►
From YouTube: Committee on Ways & Means FY23Budget: Equity
Description
Dockets #0480-0486 - Fiscal Year 2023 Budget: Office of Equity, Office of Resiliency and Racial Equity, Human Rights Commission
Held on May 19, 2022
A
For
the
record,
my
name
is
tanya
fernandez
anderson,
the
district
7
city
councilor.
I
am
the
chair
of
the
boston
city
council
committee
on
ways
and
means
this
hearing
is
being
recorded.
It
is
being
live
streamed
at
boston.gov
for
slash
city
dash,
council
dash
tv
and
broadcast
on
xfinity
channel
8,
rcn,
channel
82
and
fios
channel
964..
A
The
council's
budget
review
process
will
encompass
a
series
of
public
hearings
beginning
in
april
and
running
through
june.
We
strongly
encourage
residents
to
take
a
moment
to
engage
in
this
process
by
giving
testimony
for
the
record.
You
can
do
this
in
several
ways
attend
one
of
our
hearings
and
give
public
testimony.
We
will
take
public
testimony
at
each
departmental
hearing
and
also
at
two
hearings
dedicated
to
public
testimony.
A
The
full
hearing
schedule
is,
on
our
website:
boston,
dot,
gov
for
slash
council
dash
budget.
Our
scheduled
hearings,
dedicated
to
public
testimony
was
on
april
26
at
6
00
pm
and
the
following
will
be
on
june,
2nd
at
6
pm.
You
can
give
testimony
in
person
here
in
the
chamber
or
virtually
via
zoom
for
in-person
testimony.
Please
come
to
the
chamber
and
sign
up
on
the
sheet
near
the
entrance
for
virtual
testimony.
A
You
can
sign
up
using
our
online
form
on
our
council
budget
review
website
or
by
emailing
the
committee
at
ccc.wm
at
boston.gov,
when
you
are
called
to
testify.
Please
state
your
name
affiliation
and
residence
and
limit
your
comments
to
two
minutes
to
ensure
that
all
comments
and
concerns
can
be
heard.
Email.
Your
written
testimony
to
the
committee
at
ccc.wm
boston.gov,
submit
a
two-minute
video
of
your
testimony
through
the
form
on
our
website
for
more
information
on
the
city
council
budget
process
and
how
to
testify.
A
Please
visit
the
city
council's
budget
website
at
boston,
dot,
gov
forward,
slash
council
dash
budget.
Today's
hearing
is
on
docket
zero.
Four,
eight
zero,
two
zero
four,
a
two
orders
for
the
fy
23
operating
budget,
including
annual
appropriations
for
departmental
operations
for
the
school
department
and
for
other
post-employment
benefits.
Opeb
docket
0483
orders
for
capital
fund
transfer
appropriations,
dockets
0-484-0486
orders
for
the
capital
budget,
including
loan
orders
and
lease
purchase
agreements.
A
I
ask
you
counselors.
Please
do
not
ask
all
eight
minutes
of
questions
because
then
I
will
only
give
them
two
minutes
to
answer
because
then,
if
you
do
eight
minutes
of
questions,
eight
minutes
of
answers,
that's
16
minutes,
not
eight.
We
want
to
wrap
it
up
at
around
10
minutes
if
that's
okay
and
then
we'll
go
to
in-person
testimony
and
whoever's
left
on
virtual
and
then
to
second
round
and
then
time
allows
a
third
round
without
further
ado.
A
C
B
B
Yes,
so
I
am
oh
of
course
sorry.
Thank
you,
yes
I'll,
be
focusing
on
and
I'll
I'm
going
to
be
explaining
this,
because
it
has
been
confusing,
and
I
want
to
make
sure
that
it's
we're
all
clear,
but
I'm
going
to
be
speaking
on
the
larger
equity
and
inclusion
cabinet
focused
on
the
office
of
equity,
which
is
the
core
team
and
I'll
get
into
in
just
a
second
okay.
B
So
before
I
begin,
I
just
wanted
to
give
say
a
few
words
first
on
what
I'm
hoping
to
accomplish
in
the
next
10
15
minutes.
I'm
really
seeing
this
as
an
opportunity
for
me
to
be
able
to
introduce
the
equity
and
inclusion
cabinet.
That
is
what
we're
calling
a
baby
cabinet.
It's
barely
it's
not
even
two
years
old
and
I
will
say
that
it's
not
a
secret,
but
it's
I'm
chief
number,
three
in
less
than
a
year
and
three
different
administrations,
and
so
for
anybody,
who's
ran
any
form
of
organizations.
B
B
As
you
all
know,
and
so
I'm
gonna
now
go
through
a
couple
of
things
that
we've
been
up
to.
Since
then
in
february
we
launched
the
office
of
blackmail
advancement
and
I'm
gonna
say
I'm
a
little
bit
sad
that
I'm
going
to
miss
the
press
conference,
but
today
we're
announcing
our
21
members
of
the
commission
of
black
men
and
boys.
B
B
B
That
is
also
reaching
our
different
communities
on
the
ground,
relaunched
the
immigrant
serving
media
roundtables
that
started
under
the
leadership
of
yusufi
valley
in
immigrant
advancement
to
ensure
that
during
covet
we
were
communicating
directly
with
community
partners,
etc.
We
relaunched
that
again
under
the
wu
administration
and
I'm
going
to
add
number
10.
As
just
on
my
first
week,
I
submitted
a
budget
that
I
got
an
extension
of
two
weeks.
Actually,
thanks
to
then
chief
steroid,
to
help
us
really
lay
the
the
foundation
for
the
work
ahead.
B
You
heard
the
mayor
say
time
and
time
again
that
equity
requires
that
we
do
the
small
things
right
to
get
the
big
things
done,
that
we
get
city
hall
at
a
city
hall
and
that
we
also
embrace
what's
possible
and
we
are
defining
equity
as
a
proactive
process,
a
verb,
an
action
of
providing
historically
excluded
communities,
the
resources
they
need
to
live
and
live
and
thrive
in
boston
and
meeting
everyone
where
they
are.
While
inclusion
requires
the
intentional,
maintaining
and
creating
of
structures
that
allow
for
people
who
are
of
different
backgrounds
to
be
and
feel.
B
Okay,
as
for
the
cabinet,
so
my
let
me
just
show
you
the
org
chart.
It
may
be
more
helpful
actually
at
the
moment,
so
the
org
chart
in
front
of
you
shows
in
dark
gray.
What
on
paper
is
called
the
office
of
equity.
So,
like
my
decor
team,
that
is
helping
me
drive
sort
of
the
work
forward.
We
currently
have
an
administrative
project
coordinator.
We
have
a
director
of
internal
strategy
and
we
have
a
director
of
community
communications
and
community
outreach.
B
The
people
with
asterisks
are
folks
that
we
are
recommending
for
the
fy
23
budget
to
continue
to
help
us
lay
the
foundation,
and
we
have-
and
I
have
a
fun
announcement
that
I
I
plan
to
say
in
the
next
two
minutes
as
to
who
else
is
part
of
this
core
team
and
then
under
are
the
eight
different
departments
that
some
of
you
have
already
known.
Some
of
you
perhaps
don't,
but
on
the
left
we
have
offices
that
all
end
with
advancement
right.
