
they're
able
to
handle
the
cost
of
it,
because
it's
really
generous
on
the
family
side,
which
is
great.
But
if
I
had
a
lot
of
family
members,
you
know
that
I
could
be
using
a
lot
of
this
leave
and
I
just
I'm
curious
on
how
sustainable
it
is,
which
hopefully
it
is
um
buddy.
A
A
Extra
has
a
good
website
that
explains
it
all
where
you
can
go
and
do
like
a
little
calculator
to
figure
out
whether
you're
eligible
um
I'm
kind
of
half
thinking,
there's
not
a
waiting
period,
but
I'd
have
to
go
back
and
double
check,
but
I
know
you
also
have
to
be
actively
employed,
which
is
the
downside
that
came
up
since
this
happened
in
the
middle
of
pandemic
too,
where
you
and
your
employer
might
have
been
paying
into
the
system.
But
then,
if
you're
laid
off,
then
you
know
it's
not
available
to
you.
G
um
Yeah
I
mean
that's.
That
could
definitely
be
an
issue
for
so
many
people
right
now
and
then
also
um
going
back
to
what
you
were
talking
about
before
with
the
police
officers,
um
you
know
or
teachers
or
anyone
else.
I
mean
there's,
there's
also
in
arlington
because
of
our
cost
of
living.
We
have
this
whole
bracket
of
people
who
are
above
the
poverty
level,
but
they
need
help
too.
So
um
so
that's
that's
was
the
other.
That
was
the
reason
why
I
was
asking.
I
was
just
kind
of
wondering:
yeah.
A
A
E
I
pulled
up
the
employee
eligibility
for
the
for
dc
and
it
looks
like
an
employee
is
eligible
active
if
she
or
he
has
been
employed
by
an
employer
for
at
least
one
year,
without
a
break
in
service
and
worked
at
least
a
thousand
hours
during
the
12-month
period
immediately
preceding
the
requested
leave.
um
So
obviously
that
that
impacts,
you
know
part-time
workers,
it
impacts.
You
know
people
in
the
service
industry
who
might
have
breaking
you
know
in
their
employment.
E
um
The
one
year
of
service
requirement
does
not
need
to
have
immediately
preceded
the
request
for
leave,
so
it
can
be
one
year
anytime,
prior
to
the
request.
um
Yeah,
the
district
government
is
considered
as
a
single
employer
and
above
the
above
eligibility
requirements,
can
be
met
by
considering
employment
at
more
than
one
district
agency.
So
that
makes
sense.
A
A
um
But
then
there
are
deficiencies
on
that
too,
because
sometimes
you
get
pregnant
in
your
second
week
of
work,
I
might
have
had
that
with
one
employee
like
she
was
converting
from
a
contractor
to
employee,
then
she's
like
so
I'm
out
for
the
next
six
months,
like
oh
okay,
um
which
is
totally
fine
by
our
policies.
But
sometimes
some
notice
is
good.
F
D
E
G
F
G
um
My
yeah,
my
only
concern
would
be
if
it's
going
to
put
an
additional
burden
on
the
people
who
are
having
to
hire
these
workers
for
their
elderly
parents,
then
that
might
mean
that
some
of
them
can
no
longer
afford
home
health
care,
which
I
think
is
always
trade-offs.
So
I
don't
know
you
know
whether
it
advantages
more
people
than
it
disadvantages.
A
G
We
could
put
in
a
you
know,
proposal
to
support,
paid
sick
leave
um
and
not
mention
it
either,
and
then,
though,
if
it
actually
makes
it
down
to
the
legislature
which
it
will,
because
the
senator's
going
to
put
in
these
bills-
and
we
could
say
you
know-
we
supported
your
bills
by
putting
it
in
a
legislative
agenda.
We'd
like
to
suggest
x.
A
Yeah,
so
I'm
wondering,
if
that's
kind
of
like
the
umbrella,
then
so,
if
we're
talking
about
you,
know
some
kind
of
mandated
minimum
level
of
sick
leave
which
hopefully
then
would
apply
to,
I
guess
whatever
we
wanted
to
say
is
full-time
employees
from
whatever
large
employers
you
know
whatever.
That
is,
and
we
obviously
we
don't
need
to
work
out
the
details.
A
D
A
B
G
A
A
Yeah
exactly
does
anyone
else
have
any
other
thoughts,
um
and
thank
you
that's
hugely
helpful.
So
thank
you
for
making
all
those
calls
and
anything
that
might
be.
You
know
so
much
of
a
pipe
dream
that
the
legislators
aren't
necessarily
considering
it
um
or
anything
that
might
be
hyper
local,
that
we
can
get
behind.
A
G
B
H
H
So
we
would
basically
kind
of
commission
wanted
to
find
out
how
your
new
role
is
going
to
pan
out
what
are
the
diversity
initiatives
you're
going
to
be
taking
in
your
new
role
and
they're,
just
very
excited
to
learn
about
your
new
role
and
what
you
have
to
offer.