B
So
you
have
immigrant
advancement
mo
women's
advancement,
lgbtq
and
the
office
of
blackmail
advancement
in
the
middle.
You
have
the
three
different
commissions
that
each
of
them
are
their
own
departments
too:
fair
housing
and
equity,
human
rights
commission
who
you'll
hear
from
today
and
the
disabilities
commission
that
I
already
talked
about
and
then
obviously
we
have
the
language
and
communications
access
office,
so
eight
different
offices
under
the
larger
cabinet.
B
These
are
the
folks
I
named
just
now
around
the
core
staff.
We
have
ayanna
poke
who's,
the
director
of
community
engagement
and
commute
communications,
morales,
martinez
who's,
the
administrative
and
project
project
coordinator
and
lisa
debina,
who
is
a
director
of
internal
strategy
and
he's
going
to
be
leading
the
work
around
the
employee
resource
groups
as
well.
B
And
I'll
end
with
this
again,
fy
23
for
us
is
about
laying
the
foundation
to
do
this
long-term
work.
The
three
buckets
of
work:
I've
already
named
embedding
equity
and
inclusion
into
current
city
practices,
really
focusing
on
what
are
current
systems
that
we
can
actually
change
by
fy24
right,
so
we're
looking
into
improving
the
budget,
improving
the
budget
system
that
I
thank
you
all
for
all
the
different
questions
that
you've
addressed
during
the
different
hearings.
B
That's
helping
shape
how
we're
going
to
think
about
fy24
budget
season
and
also
piloting
different
partnerships
with
departments
throughout
the
city,
whether
that's
with
human
resources
or
with
finance,
etc.
Thinking
about
different
ways
of
doing
the
current
transforming
the
current
systems
in
the
middle
and
lori
will
speak
a
lot
more
about
this.
It's
building
our
collective
capacity
on
issues
of
race
and
social
justice.
We're
going
to
be
piloting
a
program
that
we're
calling
equity
and
inclusion
fellows
program,
which
is
internal
staff
cabinet
by
cabinet,
really
helping
build
that
capacity
internally
in
their
cabinets.
D
B
So
I
just
want
to
make
a
quick
announcement.
Some
of
you
are
already
aware
of
this,
but
lori
nelson,
who
has
been
leading
the
charge
here
and
has
been
amazing.
It's
the
least
I
can
say
in
the
last
four
months
that
I've
been
in
this
role,
which
she'll
be
stepping
in
into
the
court
team
as
our
new
senior
advisor
on
racial
justice,
because
as
a
light
skin
we're
fine
sorry.
A
B
As
a
light
skinned
queer
latina,
I
understand
that
while
I
approach
the
work
with
the
last
person
first
mindset,
I
understand
that
there
will
always
be
gaps
in
the
work
that
I
do,
and
so
I'm
really
looking
forward
to
this
partnership
with
a
civil
rights,
racial
justice
leader
that
I
look
up
to
so
much
already.
Congratulations.
E
All
right
well,
good
morning,
everyone
very
glad
to
be
here
very
quickly.
I
think
my
charge
is
to
run
you
through
and
let
us
work
through.
What
is
the
core
of
the
work,
which
is
called
real,
stands
for
race,
equity
and
leadership.
Training
chief.
Can
you
move
closer
to
your
mic?
Can
you
hear
me?
Is
that
better?
Yes,
I'm
just
trying
to
okay.
Let
me
try
to
position
myself
better.
E
Can
you
all
hear
me,
everyone
can
hear
me,
that's
better
all
right
and
so
the
real
training
which
is
led
well,
it
is
led
by
the
mayor's
office
of
resilience
and
racial
equity
and
leadership
training.
It
is
a
racial
equity
training
for
all
cities
of
all
city
of
boston
employees.
The
training
was
mandated
by
an
executive
order
of
2019,
it's
relative
to
racial
equity
and
leadership.
E
E
4431
of
city
of
boston
staff
have
completed
the
training.
All
current
city
of
boston
staff
have
access
to
this
training,
and
this
training
is
available
through
june
30th
part
a
which
is
laying
the
foundation
for
racial
equity,
which,
which
is
july,
which
started
july
20
21,
and
will
end
in
the
end
of
this
month.
E
Out
of
that,
3297
city
of
boston
staff
have
completed
this
three-hour
training.
We
were
excited
about
these
numbers
and
we
still
have
more
to
go.
We
had
we
had
578
sessions
that
were
offered
and
we
accommodated
up
to
30
participants
for
each
of
these
sessions.
The
part
b,
which
is
the
which
is
what
we
believe,
is
the
deeper
dive
kind
of
like
the
root
cause,
work
right
that
will
begin
and
has
started
now
through
june
of
2022.
E
E
We've
also
been
excited-
and
chief
mentioned
this-
to
really
look
at
this
as
a
way
to
embark
on
the
next
tier
next
year
would
include
the
equity
and
inclusion
fellows,
which
is
considered
a
train.
The
trainer.
Our
goal
was
never
to
have
this
to
be
one
and
done.
The
goal
was
always
to
continue
to
move
this
work
forward.
The
question
became:
how
do
we
do
that
in
a
way
that
continues
to
include
our
employees
and
leadership
to
ensure
that
they
are
continuing
the
mission
to
move
forward?
E
So
the
equity
inclusion
fellows
train,
the
trainers
program
will
begin
in
june,
and
this
is
16-hour
four-part
equity
inclusion,
fellows
training
has
been
designed
to
equip
up
to
30
city
of
boston,
equity,
fellows
and
facilitating
part
a
which
was
the
first
part
of
the
training
that
we
went
through.
These
sessions
include
a
deep
dive.
The
second
session
is
roles
and
expectations
and
facilitation
and,
of
course,
best
practices
as
we
tackle
this.
This
everyday
issue
of
racial
equity
and
social
justice
and
in
the
third
session.
E
Third
and
fourth
sessions,
are
looking
at
practice
and
feedback
so,
as
relates
to
the
training.
On
the
whole,
we
certainly
looked
at
our
partners
in
this
work
and
in
bps,
when
we
worked
with
bps
going
into
this
whole
curriculum
was
clear
that
bps
had
already
done
some
of
their
own
training
work,
and
so
we
worked
with
our
consultants
to
create
a
way
to
have
them,
continue
to
work
with
us
and
to
build
upon
how
we
move
forward,
and
so
they
are
working
on
a
synchronous
training.
D
Good
morning,
everyone,
my
name,
is
susie
helmy
and
I
am
the
interim
director
for
the
human
rights
commission.
I've
been
stepping
in
as
interim
director
for
the
past
three
weeks,
so
I'll
just
fly
by
as
fast
as
I
can
through
my
presentation.
For
the
sake
of
time,
just
a
brief
commission
history,
our
office
was
reactivated.
In
august
2019,
the
executive
director
was
appointed
in
january
of
in
august
2019.
D
Our
seven
commissioners
were
appointed
in
january
2020,
an
executive
assistant
was
hired,
may
2020.
Our
first
commission
meeting
was
in
june
2020
and
from
august
2021
to
november
2021.
We
grew
our
team
to
include
our
education,
outreach
manager,
our
investigator
and
our
director
of
research
and
analysis.