I
don't
know
what
we
can
do
to
help.
I
I
All
right,
so
thanks
everyone
for
having
me.
I'm
really
excited
to
be
here
with
you
all
today
and
actually
have
an
opportunity
to
share
just
a
little
bit
about
my
background
and
some
of
my
personal
revelations
about
the
new
role
and
how
I'm
gonna
approach
it.
And
then
I
really
look
forward
to
just
having
some
conversation
and
engaging
with
you
all
um
and
I'm
looking
forward
to
getting
some
more
insight
from
you.
I
I
served
as
10
of
those
years
as
a
principal
planner
in
our
community
department
of
community
planning,
housing
and
development,
and
I
led
and
coordinated
our
site
plan
review
process
for
a
number
of
those
years
and
then
for
the
last
three
years,
I've
been
a
deputy
county
manager
and
my
focus
has
been
land
use
and
planning
and
zoning,
so
anything
related
to
development
and
also
um
advising
the
board
on
those
things
and
the
manager.
But
then
also,
I
was
responsible
sort
of
the
board
liaison
between
the
manager
and
all
of
their
meetings.
I
So
how
did
we
get
here
so,
although
I've
been
serving
as
the
deputy
county
manager
focused
on
land
use
and
development
for
the
last
three
years
for
at
least
two
and
a
half
of
those,
I've
really
been
working
to
advance
equity
within
the
organization.
And,
quite
honestly,
it
started
to
some
degree.
With
the
conversation
I
had
with
the
county
manager,
where
I
mentioned
to
him
that
I
was
the
only
person
in
a
senior
leadership
position
in
his
office.
I
That
looked
like
me,
so
meaning
a
black
woman
um
and
so,
however,
more
specifically,
I
would
say
that
the
work
that
uh
on
health
equity,
that
the
county
embarked
on
destination
2027,
which
really
revealed
that
there
was
a
ten-year
difference
in
life
expectancy
based
on
race,
was
somewhat
the
impetus
for
the
county's
focus
on
equity.
More
broadly,
so
that
kind
of
helped
to
push
us
in
that
that
area
and
that
foray
with
respect
to
racial
equity.
I
So
we
adopted
the
equity
resolution
in
september
of
2019
and
then
at
the
same
time,
we
had
13
staff
three
from
aps
and
10
from
the
county
government,
together
participating
in
the
learning
cohort
that
the
government
alliance
on
race
and
equity,
which
is
a
national
organization
sponsored
with
the
metropolitan
washington
council
of
governments.
So
all
of
this
work
had
been
going
on.
I
would
say
for
the
past
two
years
or
so,
and
then
we
had
been
talking
a
little
bit
about.
I
I
I
may
be
either
viewed
as
the
token
or
an
expert
or
the
fixer
or
someone
who's
going
to
absolve
everyone
playing
a
role
in
being
part
of
the
solution,
or
maybe
a
check
box
to
say,
we've
responded
to
what
everyone
believes
this
pivotal
moment
calls
for,
but
I'm
neither
I'm
gonna
be
defined.
I'm
gonna
be
analyzed,
questioned,
criticized,
pressured
pushed
strongly
encouraged,
solicited
exalted,
um
and
I
really
approached
the
role
knowing
all
of
this,
um
that
it
will
be
hard.
I
But
I
really
really
am
in
a
place
to
influence,
and
so
people
are
watching
and
listening
to
the
things
I
say
and
do
and
don't
do
and
I'm
mindful
of
that
and
I
check
myself.
I
check
my
privilege
and
I'm
purposeful
to
be
certain
that
I
understand
that
there
have
been
allowances
made
for
me
at
the
expense
of
someone
else.
I
So
that's
what
we
say
when
we
mean
privilege
right
and
I'm
also
mindful
that
I'm
the
exception-
I'm
not
the
norm,
so
I'm
pretty
rooted
and
grounded,
because
in
my
role
that's
really
how
I
need
to
be
this
role
is
not
a
political
position
or
an
appointment,
I'm
not
a
compliance
officer,
so
I'm
not
looking
to
handle
discrimination
cases.
That's
that's
not
my
role
um
to
focus
specifically
on
diversity
and
inclusion
in
the
workplace.
I
I
mean
closing
gaps
so
that
race
is
no
longer
a
predictor
of
one's
success
and
outcomes
in
all
areas
of
life.
So
why
chief
race
and
equity
officer-
and
that's
that's
really
important
and
and
also
important
to
understand
why
we
lead
with
race,
and
this
position
is
very
specifically
focusing
on
racial
equity
which,
when
we
think
about
it,
is
beyond
diversity.