D
Our
mission
is
to
enforce
human
rights
to
engage
in
relationships
and
partnerships
that
embody
the
principles
of
dignity
and
respect
and
to
create
a
culture
of
human
rights,
compliance
and
accountability.
We
act
as
the
driver
for
social
change
based
on
principles
of
substantive
equality,
equity
and
inclusion
for
all.
D
D
I
just
thought
it'd
be
really
important
to
show
the
diversity
of
our
staff.
We
have
a
really
diverse
group,
so
we
have
four
nationalities.
I
am
half
greek
and
half
egyptian
amber
is
dominican.
American
quincy's
is
african-american,
slash
black
and
roy
is
japanese.
Within
the
four
of
us.
We
speak
greek,
spanish,
limited,
arabic
and
living
to
japanese.
D
D
D
D
Our
anonymous
incident
report
is
available
on
our
website
and
is
translated
in
12
different
languages.
We
do
have
a
plan
to
translate
our
intake
form
and
also
the
12
different
languages.
So
we
received
a
total
of
11
submissions
and
with
this
form
you
can
choose
to
be
contacted
or
not
to
be
contacted
after
yours.
D
D
D
D
Briefly,
through
our
initiatives,
our
initiatives
of
the
digital
divide-
this
entails
research
in
issues
of
disparity
and
access
to
computers
and
internet
we've
had
several
public
meetings
about
this.
Along
with
two
separate
heating
hearings,
we
also
had
a
phd
candidate
conduct
inter
research
on
this
issue.
All
of
our
research
is
available
on
our
website.
D
Specifically,
our
next
initiative
is
protecting
lgbtq
plus
residents.
So
in
partnership
with
the
office
of
neighborhood
services,
we
created
the
boston
pride
initiative
of
the
beyond
pride
initiative.
Excuse
me,
and
this
entailed
facilitating
three
focus
groups.
The
frequently
asked
questions
seats
visited
sites
as
the
family,
justice
center
and
roxbury.
Youth
works,
the
boston
beyond
pride
survey,
and
we
have
also
presented
along
deputy
superintendent
richard
day
hill
to
the
latest
graduated
class
of
boston
police
officers.
A
D
D
And
I
will
end
it
with
staff
trainings.
We
have
made
it
a
priority
to
get
the
entire
staff
trained
on
human
rights
and
discrimination
issues.
So
at
the
moment
we
have
training
set
up
offered
by
the
massachusetts
commission
against
discrimination,
which
includes
employment,
discrimination,
sexual
harassment,
public
accommodation
and
housing
discrimination.
D
A
A
A
A
F
F
G
Right,
hello,
we
silas
rosenberger
and
eamon
conway
are
6th
graders
at
the
advent
school
in
beacon
hill
we've
been
studying
the
history
of
racism
against
black
americans
in
social
studies
since
the
beginning
of
the
school
year.
All
the
way
from
the
start
of
the
sleep
trade
to
modern
day,
relational
inequalities.
H
For
one
thing,
boston
is
guilty
of
a
lot
of
redlining
in
our
science
class.
We
have
been
learning
about
urban
heat
islands,
and
these
heat
islands
correspond
exactly
where
the
black
neighborhoods
in
boston
or
other
racial
minority
populations
are
higher.
For
example,
matapan
is
one
of
the
hottest
neighborhoods
in
boston,
and
it
is
also
majority
black.
In
addition
to
red
lighting,
even
in
boston,
there
has
been
a
lot
of
police
brutality
over
15
deaths
in
boston
alone
since
2000.
G
We
have
some
suggestions
about
what
reparations
boston
should
give
to
begin
with.
The
city
could
put
at
least
ten
thousand
dollars
in
savings
accounts
for
black
children,
which
can
grow
with
interest
and
help
them
give
enough
money
to
pay
for
higher
education,
which
can
get
them
farther
in
the
world
and
avoid
debt.
Another
reparation
should
be
helping
black
people
pay
off
their
mortgages,
so
they
won't
have
to
worry
about
the
bank
taking
possession
of
their
house.
You
could
also
lower
taxes
on
homes
owned
by
black
people
so
that
they
can
build
more
wealth.
H
We
have
to
fund
this.
You
could
take
some
money
from
public
safety
because
the
police
are
currently
causing
more
hurt
than
help.
Also,
you
could
take
some
from
city
departments,
because
that
wouldn't
hurt
too
much.
For
example,
some
could
be
taken
from
the
archaeology
department
in
the
city
budget
because
it
isn't
as
important
as
the
problems
of
people
being
homeless
and
suffering
from
racism.
You
can
also
use
the
money
from
cannabis.
Tax
revenue
as
cambridge
massachusetts
and
evanston
illinois
are
doing.
G
A
I
Hello,
our
names
are
slovario
and
kiara
pi.
We
are
6th
grade
students
at
adams,
school
in
beacon
hill.
Throughout
this
year
we
have
been
learning
about
the
history
of
african
americans
in
the
united
states
from
slavery
all
the
way
up
to
modern
day
recently,
we
have
been
studying
about
reparations
but
learned
that
no
reparations
have
been
given
for
slavery.
Aside
from
robinson
illinois
very
recently,
this
needs.
J
To
change
boston
was
one
of
the
biggest
cities
that
took
part
in
the
atlantic
slave
trade.
Some
people
believe
that
reparations
for
slavery
don't
have
to
be
made
because
it
ended
more
than
160
years
ago,
and
so
nobody
alive
right
now
is
directly
involved
and
should
have
to
make
up
for
it.
However,
the
impacts
of
slavery
still
affect
people.
Today,
slavery
has
caused
historical
trauma
to
the
enslaved
people
and
their
descendants.
J
In
addition,
when
black
americans
were
emancipated
in
1865,
they
were
left
with
no
money
or
assets.
They
were
promised
40
acres
of
land
and
a
meal,
but
this
never
happened.
Those
40
acres
could
have
turned
into
three
trillion
dollars
of
generational
wealth
today,
which
black
americans
were
wrongly
denied.
J
J
In
addition,
the
average
salary
for
black
people
is
25
lower
than
the
average
salary
for
white
people
with
the
same
jobs
in
boston.
All
historical
and
current
racial
biases
prevent
black
americans
from
gaining
wealth
in
the
way
which
white
people
are
able
to
which
impacts
the
next
generations
as
well.
J
I
Tangible
preparation
for
this
that
should
be
made
setting
up
homeownership
programs
for
black
americans,
such
as
councillor
anderson's,
rent
to
own
program
proposal
or
evanston's
housing
loans.
Funding
for
affordable
housing,
however,
is
not
appropriate
reparations
as
it
forces
individuals
to
stay
at
low
income
to
receive
the
benefits,
which
is
not
fair
for
individuals
who
deserves
opportunity
to
build
wealth.
Other
reparations
should
include
increasing
funding
and
resources
for
public
schools
in
predominantly
black
neighborhoods.
I
Helping
these
kids
have
more
equal
education
opportunities
at
a
young
age
would
give
them
a
strong
foundation
that
would
help
kick
off
a
successful
path
through
school,
as
well
as
future
job
opportunities.
Also,
resources
for
the
health
and
healing
of
black
families
and
communities
should
be
more
widely
available.
It
is
important
that
these
resources
be
cultural,
culturally,
viable
to
avoid
the
discriminate
discriminatory
experiences
that
black
individuals
often
face
in
our
health
care
system.
J
An
important
part
of
reparations
is
also
the
money
needed
to
fund
it.
Currently,
the
city
of
boston,
splits,
its
budget
into
seven
different
sections.
We
suggest
cutting
this
up
the
public
safety
portion
from
18
to
9
of
the
budget
and
use
that
money
for
reparations
in
boston.
Instead,
we
hope
our
testimony
will
help
inspire
you
to
take
action
in
making
reparations
for
black
americans
in
boston.
Thank
you
for
your
time.
J
A
F
A
K
K
I
went
to
my
first
protest
when
I
was
in
the
sixth
grade
and
started
organizing
when
I
was
just
15.,
so
I'm
a
really
really
big
supporter
of
youth
voice
and
youth
organizing,
and
it
makes
me
incredibly
happy
to
see
that
young
people
are
still
leading
the
way
and
really
being
visionaries
when
it
comes
to
finding
creative
solutions
for
our
problems.
So
thank
you
so
much.
L
You
counselor
anderson
for
giving
us
an
opportunity
to
say
hello
and
thank
you
all
for
your
fierce
advocacy.
I
just
told
councilor
latta
that
you've
solved
the
world's
problems
in
this
presentation,
and
so
we
have
our
marching
orders.
I
really
do
appreciate
not
only
you
uplifting
the
work
but
providing
some
very
specific
examples
of
where
we
can
go
after
those
dollars
to
to
make
this
happen.
So
thank
you
for
your
research
and
for
your
powerful
voice
and
testimony
today.
Thank
you.
M
Yes,
I
just
want
to
echo
what
everyone's
been
saying
and
say.
Thank
you
so
much
for
speaking
up.
If
anybody
wants
to
know
what
allyship
looks
like
you
are
demonstrating
what
it
means
to
be
an
ally
and
what
it
means
to
be
doing
the
work
in
partnership
with
all
of
us.
So
may
you
continue
on
this
road?
I
also,
I
think,
is
it
david
star
is
in
that
classroom
as
well.
M
So
I
want
to
give
a
shout
out
to
to
him
and
to
the
work
that's
being
done
in
that
classroom
into
the
great
job
the
teachers
doing
and
really
helping
our
young
kids
be
curious
and
really
pushing
them
and
thinking
what
are
some
policy
solutions
to
some
of
our
most
difficult
issues
and
y'all
are
leading
the
way.
So,
thank
you
so
much.
N
Bach,
you
have
before
thank
you
so
much
madam
chair,
and
thank
you
at
the
advent
school
students,
I'm
so
proud
to
be
your
counselor
and
you
guys
always
blow
us
away
and
yeah.
It's
just
it's
great
as
the
counselor
from
beacon
hill
to
hear
students
on
beacon
hill,
which,
as
we
know,
is
one
of
the
real
hearts
of
the
history
of
black
americans
in
this
country.
Have
you
guys,
coming
and
like
counselor
louis
jones,
said
showing
up
as
such
good
allies
and
really
appreciate
all
those
really
concrete
suggestions
for
reparations?
G
A
O
O
I
know
I
had
several
conversations
with
you
in
the
past
and
thank
you
for
working
with
me
on
many
of
these
many
of
these
issues
and
I'm
I'm
glad
to
know
that
you're
developing
a
partnership
with
with
the
boston
police
on
hate
crimes
in
assaults
reporting
a
reporting
way
so
that
they
can
be
fully
investigated.
So
that's
important.
I
just
want
to
acknowledge
the
professionalism
of
your
team.
O
It
came
about
because
an
elderly
woman
in
my
my
district
who
was
asian
was
was
was
assaulted
and
you
know
a
lot
of
a
lot
of
assaults
that
happen
to
immigrants
and
happen
to
people
of
color
and
happening
to
happen.
To
you
know,
people
with
disabilities
or
lgbtq
a
lot
of
these
assaults
don't
get
reported.
Unfortunately,
so
the
the
crime
stats
are
somewhat
misleading.
O
So
the
important
work
that
you
do-
and
I
also
know
that
you
have
an
intake
intake,
so
residents
can
put
something
into
the
system,
whether
it's
anonymous
or
in
person-
and
I
know
I've
placed
many
many
of
these
in
the
intake.
I
always
I
always
use
my
name,
but
I
also
respect
people
that
don't
use
their
name,
but
it's
an
incredible
opportunity.
O
O
D
O
O
O
D
When
we
met
with
the
boston
police
civil
rights
unit,
they
did
state
that
they
do
outreach
to
try
to
push
residents
to
make
sure
they
report
whether
they
think
that
something
can
be
done
or
not.
To
report
it
and
a
for
in
a
conversation
that
we
will
have
in
the
future,
we
will
talk
more
about
maybe
potentially
conducting
into
outreach
together
to
promote
the
importance
of
reporting
and
knowing
your
rights
as
of
right.
O
Okay,
okay,
that
that's
that
sounds
good.
I
wanted
to
acknowledge
the
again
the
human
rights
commission
they
do.
Tremendous
work
was
established
in,
I
believe,
is
84
85
under
under
mayor
flynn.
So
I
wanted
to
mention
that
so
the
the
office
are,
we
talking
also
about
the
office
of
food
access
at
this
time.
O
So
I
also
know
the
important
role
the
office
of
disability
access
plays
in
our
city
and
I
know
that's
a
department.
That's
that
will
be
under
under
your
leadership
as
well.
They
play
an
important
role
in
this
city
and
what
I
have
advocated
for
over
the
last
five
years
is
when
there's
a
development
project
happening
in
in
boston,
whether
it's
a
large
one,
especially
or
a
small
one,
but
mostly
if
it's
a
large
one,
that
the
office
of
disability,
commissioner,
mayor's
office
of
disability
access
that
their
opinion
is
also
factored
in,
is
weighed
in.
O
We
want
to
make
sure
when
we
do
development
projects
that
you
know
the
the
disability
community
has
a
way
to
offer
off
a
testimony,
offer
their
advice
off
of
recommendations
on
how
this
project
may
or
may
not
assist
persons
with
disabilities.
So
just
wanted
to
ask
you
your
thoughts
about
that.
That
request.
B
Yes,
my
understanding
is
that
commissioner
mikash
has
been
included
into
in
a
lot
of
these
conversations,
but
I
will
make
sure
that
that
is
part
of
we're
gonna
be
we're
gonna,
be
developing
sort
of
if
you
wanna,
think
about
rubrics,
if
you
will
as
to
how
we
need
to
ensure
that
we're,
including
all
these
different
perspectives.
So
yes,
I
thank
you
for
that
recommendation.
Okay,.
O
N
Great,
thank
you
so
much,
madam
chair,
and
thanks
so
much
to
the
panelists
for
being
here
and
lori.
Congratulations,
lori
and
I
were
co-workers
at
the
bha,
not
actually
that
long
ago,
but
really
appreciate
all
your
important
work
and
yeah.
I
have
a
couple
of
questions.