So,
when
we
talk
about
diversity,
we're
talking
about
the
quantity
of
differences,
the
quantity
of
different
voices,
different
cultures,
different
identities
that
are
in
a
setting-
and
it's
even
beyond
inclusion.
I
So
when
we
talk
about
inclusion,
we're
talking
about
the
quality
of
those
different
identities,
those
different
cultures
and
how
they
actually
participate,
and
it's
beyond
actually
equity,
which
is
meaning
access
based
on
need.
So
it's
it's
beyond
all
of
that,
and
this
is
somewhat
unique,
because
what
it
does
is
by
adding
chief
race
and
equity
officer
to
the
title.
It
acknowledges
that
there
are
systems
in
place
rooted
and
embedded
in
our
institutions
in
our
culture
that
result
in
racialized
outcomes
or
disparities
based
on
race
and
so
race.
I
We
are
finding-
and
we
know,
is
a
predictor
of
outcome
of
one's
success,
whether
we're
talking
about
income
and
wealth,
whether
we're
talking
about
education,
whether
we're
talking
about
health
or
housing,
criminal
justice,
their
social
status,
geographic
location,
and
this
is
pretty
much
a
result
of
systemic
and
institutional
racism,
and
so
that's
really
where
we
have
to
begin.
That's
the
root
of
it.
So
I
like
to
think
of
it,
as
there
are
all
these
different
areas
of
equity
that
we're
focusing
on.
I
But
if
you
think
about
the
very
center
of
it
is
race,
so
they
all
go
back
to
race.
And
so,
if
we
want
to
address
all
of
those
different
inequities,
then
we
have
to
focus
on
the
root
of
it,
which
is
systemic
racism
and
issues
related
to
race
and
centuries
of
racism.
Are
the
like.
I
said,
the
root
of
the
structure
of
our
institutions
as
well,
and
in
particular,
government,
the
policies
and
economics
of
our
country
and
what
they're
they're
based
in
and
our
government
were
founded
on.
I
So
issues
of
race
are
pervasive
and
we've
historically
never
really
wanted
to
talk
about
race
and
actually
name
it.
It's
hard
for
people
to
say
racism,
it's
hard
for
people
to
use
the
terms
black
and
white
or
to
identify
people
by
their
color
of
their
skin,
and
it's
always
the
elephant
in
the
room
and
it's
hard
and
it's
uncomfortable
so
being
specific.
However,
matters
and
race
matters
and
it's
not
to
say
that
the
focus
on
race
doesn't
is
not
recognizing
that
there's
a
need
for
intersectional
analysis.
I
So,
for
instance,
like
me,
I'm
black
yes,
but
I'm
black
and
I'm
a
woman
or
maybe
there
is
someone
who
is
of
another
race
and
they
are
differently
abled
or
someone
of
another
race
who
is
lgbtq
a
plus.
So
there
are
a
number
of
different
intersections
that
we
have
to
think
about,
and
it's,
and
so
what
we
like
to
say
is
that
we're
race
explicit
but
not
race,
exclusive,
and
so
the
approach
really
is
to
target
our
efforts
on
race,
with
the
goal
of
producing
solutions
that
will
improve
outcomes
for
success
where
everyone
will
benefit.
I
I
The
unique
things
that
we
have
they're
allowed
to
have
voice
and
the
voices
are
valued
equality.
I'm
always
clear
to
um
we
like
to
use
the
word.
Equity
and
equality
interchangeably,
but
they're.
Very
different
equality
is
really
applying
the
same
thing
or
approach
to
different
people
expecting
that
the
outcome
will
be
the
same
and
this
actually,
those
assumes
that
the
systems
in
place
are
fair
and
that
they're
designed
to
operate
in
a
way
that
everyone
has
access
to
the
same
things
in
the
same
way
and
that
we're
all
considered
the
same.
I
But
we're
not
we're
all
individual.
Very
unique
people.
Equity,
however,
is
based
on
an
understanding
that
our
starting
point
is
different
and
not
because
of
anything
that
we
ourselves
have
done
as
an
individual,
but
because
of
the
systems
and
institutions
in
place,
and
so
how
we
respond
to
and
address.
The
differences
cannot
be
a
one-size-fits-all
approach,
which
is
equality
and
can
only
be
addressed
by
looking
at
the
system
and
how
we
individually
interact
with
and
operate
within
it.
I
So
it's
a
need-based
approach,
but
the
next
tier
beyond
that,
when
we
talk
about
racial
equity,
very
specifically,
like
I
mentioned,
is
closing
the
gaps,
while
also
improving
outcomes
for
all,
so
how
we
define
it
for
arlington-
and
this
is
our
realizing
arlington's
commitment
to
equity
race-
is
that
all
are
valued,
educated,
healthy
and
safe,
regardless
of
their
race.