One
is
I
I
was
pleased
to
support
last
year,
getting
50
000
in
the
budget.
For
just
you
know
our
employee
resource
groups
to
be
able
to
actually
like
have
events
and
really
grateful
to
ellie.
N
B
N
Way
before
that,
yes,
yes,
looking
forward,
that
would
be
great,
but
I'm
glad
we're
getting
out
of
the
door
and
then
susie.
I
was
wondering
if
you
could
speak
a
little
bit,
and
this
is
it's
a
little
bit
of
a
blue
sky
question.
So
you
know
whatever
your
thoughts
are
now
and
then
would
love
to
follow
up
in
the
future.
N
Nor
would
it
be
an
especially
good
use
of
city
resources.
So
I
think
the
interesting
question
is
kind
of
like
how
could
we
use
the
hrc
as
a
tool
to
go
after
things
that
don't
really
fall
under
the
mcad
remit
and
I'm
curious
sort
of
if
there
are
any
areas?
From
your
perspective
that
feel
like
the
the
places
where
we,
as
the
city
can
really
kind
of
like
add
value
or
have
a
comparative
advantage
through
the
work
of
the
human
rights
commission.
D
D
N
N
I
think,
obviously
we
have
new.
We
have
new
leadership
to
do
it
like
you
know,
but
I
think
you
know
it
came
up
yesterday.
The
council
is
continuing
to
sort
of
push
on
digital
equity,
and
I
think
that
I
think
that
like
to
me
when
I
watch
the
hrc
hearings
and
talk
to
your
chair
and
everything
like
it
seemed
like.
N
I
just
feel
like
that's
one
of
the
places
where
I
would
love
to
see
the
dots
get
connected
and
I
feel
like
maybe
they
haven't
really
been
like
in
from
your
guys's
work
into
that.
So
just
I
know
I
know
I
met
santiago
yesterday
and
that
yeah,
the
new
city's
new
cdo
and
cio
are
both
just
getting
in
they've
just
gotten
in
so
I
don't
know
chief.
B
No
definitely
an
opportunity
for
a
partnership,
let's
make
sure
to
to
connect
with
chief
santi
santi
garces.
I
will
say
that
I
know
just
from
conversations
that
this
is
going
to
be
a
priority
of
his
as
well.
So
I
thank
you
for
sort
of
this
is
part
of
the
equity
cabinet
of
how
do
we
ensure
that
it's
not
on
hrc
to
be
bringing
this
lens,
but
it's
actually
building
it
through
all
the
other
departments
and
the
different
programs
and
initiatives
that
they're
running.
So
thank
you.
N
Right
and
to,
and
to
that
end
I
guess
probably-
and
it's
probably
my
last
question-
I'm
guessing
on
time.
The
equity
and
inclusion
fellows
this
sort
of
vision,
of
of
training,
the
trainers
and
building
is.
Is
there
a
departmental
angle
to
that
like?
Are
you
trying
to
have
these
fellows
embedded
in
a
bunch
of
departments,
or
is
it
just
kind
of
like
city
workforce
wide,
because
I
could
imagine
a
world
in
which
you're
training
16
like
or
how
many
are
you
planning
on
30
up
to
30?
N
E
E
This
is
where
we
want
to
land
that
is
so
that
each
department
in
each
area
of
city
has
somebody
or
somebody's
persons
right
who
are
able
to
take
the
training
further,
that
is
to
say
that
city
departments
are
continually
learning
right
and
understanding
this
whole
notion
of
racial
equity
and
social
justice
right
counselors.
So
this
is
again
the
pilot,
but
it
will
continue
to
move
forward.
N
B
N
That's
great
to
hear,
and-
and
I
just
wanted
to
say
also
that
I
hope
that
as
you
as
the
cabinet
grows,
that
the
ability
for
more
feedback
from
the
employee
resource
group
to
come
to
the
core
teams,
my
impression
has
really
been
that
the
ergs
are
sort
of
off
doing
their
own
thing
and
their
prior
relationship
to
the
diversity
office
was
really
one
of
like
when
they
needed
a
form
signed
or
something.
And
I
just
think
that
our
employees
have
a
lot
of
wisdom
about
the
ways
that
we
can
be
a
more
equitable
city.
N
P
Hello,
awesome,
okay!
Well,
this
is
my
first
line
of
questioning,
so
I
need
to
make
sure
I
come
correct,
but
no
thank
you,
madam
chair,
and
thank
you
to
the
panelist
chief
lori.
Congratulations,
susie!
Congratulations
on
your
new
position
and
thank
you
for
your
work
just
to
embed
racial
equity
and
justice
in
everything
we
do
in
these
walls
and
across
the
city
and
obviously
repeating
you
know
what
everybody
in
this
room
knows.
But
many
in
this
city
have
been
denied
justice
right
and
they
haven't
benefited
from
the
same
prosperity
that
others
have.
Q
P
So
this
work
is
extremely
important
and
I'm
so
grateful
that
you
all
are
here
and
doing
this
work
every
day
so
and
I've
said
to
you
earlier,
but
I'll
say
it
for
the
record.
This
is
my
second
day
and
so
diving
in
you
know
drinking
from
a
fire
hose
all
of
that.
So
I've
done
my
best
to
prepare
a
lot
of
my
questions
had
to
do
with
the
real
training
that
you
answered.
So
just
thank
you
for
that,
and
I
look
forward
to
building
that
out
more
and
just
really
quickly
on
that.
P
Before
I
get
to
the
hrc,
when
I
was
here
in
the
council,
we
went
through
a
training
under
dr
t,
martin,
and
it
was.
It
was
incredible.
It
was,
I
think
it
was
two
hours
every
week
for
eight
weeks
and
I
it
was
extremely
comprehensive
and
I
was
proud
to
have
been
a
consistent
participant
in
those
trainings
and
there
were
varying
levels
of
participation
there
and
what
I
would
have
liked
to
have
seen
in
order
to
have
some
sort
of
accountability.
P
There
was
the
installation
of
assessments
of
the
employees
who
went
through
it.
So
that
way,
you
know
at
the
end
of
this
training
in
this
program,
you're
going
to
be
tested
on
your
knowledge,
or
we
can
measure
your
knowledge
of
what
you
learned
about
unconscious
bias
right
and
how
to
create
transformative
change
in
your
life
and
in
the
systems
that
you
are
part
of.
So
I'm
I'm
wondering
if
you
know
there's
any
measures
of
success.
Are
there
any
assessments
that
the
employees
take
my
11th
grade,
english
teacher?
I
have
to
shout
her
out,
miss
gentile.
B
At
the
moment,
no
and
what
we
are
doing,
we're
connecting
we're
working
directly
with
oh,
my
god,
admin
and
finance
human
resources
to
ensure
that
it's
part
of
the
onboarding
process
for
new
employees,
so
that
well
one.
We
have
a
goal
of
making
sure
that
every
staff
member
is
trained
by
the
end
of
fy23
and
embedding
it
into
the
onboarding
process
to
ensure
that
every
new
staff
member
into
the
city
understand
that
this
is
a
priority
and
is
a
part
of
their
their
onboarding
process.
But
the
assessment
piece.