So
we
really
are
looking
at
moving
beyond
services
to
focusing
on
changing
our
policies
and
our
procedures,
our
institutions
and
our
structures,
and,
as
we
know,
there
are
disparities
based
on
race
or
racialized
outcomes.
I
So
my
approach
to
the
work
is
built
on
a
framework
of
a
racial
equity
plan.
Based
on
this
theory
of
change
by
gear,
says
we
normalize
we
organize
and
we
operationalize
and
I'm
clear
that
you
know
we
could
be
normalizing
for
years,
but
we
can
also
be
organizing
at
the
same
time.
We
can
also
be
operationalizing
and
then
also
assessing.
I
So
all
of
these
things
work
together
and
they're,
continuous
and
they're
a
process,
and
so
when
I
say
normalize,
but
what
I'm
talking
about
is
reaching
a
shared
understanding
and
knowledge
and
terminology,
and
you
know
just
the
wording
that
we
use
around
racial
equity
within
our
organization
and
within
the
community
so
that
we
can
all
just
start
to
have
conversations
like
I
mentioned.
We
don't
even
often
talk
about
it
and
it's
hard
for
a
lot
of
people
to
talk
about
so
just
being
able
to
have
conversations
and
normalizing.
I
It
is
a
huge
step,
and
that
is
a
foundational
step.
We
move
into
action,
so
there
are
tools
that
we
can
use
to
apply
a
racial
equity
lens
to
our
work.
But
if
we
haven't
normalized,
then
we're
not
really
sincerely
changing
anything
at
its
root,
we're
just
applying
a
practice
that
will
become
standard
and
commonplace,
but
with
nothing
that
actually
changes
people's
hearts
and
minds.
I
We
have
built
certain
positions
and
places
within
our
organizational
structure
to
be
able
to
have
the
capacity
to
do
the
work
long
term
so
that
it
isn't
just
a
one
and
done
or
a
check
mark.
So
then,
when
we
have
things
in
place,
we
can
operationalize.
When
we
understand
what
we're
talking
about.
We
know
what
we
mean
when
we
say
race.
We
can
have
a
conversation
as
different
people
and
not
be
defensive
or
feel
like
we're
being
judged
or
penalized
or
any
of
those
things.
I
Then
we
can
talk
about
operationalizing,
which
is
really
a
couple
things.
It's
applying
a
lens
to
the
work
that
we
do,
the
decisions
we
make
and
our
policies
so
that
every
employee,
resident
and
person
who
interacts
with
the
county
can
see
themselves
in
the
work
and
in
the
process
and
the
system
and
the
structure
and
that
we're
no
longer
seeing
those
disparate
impacts
based
on
race
in
our
policies.
I
So
you
know
we
have
a
number
of
questions
that
we
can
ask
as
a
lens
and
start
to
change
our
mindset
about
how
we
think
about
this.
It's
when
we're
making
a
decision
well
who
benefits
from
this?
Why
who's
burdened?
Why
who's
missing?
Why
are
they
missing?
You
know
how
do
we
know
and
then
once
we've
kind
of
gone
through
these
questions
with
ourselves
or
in
our
work
and
our
approach?
The
next
big
question
is
okay.
Well,
now
that
we
know
all
of
this-
and
we
answer
these
questions,
what
do
we
do
about
it?
I
So
it
keeps
us
action-minded
and
focused
on
okay.
It's
not
enough
to
just
one
is
benefiting
while
someone
else
is
burdened
and
we've
left
someone
out,
and
we
have
information
that
tells
us
this,
but
then
it's
looking
at
the
information
and
deciding
to
do
something
about
it,
whether
it's
change
the
policy
or
the
approach
or
allocate
resources
differently
or
make
a
different
decision
based
on
that,
and
that
comes
from
two,
the.
I
So
people
are
constantly
evolving.
Our
mindsets
are
evolving.
Our
thoughts
are
evolving.
um
The
way
we
do
things
evolves
our
practices
evolve.
So
we
need
to
be
in
a
constant
state
of
understanding
where
we
are
where
we
want
to
be,
and
how
do
we
move
forward
and
constantly
evaluating
and
assessing
and
that's
continuous
in
the
end
of
the
day.
The
ultimate
goal
really
is
that
racial
equity
would
be
a
value
and
it's
something
that
we
believe
and
advancing.
It
is
just
a
matter
of
practice.
I
It's
like
standard
operating
procedure,
it's
just
what
we
do
um
just
like,
we
like
to
say
we're
a
diverse
and
inclusive
community.
Well,
we
like
to
also
be
able
to
say
we're
one
that
values
equity,
we're
one
that
values
racial
equity,
and
so
it's
no
different
than
that,
and
that
we
should
start
to
see
that
and
believe
that,
in
everything
we
do
and
the
vision
at
the
end
of
the
day
would
be
that
we
can
eliminate
and
or
reduce
and
prevent
disparities
based
on
race.
I
So
a
couple
things
that
I'm
working
on
within
the
community
um
just
to
get
myself
moving
so
far
and
started.
I'm
really
taking
the
time
to
meet
people
to
actively
listen
and
learn
about
areas
of
concern
and
importance
in
the
community
and
also
within
the
organization.
And
one
of
the
big
things
I'm
really
excited
about
that.
We're
going
to
be
doing
is
we're
going
to
be
kicking
off
a
series
of
facilitated
conversations
with
challenging
racism
on
race
and
racism
and
in
partnership
with
them.
I
I
And
it's
really
interesting
because
you
know
we're
in
this
space
right
now.
Where
everybody's
like,
we
have
to
do
something,
or
what
can
we
do,
and
I'm
mindful
that
you
know
normalizing
and
talking
is
an
action
word.
Educating
is
an
action
word
listening,
active
listening
is
active,
so
those
are
things
that
we
can
actually
do
and
while
it
doesn't
feel
like
it's
a
clean,
simple
like
we
did
it,
you
know
you
can
kind
of
check
it
off
and
it's
as
tangible.
I
I
don't
want
this
to
be
something
where
we
just
had
a
series
of
conversations
and
then
we
didn't
do
anything
else
or
we
just
you
know,
talked
for
a
little
while
and
set
all
these
things
up.
And
then
you
know
when
things
weren't
as
passionate
as
they
are
right
now
around
the
country
and
it
dies
down.
Everybody
gets
back
to
their
what
was
previously
status
quo.
I
So
we're
really
talking
a
lot
about
change
management,
but
we're
also
talking
about
behavior
and
a
lot
of
it
learned
in
terms
of
how
we
treat
people
and
understand
that
people
and
their
experiences
and
are
different
and
then
become
tolerant
and
respectful
as
we
interact
and
serve.
And
so
for
that
you
know,
there's
no
immediate,
quick
fix.
I
C
A
I
I
I
I'm
hearing
an
echo
on
myself
too,
which
is
fine,
um
but
I'm
having
a
meeting
actually
tomorrow
with
my
organization's
new
race
officer,
race,
director,
so
love
some
of
the
phrasing
that
you
use
on
things
so
maybe
I'll
throw
that
back
at
her
and
make
her
seem
like.
I
know
what
I'm
talking
about
on
some
of
these
things,
but
that
was
really
helpful.
E
A
H
C
I
Yes,
there
absolutely
has
been,
and
is
thought
and
thought
is
being
given
to
that
very
particular
thing.
You
know
well,
while
I'm
clear
that
you
know
yes
we're
doing
community
conversations.
I
also
know
that
there's
a
whole
other
when
we
talk
about
the
process
and
how
the
county
board
is
informed
by
decisions
that
it
needs
to
make.
I
Okay,
what's
the
makeup
and
how
does
that
relate
to
the
demographics
of
arlington?
And
how
can
we
do
a
better
job
at
you
know
our
recruitment,
our
retention
and
the
diversity
and
inclusion
within
those
advisory
groups
and
commissions,
and
for
me
also,
I'm
I'm
interested
to
know
not
only.
How
do
we
do
that
and
get
the
right
makeup
or
a
different
makeup?
That
is
more
representative.
I
So
that
is
definitely
something
that
I'm
looking
at
and
I
hope
we
can
be
able
to
do
um
probably
one
start
with
the
assessment
and
then
probably
going
into
okay.
Looking
at
you
know,
what's
the
makeup
and
how
do
we
actually
go
about
the
process
of
um
building
these
commissions
and
advisory
groups
and
appointing
people
to
them?
You
know:
where
are
we
you
know
where
are
we
recruiting
from
do?
We
need
to
change
something
about
that
process
and
then
once
we
also
have
that
in
place
um
again,
it's
okay.
I
J
um
Another
question
I
have
is
I,
I
assume
you
know
a
lot
of
your.
Your
role
will
be,
um
you
know,
lazing
with
the
the
county
and
the
business
community,
um
perhaps
even
one
very
particular
large
business
in
the
county.
um
You
know
the
reason
I
bring
it
up.
Is
um
you
know,
as
decisions
were
being
made
about
said
business,
but
largely
that
would
apply
to
other
businesses
in
the
community
as
well.
J
um
A
lot
of
those
considerations
for
different
decision
points
that
we,
as
a
commission,
sometimes
engaged
on
often
relied
around
considerations
of
different
income
levels
and
how
they
might
be
impacted
by
different
decision
points.
You
know
we
had
a
conversation
with
someone
in
the
county.
For
example
about
you
know
the
impact
it
would
have
on.
J
So
um
I
guess
wondering
you
know
what
your
thought
process
has
been
thus
far.