E
Yeah
so
absolutely
spot
on
counselor,
the
the
original
goal
was
around
a
universal
language,
so
when
this
first
came
into
being,
it
was
to
ensure
that
every
city
employee
had
the
baseline
understanding
of
how
the
city
wanted
to
move
forward
relative
to
racial
equity
and
social
justice
to
chief's
point.
Certainly,
we
are
pleased
that
anf
and
hr
have
also
taken
this
very
seriously
in
their
commitment
to
to
your
to
the
what
you
know.
What
happens
next,
that
this
becomes
part
of
how
we
onboard
and
move
a
city
forward.
E
So
that's
part
one,
and
certainly
we
are
thinking
about
accountability
and
those
type
of
measures
right,
because
it's
one
thing
to
go
through
a
training
such
as
this
and,
to
some
extent
check
a
box.
It's
a
different
thing
to
see
it
embedded
in
how
you
then
reimagine
right,
recreate
or
rebrand
your
departments
and
how
we
move
a
city
forward.
So
that's
where
we
are
awesome.
P
And
just
a
point
of
clarification,
so
you
do
mandate
as
part
of
the
onboarding
for
new
employees.
Is
it
something
that
just
because
I
don't
know,
is
it
something
that
existing
employees
have
to
go
through
every
year,
the
same
way
that
we
have
to
go
through
a
conflict
of
interest?
And
if
not,
I
would
love
to
see
that.
P
And
do
you
have
just
the
last
point
on
this?
Do
you
have
a
target
goal
of
the
amount
of
employees
that
you
want
to
train
in
the
upcoming
year,
all
right,
everybody,
yeah,
okay,
yeah,
that's
great
and
then
on
the
human
rights
commission.
Part
of
this
I
mean
we
do
have
some
of
the
strongest
language
for
protection
of
individuals
anywhere.
I
mean
the
the.
P
If
you
look
at
this
language,
creating
this
office,
it's
beautiful,
and
so
I
was
very
proud
to
work
with
council
edwards
to
uplift
and
amplify
this
work
just
to
protect
as
many
people
as
you
possibly
can,
and
I
was
gonna
ask
about
the
progress
of
the
incident
report
and
what
that
might
look
like.
So
thank
you
for
answering
that
and
from
what
I
can
remember,
I
was
trying
my
best
to
go
and
find
my
notes
from
2019
and
2020.
P
There
was
supposed
to
be
several
updates
to
the
law
where
we
look
at
pregnancy,
discrimination
and
changing
the
statute
of
limitations
to
match
the
state
so
going
from
180
days
to
300
days.
So
I
don't
know
if
that
had
actually
taken
place.
That
was
something
that
we
were
working
on
in
2019,
but
it's
definitely
something
that
we
have
to
do
if
not.
P
A
K
Okay,
thank
you,
madam
chair,
thank
you
and
thank
you
to
the
administration
for
being
here
today.
I'm
really
excited
to
be
talking
about
the
work
that
you're
doing.
This
is
something
that's
incredibly
important.
Also
part
of
my
work,
you
know
hearing
you
talk
about
the
teams
and
the
training.
This
is
what
my
office
did
when
I
was
at
the
boston,
public
health
commission,
and
I
was
one
of
the
trainers
I
worked
in
the
executive
office.
K
Doing
racial
justice
and
health
equity
work
worked
with
dr
atiya
martin
before
she
came
to
city
hall,
and
so
you
know
this
was
10
years
ago
and
in
the
office
for
racial
justice
and
health
equity.
We
always
talked
about
how
we
wanted
the
model
that
we
had
used
at
the
boston
public
health
commission
to
be
used
and
recruit
like
recreate
it
in
other
city
agencies,
and
so
I'm
really
happy
to
see
what
you're
doing
so.
K
D
Yes
and
no,
we
do
do
a
lot
of
like
initiatives
like
the
digital
divide.
So
we'll
look
at
more
of
like
a
systemic
thing,
systemic
issues,
while
also
listening
from
our
residents
and
that's
why
we
have
the
intake
form
and
the
anonymous
incident
report.
So
that
part
is
campaign
place
and
the
other
is
more
of
the
systemic
issues
in
boston
and.
K
So
thank
you
for
for
answering
that
question.
One
of
the
things
that
we've
seen
recently
in
the
last
few
years
is
an
incredible
incredible
increase
in
white
supremacist
rhetoric,
white
supremacist
violence,
neo-nazis
infiltration
inside
of
our
police
department
inside
of
our
city,
right
we've,
just
we've
seen
and
unfortunately
you
know
the
country
is
still
mourning
what
we
just
saw
happen
in
buffalo.
K
We
can
assume
that
there's
going
to
be
an
uptick
and
that
the
work
of
your
office
is
going
to
increase
and
you're
going
to
have
to
be
responsive
to
that
as
we
kind
of
dig
deep
deeper
into
it.
We've
seen
neo-nazi
groups
standing
outside
of
boston,
common
right,
like
they're
they're
here,
and
so
I'm
curious
speaking
to
the
right.
Please.
Thank
you,
madam
chair.
K
I'm
curious
about
the
size
of
your
budget,
and
I
know
that
you
know
it's
mostly
on
personnel
services,
because,
if
you're,
if
you're
mostly
doing
complaint
based
work,
you
need
the
people
to
respond
to
those.
And
so
can
you
tell
me
a
little
bit
about
how,
if
at
all
your
office
is
preparing,
for
you
know
the
uptick
that
we're
sure
to
see.
D
For
right
now,
we
are
trying
to
figure
out
an
answer
to
that
question:
okay
and
trying
to
figure
out
what
can
we
do?
Does
that
look
like
an
anti-hate
coalition,
because
we've
done
some
research
on,
for
example,
the
san
francisco
human
rights
commission,
where
they
started
a
massive
anti-hate
coalition,
which
involves
law
enforcement
and
educators
in
academia
to
help
figure
out
what
to
do
so?
D
K
What
are
you
referring
to?
I'm
sorry,
any
any
human
rights,
any
human
rights
violation
right
you
have
this
intake
form,
I'm
assuming
that
that
covers
the
the
entire
city
of
boston
city
departments
right,
but
not
the
boston
police
department
that
they
have
their
own
process
by
which
they
respond
to
those
kind
of
complaints.
B
B
B
K
K
I
think
it's
amazing
and
I
know
that
it's
having
an
impact
on
our
programs
and
the
outright
where,
where
mostly
what
I'm
hearing
is
that
the
work
that
the
office
is
doing
is
having
an
impact
on
our
outward
facing
programs
right,
so
that
the
work
that
every
city
department
is
doing
that
is
interfacing
with
constituents
is
being
equitable.
Is
there
any
plan
for
an
internal
audit
right?
I
want
to
talk
about
structural
racism
at
city
hall.
K
Is
there
any
plan
and,
and
the
reason
why
I
say
that
is
because
that's
how
the
work
started
at
bphc,
it
was
with
a
massive
internal
audit
that
showed
you
know.
It
was
basically
an
equity
assessment,
all
of
our
policies,
every
practice
hiring
procurement,
all
of
it
right
it
kind
of
dug
in
deep,
and
so
is
there
any
plan
or
any
financial
resources
that
are
necessary
to
make
that
happen.