What
your
intentions
are
to
bring
some
of
that
lens
to
some
of
those
particular
conversations,
because
my
concern
is
we
really
missed
a
big
opportunity
during
a
lot
of
those
different
um
phases,
but
that
I
hope
we,
you
know,
use
the
time
now
to
really
begin
a
robust
process
with
the
business
community,
because
some
of
these
conversations
have
been
pretty
sorely
lacking
um
and
I
would
hate
to.
I
would
hate
to
see
us
lose
more
time.
I
I
think
a
couple
of
things.
um
One
thing
is,
you
know
just
building
that
relationship
with
the
business
community
to
help
them
to
understand
that
you
know
there
is
a
priority
now
within
the
county
and
that
priority
is
to
advance
racial
equity.
So
maybe
where
it
wasn't
a
stated
priority
before
it
now
needs
to
be
clear
that
you
know
this
is
something
that
we,
the
county,
has
done.
I
They've
adopted
an
equity
resolution,
you
know
they've
dedicated
a
staff
person
to
I
mean
we're
we're
moving
forward
to
show
the
commitment,
and
so
that
should
be
the
expectation
going
forward.
Not
just
you
know,
for
staff
and
advisory
group
businesses
too,
that
you
know
if
you're
in
arlington,
then
the
expectation
is
that
you
too,
would
you
know
value
this,
because
this
is
something
that
we
as
a
county
value,
and
we
have
you
here,
you're
part
of
our
community.
I
So
when
I
say
community,
for
me,
community
is
residents,
it's
businesses,
it's
the
citizen
groups,
advisory
commissions,
everyone
together
as
well
as
you
know,
working
with
the
staff
that
serves
the
community
um
through
their
work.
So
um
the
business
community
is
no
different,
so
making
sure
that,
when
we're
normalizing
that
they're
part
of
the
conversations
that
they're
the
part,
their
partners
too
in
some
of
these
conversations-
that
they
too
would
you
know,
commit
to
having
the
facilitated
training
and
then
training
their
organizations
within
the
county.
I
You
know
as
a
part
of
our
community
so
making
sure
they're
a
part
of
it.
The
other
side
of
that,
I
think,
is
that
we
can
train
our
staff
so
that,
when
we're
having
these
conversations
and
we're
looking
at
these
projects
and
we're
doing
our
review
that
we're
asking
those
questions
so
that
everyone
that's
involved,
knows
okay,
um
we're
bringing
this
project
forward,
have
we
taken
it
through
the
lens
at
every
part
of
the
process?
At
the
beginning,
the
middle
and
the
end,
you
know
we
should
constantly
be
asking
those
questions.
I
So
I
think
it's
the
balance
of
not
only
ensuring
that
the
business
community
is
an
active
part
of
us
advancing
the
work,
and
they
too
have
accepted
it
that
as
a
county
value.
And
if
you
want
to
do
business
here,
you
also
must
do
the
same,
but
also
making
sure
that
the
staff
also
accepts
that
same
value
and
applies
that
lens
when
they're
doing
their
work,
and
I
think
that's
where
we'll
be
able
to
see
the
two
come
together,
so
that
we
can
make
sure
that
we're
all
kind
of
moving
together.
I
E
I
I
have
a
question
about
you
know
at
the
start
of
this.
You
talked
about
how
currently
you're,
in
the
stage
of
you,
know,
listening
and
acquiring
information
and
and
really
the
next
phase
is
going
to
be
kind
of
assessment
and
and
understanding
the
makeup
of
of
the
population
and
um
that
we're
working
with
and
I'm
curious
what
your
timeline
looks
like
because,
uh
just
between
the
you
know
the
listening.
I
I
um
I
think
the
conversations
will
go
through
the
fall
um
and
the
winter
and
then
I'm
hopeful
at
the
end
of
those
conversations
we're
looking
for
a
report
that
gives
us
a
sense
of
okay.
Well,
what
are
the
things
that
we
heard
saw
from
the
assessment,
and
then
what
did
we
hear
in
those
conversations
and
what
are
some
recommendations
for
some
next
steps
so
that
we
can
start
to
think
about
the
organizing?
I'm
also
thinking
that
out
of
the
facilitated
conversations
where
we
partner
that
there'll
be
opportunity
for
us
to
think
about?
I
Okay,
what
is
a
community
sort
of
um
way
to
approach
the
work
where
maybe
there
are
different
groups
that
I
meet
with
on
a
regular
basis,
and
we
can
think
about?
Okay,
what's
the
agenda
that
we
want
to
focus
on
what
are
what's
one
or
two
things
we
want
to
accomplish
this
year,
related
to
race
and
equity
based
on
feedback
from
community
groups.
So
I'm
thinking
that
um
conversations
go
through
the
end
of
this
year.
They
may
go
through.
I
E
Yeah-
and
I
think
I
I
I
I
these
types
of
topics,
especially
as
you
mentioned
it's
hard
to
see
the
tangible
change
right
having
that
those
types
of
milestones
in
place
definitely
become
useful.
um
I'm
curious
with
the
assessment,
because
you
had
mentioned
you
know:
organizations
are
going
to
be
at
varying
levels.