B
So
the
internal
piece
whoa,
the
internal
piece,
absolutely
we
have
engaged
in
the
conversation
we
have
not
engaged
in
the
conversation
of
like
what
a
full-on
like
all
departments,
all
cabinet
audit
would
look
like.
We
are
starting
with
a
resource
map
to
your
point
of.
There
is
a
plethora
of
resources
and
opportunities
in
here
that
are
just
not
making
it
to
our
communities,
and
so
we
are
starting
with
sort
of
a
resource
map
of
what.
What
internal
and
external
opportunities
are
there
to
build
asset
and
wealth
in
communities.
B
K
Is
there
any
considerations
that
you
can
make
in
terms
of
offering
something
to
the
city
council
before
this
budget
season
is
over?
I
think
you
know,
I
think
we're
gonna
find
that
there
are
women
in
the
same
position
as
men
who
are
being
paid
less.
That
they're,
like
you
know,
we
gotta
kick,
we
gotta
kick
our
own
tires
right,
and
so
is
there
anything
by
way
of
you
know,
bringing
in
someone
x,
y
and
z
that
you
can
offer
the
city
council
that
isn't
already
on
your
budget
before
the
budget
season
is
up.
A
Chief,
I
love
that
you
said
you
would
like
to
do
that
and
to
piggyback
on
council
lara's
point.
I
actually
did
file
a
hearing
order
for
to
explore
equity
in
the
city
of
boston
and
in
that
order
it
also
specifies
that
I
am
asking
for
an
audit
of
the
entire
city.
It
also
specifies
that
we
want
to
build
an
ad
on
the
existing
dashboard
to
be
able
to
monitor
progress
in
the
work
in
the
in
equity
work
to
be
able
to
actually
do
a
full
assessment
of
the
entire
city.
A
A
I
am
currently
working
with
bu
and
dr
olar
from
harvard
to
actually
come
in
and
testify
on
that
so,
and
I've
also
contacted
your
office
and
I've
spoken
with
you
about
this,
and
I've
asked
you
to
speak
to
work
with
you
directly
on
this
on
this,
create
on
this
audit
slash,
implementing
metrics
building
on
the
dashboard
to
measure,
and
then
I
might
I
began
with
saying
racism
was
declared
public
health
crisis
a
couple
of
years
ago,
a
few
years
ago.
What
are
we
doing
about
it?.
A
M
B
M
B
I
should
have
addressed
that
in
the
presentation.
Thank
you.
So
if,
if
you
looked
at
our
budget
and
you're,
probably
shocked
to
see
that
I
forgot
the
actual
number,
but
it's
in
the
millions
that
we
are
losing
it's
just,
because
that
specific
those
two
units
yeah
are
moving
under
chief
eduardo's
cabinet,
so
the
job
of
the
work
of
supplier,
diversity
and
brjp
are
moving
on,
have
already
moved.
B
B
M
M
There
are
some
departments
in
the
city
of
boston
that
have
been
hiring
their
own
like
either
diversity
or
equity
person
or
that
have
their
own,
and
I
think
that's
actually
pretty
encouraging
I'm
curious
about
what
is
the
work
of
your
office
to
ensure
consistency
and
continuity
of
vision.
For
what
equity
and
anti-racist
policies
look
like
in
our
city
and
in
our
city
departments
and
in
different
cabinets
like
what
is
that
work
going
to
look
like
yeah.
B
B
M
B
M
M
Are
there
departments
that
have
been
better
at
com
completing
it,
then?
Do
we
have
that
data
as
well
in
terms
of
what
departments
have
been
completing
that
training?
Can
you
for
another
formal
request
via
the
chair
to
get
that
data
in
terms
of
which
departments
because
it'd
be
interesting,
if
there's
a
correlation
between
the
departments
that
are
failing
to
complete
the
training
and
the
departments
that
don't
have
their
own
equity
or
diversity
in-house
person,
because
maybe
that
can
be
a
formal
budget
request?
B
The
only
thing
else,
the
only
sort
of
theory
that
we've
been
able
to
develop
is
it's
been
really
hard
to
get
to
folks
that
like
are
working
outside
because
and
all-
and
I
would
argue
that
like.
I
need
the
leadership
to
be
trained
first,
but
I
would
say
that
that's
sort
of
just
like
been
a
actual
difficult
challenge
to
get
folks
to
sit
behind
a
computer
for
three
hours.
If
that's
not
sort
of
the
line
of
work.
But
yes,
we
definitely
have
that
data.
I
will
make
sure
to
just
share
it.
M
Okay,
I
guess
I
have
a
question
that
I
have
now
are
for
the
human
rights
commission
and
I
want
to
commend
the
start
of
the
human
rights
commission.
We
know
there
was
a
gap
where
it
was
not
you
know,
being
used
and
so
really
incredible
that
we
can
bring
it
back
and
be
doing
the
work.
I
wonder
if
you
all
have
done
surveys
about
you
know
naming
right
human
rights
commission
a
lot
of
folks
if
they
have
a
complaint
about
discrimination
in
the
workplace
or
discrimination
and
another
venue.
M
Human
rights
commission
doesn't
necessarily
click.
Oh
that's
where
I
go
right.
So
what
about
calling
it?
The
civil
rights
commission
or
doing
some
internal
study
to
see
what
actually
makes
sense,
because
when
I
look
at
the
complaint
numbers
that
we're
getting
and
knowing
the
issues
that
exist
in
our
city
and
in
city
hall,
when
it
comes
to
discrimination
and
when
it
comes
to
racism,
I
would
expect
those
complaint
numbers
to
be
a
lot
higher
than
what
they
are
and
I'm
wondering,
if
there's
an
accessibility
issue.
D
Yes,
the
name
has
come
up
a
lot
because
it
is
oh
human
rights.
Is
that
like
human
trafficking
or
like?
What
does
that
mean?
So
that
is
definitely
something
that
we've
been
thinking
about
along
with
just
rebranding,
and
how
do
we
get
the
word
out
there
more?
How
do
we
get
more
individuals
to
know
that
our
intake
form?
Is
there
our
anonymous
anonymous
report?
Is
there?
I
have
not
thought
about
surveys,
so
I
thank
you
for
recommending
that.
I
again
I'm
open
to
suggestions
of
recommendations.
M
M
The
full
potential
at
all
of
what
hrc
can
be
and
what
the
vision
for
a
powerful
commission
like
this
can
be
I'll.
Also
say
that
I
think
it's
you
know,
I
think,
there's
room
for
hrc
to
be
able
to
fight
for
what
you
can
do
without
referral
to
an
you
know
trying
to
get
on.
You
know-
and
you
know,
mcad.
M
The
majority
of
the
people
who
file
complaints
with
mcat
are
boston
residents,
and
I
think
that
there's
ability
for
us
to
maybe
work
in
partnership
with
mcad
for
us
to
be
able
to
be
more
aggressive
with
the
complaints
that
we
do
get.
I
have
other
questions
too
around
like
especially
how
we
are
outwardly
facing
with
community
just
for
folks
to
know
that
we're
a
resource
but
I'll
save
them,
because
I
heard
the
timer
go
off
so
I'll
say
that
those
for
second
round.
Thank
you.
L
Thank
you
chair
and
thank
you
to
the
equity
entourage
here.