Will
the
assessment
uh
categorize?
You
know
what
level
of
maturity
in
different
parts
of
the
organization
are
at
or.
I
Yeah,
so
I've
done
I've
actually
done
one
survey
of
departments
already
and
um
it
does
show
the
questions
I
asked
were
very
specific
in
terms
of
you
know:
um
do
you
have
a
racial
equity
policy
statement
for
your
department?
Have
you
had
training
what
level
training
have
you
had
and
who
was
involved
in
that
training?
um
What
what
else
did
I
ask?
That's
a
lot
of
questions
about
um
what
their
goals
were,
where
they
thought
they
were
in
the
process.
I
Had
they
already
organized
a
team
of
people
or
you
know,
were
they
still
thinking
that
through
and
they
were
all
at
different
levels.
So
we
have
like,
I
said
many
departments
who
are
far
and
ahead
of
others
and
some
that
are
still
at
the.
I
don't
even
know
how
to
have
a
conversation
stage,
and
I
need
help
having
conversations
and
I
need
resources
to
help
me
to
be
able
to
start
to
have
conversations
so
definitely
in
very
different
places
um
in
terms
of
the
department.
I
So
for
what
that
tells
me
as
an
organization
that
we
need
an
overarching
kind
of
policy
statement
or
goal,
um
which
is
you
know
the
framework
that
I
laid
out
and
trying
to
make
sure
that
whatever
people
are
doing
at
the
department
level,
the
organizational
level
is
aligned
with
that
goal
and
that
framework
and
then
that
um
you
know
people
are
still
looking
for,
I
think
resources
and
that
there
needs
to
be
some
way
to
have
a
cross-departmental
approach
to
this.
So
um
what
I'm
finding
is.
I
So
I
am
seeing
that
you
know
everybody's
at
a
different
level
different
place
and
I'm
trying
to
also
just
remind
people
too,
though,
that
it's
that
that's
okay,
you
know,
because
this
is
hard
and
there's
so
much
that
we
bring
to
it,
and
so
we
can't
you
know,
rush
some
people
along
to
catch
up
with
us
who
to
like.
Let's
go.
Let's
take
action
now
yesterday
and
there's
still
people
that
don't
even
want
to
talk
about
it.
I
You
know
so
we
have
to
take
space
and
make
space
for
everyone,
and
um
so
I
I'm
really
mindful
of
that.
I
had
some
departments
when
they
were
completing
the
survey
they
were
like.
I
felt
really
bad
because
I
couldn't
answer
things
because
I'm
not
doing
anything
and
I'm
like
that's.
Okay,
the
point
of
the
survey
wasn't
to
make
you
feel
bad.
The
point
of
the
survey
was
for
me
to
understand
exactly
where
you
were
so.
F
I
I
You
know
race
is
not
an
issue,
we're
good.
You
know.
I
want
to
know
that
too.
So,
just
really
trying
to
understand
like
where
people
really
are.
We
say
a
lot
of
things
but
like
what
are
people's
real
attitudes
and
perceptions,
and
I
think
that
will
help
me
to
understand
you
know.
Then.
Where
do
we
need
to
focus
our
energy
and
our
efforts
in
trying
to
make
some
advancements?
You
know
yeah,
so
that's
that's
kind
of
you
know
where
I
am.
E
Oh,
that's
great,
and
I
just
have
one
more
question
um
and
it's
related
to
you
know
you're,
bringing
if
you
said
you
mentioned
partners
for
the
assessment.
um
I
I
assume
presume
you're
going
to
bring
in
partners
for
training
or
training
of
trainers.
uh
You
know
how.
How
does
that
process
unfold?
For
you
and,
and
you
know,
what
are
the
criteria
in
place
to
ensure
that
the
individuals
and
organizations
or
businesses
we're
bringing
in
uh
for
that
training
are
also
taking
into
consideration
that
equity
aspect
of
your.
I
I
So
we're
looking
for
people
that
are,
you
know
signing
on
committed
to
the
mission,
like
you
said,
the
vision
and
goals
and
understand
the
conversations
that
we're
having
and
why
we're
having
them.
um
So
that's
and
we're
working
with
um
challenging
racism
to
really
set
that
up
in
a
way
to
make
sure
that
you
know
people
are
clear
about
what
we're
doing
and
why.
I
I
If
there
are
issues
that
you
all
hear
or
understand,
based
on
the
things
that
you
all
are
doing
that
relate
to
race
and
equity,
I
would
love
to
be
able
to
know
about
that.
I
mean
I
feel,
like
a
lot
of
the
commissions
and
advisory
groups
have
more
um
boots
on
the
ground.
So
to
speak,
so
you're
more
connected
to
a
lot
of
the
things
that
that
maybe
I
may
not
be
aware
of
or
be
able
to
connect
to
in
the
same
way.
I
C
C
A
I
E
I
E
I
I
mean,
I
think
the
biggest
thing
is-
and
you
touched
on
this
briefly-
is
that
intersectionality
elements
right
and
and
for
us
as
the
commission
on
status
of
women.
Obviously
you
know
women
and
girls
being
the
priority.
You
know,
thinking
of
the
intersectionality
of
you
know
the
compounding
effects
of
of
sex
and
gender,
uh
on
top
of,
as
you
mentioned
race,
but
also
um
able
issues
of
ableism
or
uh
gender
identity
and
and
just
multi-faceted
factors
that
that
could
affect
or
create
barriers
to
the
community.
A
Us,
I
can't
think
of
anything
else
immediately,
but
I'm
sure
we'll
have
stuff
come
up
as
we're
kind
of
talking
through
all
this
early.
In
our
meeting
we
were
talking
about
our
what
we're
going
to
offer
as
far
as
legislative
priorities.
Don't
know,
the
county
didn't
actually
requested
me
this
year,
we're
just
going
off
to
some
and
then
on
our
feedback
on
the
um
leasing
task
force.
So
those
are
things
we're
kind
of
currently
talking
about.
Okay,.
I
I
H
Samia,
that
was
wonderful,
very
informative,
and
I,
I
really
think
we
should
take
samia
up
on
her
offer
that
we
can
touch
base
with
her
say
in
spring.
You
know
just
to
see
how,
where
she
is
at
that
point,
she
would
have
done
her
assessments
and
have
better
ideas
and
what
her
action
plan
is
or
how
we
can
help
her
after
she
has
assessed
the
situation.
I
think
that
would
be
great
time
to
touch
base
back
with
you
and
look
for.
Maybe,
if
commission
is
interested,
we'll
definitely
reach
out
to
you.
Thank
you
all
right.
D
G
Great
well,
I
have
a
question
now
now
that
asks
us
us
again.
Can
I
go
back
to
that
doula
um
legislative
priority,
because
that
one
hasn't
this
has
a
disparate
impact
on
communities
of
color,
and
I
thought
it
sounded
really
good
um
and
it
would
not
require
a
lot
of
money
because
it
was
a
it
was
a
medicaid
funded
one
so
that
one
was
um
jennifer
carroll
foy
passed
a
bill
last
year
for
a
study
by
the
department
of
health.
G
She
think
uh
her
ape
thinks
I
have
to
check
on
that
on
how
to
help
doulas
be
reimbursed
by
medicaid
um
the
end,
the
amount
that
would
be
reimbursable
and
that
study
is
going
to
come
back.
um
This
fall
before
the
legislative
session
starts,
and
then
she
expects
to
put
forward
a
bill
based
on
the
results,
and
he
her
aide
explained
that
doulas
are
used
more
by
people
of
color.
G
So,
as
I
said,
it's
not
just
a
socioeconomic
issue,
it's
also
a
cultural
issue
and-
um
and
he
specifically
said
african-americans
as
well
as
other
communities
of
color,
um
make
greater
use
of
doulas.
So
I
don't
know
we
could
look
into
the
bill
more
again.
You
know
this
was
just
very
quick
conversations
on
my
part.
It
wasn't
extensive
research,
but
maybe
would
you
all
consider
putting
that
one,
or
at
least
having
me
look
a
little
bit
further
into
it.
A
Yeah
yeah
I
mean
obviously
if
we
can
find
any
connection
to
the
community,
I
mean
not
that
we
have
no
problem
advocating
for
the
things
statewide,
but
if
we
can
figure
out
any
particular
need
in
arlington
community,
that
would
be
helpful
too.
I
guess
I'm
just
trying
to
figure
out
exactly
if
that's
something
they
can
fix
legislatively
I'm
just
trying
to
figure
out.
You
know
what
kind
of
the
language
of
that
bill
would
be,
um
but
certainly
like
the
idea
of
it.
G
I
think
that
medicaid
is
often
um
subject
to
state
laws,
so
apparently
it
is
something
that
they
could
work
on
legislatively
okay,
but
um
I
can
find
out
more-
and
I
can
also
look
for
a
connection
um
if
we
have
specific
stats
on
arlington
um
uh
or
um
community
stories
or
other
facts
that
would
be
useful,
I'll
bring
them
back.
If
I
can.
A
I
don't
know
if
it's
possible
to
find
out
if
the
county
is
planning
on
doing
kind
of
that
legislative
session
um
with
our
legislators
like
they
usually
do.
I
think
in
the
fall,
um
if
that's
something
they're
still
going
to
try
and
do
virtually
I'm
just
trying
to
figure
out
what
our
timeline
would
be
to
kind
of
get
our
feedback.