You
know
in
many
ways
the
work
that
you
all
do
is,
in
my
personal
opinion,
the
most
important
here
in
the
city
of
boston,
considering
our
deeply
rooted
racial
and
just
that
continues
to
persist,
and
I
do
appreciate
the
early
efforts
that
have
been
made
around.
L
You
know:
community
conversations
and
dialogues
across
the
city
so
that
we
can
begin
to
heal.
But
the
fact
of
the
matter
is
is
that
we're
never
going
to
get
there
because
there's
still
so
much
healing
that
still
needs
to
be
done,
and
in
order
for
us
to
heal,
we
have
to
acknowledge
that
racism
is
a
problem
in
boston
and
I
just
still
feel
like
we
struggle
with
that.
L
So
I
am
also
going
to
encourage
you
all
to
seize
this
moment
right
and
act
with
urgency
and
if
now
is
the
time
to
be
bold
right,
we
have
a
new
administration,
new
leadership
and
you
know
we
have
a
can-do
attitude,
so
anything
is
possible
and
you
also
have
a
council
that
is
eager
for
that
work.
So
see
us
as
partners
and
as
disruptors
and
agitators
and
people
who
will
also
be
holding
you
accountable
to
that.
L
So
I
just
have
a
few
questions
and
if
you
could
just
talk
to
me
a
little
bit
about
lived
experience
and
how
that
is
informing
some
of
your
work
and
while
I
do
appreciate
diversity
in
terms
of
just
like
racial
diversity,
I
just
want
to
name
that
oftentimes
there's
a
level
of
privilege
that
we
all
carry
into
spaces
regardless
of
what
we
carry
and
what
role
that
we
are
here
to
represent.
So
I
often
see
that
those
who
are
living
profound
injustices,
don't
have
the
incluse.
L
You
know
the
whole
idea
of
being
an
inclusive
cabinet.
They
don't
see
themselves
reflected
in
that
work.
So
can
you
just
talk
to
me
a
little
bit
about
the
work
that
you
all
are
going
to
be
doing
to
ensure
that
and
when
you
think
about
inclusion,
it's
not
just
about
race
that
we're
also
looking
at
profound
lived
experience
and
poverty
in
particular,.
B
Counselor,
thank
you
for
that
question.
I
am
when
I
felt
the
need
to
add
that
piece,
because
I,
what
this
cabinet
is
going
to
do
really
really
really
really
well
is,
is
build
trust
like
that.
If
there's
one
thing
we
are
going
to
do
really
well,
is
prioritize
building
trust
with
communities
that
trust
isn't
there.
Yet
I
come
from
a
family
that
was
like
middle
fingers
up
to
anything
government
related,
and
I
think
the
resource
must
all
ask
to
answer
your
question
directly.
N
B
Is
it
folks
living
in
specific,
zip
codes?
Is
it
a
single
parents
raising
kids
and
that,
like
I'm,
hoping
to
get
to
that
level
of
grain,
get
granularity
to
be
able
to
focus
when
I
think
of
equity,
as
like
the
last
person
of
first
approach
right
like
who
is
not
receiving
those
services
that
we
have,
but
I'm
gonna
stop
because
I
don't
wanna
take
your
time.
Is
that
answering
your
specific
question?
We're.
L
Getting
there,
but
I
wanna
do
follow-up
right.
I
just
let's
just
follow
the
thread
here
for
a
little
bit
here
in
the
city
of
boston,
there's
also
a
lot
of
tension
between
different
racial
groups.
Right
there's
this
us
versus
them
mentality,
and
can
you
just
talk
to
us
about
the
work
that
your
cabinet
is
going
to
be
doing
around
healing
and
bringing
specifically
I'll
just
name
it?
B
B
E
So
the
reality
is
it's
difficult
right,
I'm
a
straight
shooter
like
this
is
difficult
work
to
do,
because,
to
your
point,
counselor
there
has
been
so
much
tension.
So
building
off
of
what
chief
has
also
mentioned.
Part
of
this
is
is
really
about
creating
spaces.
To
your
point
about
healing,
where
people
can
actually
be
heard
most
often
times
I've,
I've
lived
the
experience
where
people
come
into
spaces
and
they
just
say
what
they
feel
and
that's
how
they
feel
and
and
then
it's
like.
E
Okay,
take
it
or
leave
it
right,
whereas
I
understand
that
and
appreciate
that
space
too,
I
do
think
there's
another
space
that
we
will
build
and
create.
That
will
help
to
get
us
to
appreciating
differences,
but
then
really
thinking
about
how
those
differences
help
to
create
this,
this
city,
our
city
and
then
how
we
try
to
move
a
city
forward,
but
it
is
very
difficult
and
it
is
something
that
I
think
is
not
a
one
and
done.
L
You
so
I'm
encouraged,
and-
and
I
like
that,
I
think
for
me-
I'm
a
visual
learner,
so
I
do
appreciate
the
powerpoint,
but
I'm
also
a
realist
right
as
much
as
I
have
these
idealistic
views
of
what
could
happen.
I
would
really
like
to
see
some
metrics
and
some
like
outcomes
that
are
being
laid
out,
like
you
know,
in
the
first
quarter,
we're
going
to
do
x,
y
and
z
as
a
result
of
doing
this.
This
will
be
what
we'll
be
able
to
show
for
our
work.
I
don't.
L
I
didn't
see
that
in
the
presentation-
and
I
know
this
is
aspirational,
but
I
think
at
some
point,
as
we
continue
to
have
these
discussions,
it
would
be
good
to
kind
of
have
some
numbers
attached
to
this
work
and
then
the
last
thing
that
I'll
say
with
my
a
little
bit
of
time
left
and
then
I'll
come
back
for
a
second
round
if
we're
allowed
at.
That
is
that,
while
I
do
appreciate
the
pilot
program
for
the
accents
on
diplomas,
you
know
I
lost
my
mejia.
L
That's
why
nobody
knows
how
to
pronounce
my
last
name,
because
it
was
never
written
correctly.
I'm
just
curious:
why
is
it
a
pilot?
If
it's
you
know
it's
just
a
little
accent
thing
like
why'd,
you
have
to
pilot
it
in
three
schools
and
why
can't
it
just
be
rolled
out
and
just
made
like?
Is
it
a
money?
Can
you
can't
afford.
B
L
B
Because
they
were
already
in
the
printing
process
and
when
I
spoke
with
the
assistant
superintendent,
I
forgot
her
title
sorry,
becky
schuster,
working
with
the
guidance
office
who
is
office
of
two
for
some
reason
and
bps
intro.
They
do
not
have
the
capacity
to
do
this
in
sort
of
like
a
large
scale
of
almost
4
000
students
graduating
this
year.
A
R
L
R
Know
that
there's
a
partnership
with
the
boston
police
department
as
it
pertains
to
the
referrals
that
they
send
over.
I
assume
that
there's
a
partnership,
maybe
with
the
boston
public
schools
as
others.
So
if
you
can
maybe
just
touch
on
the
partnerships
around
referrals-
and
there
was
an
incident
recently
where
there
was
nazi
flies
that
had
been
distributed
at
a
local
school,
it
was
the
third
time
that
they
had
been
distributed
since
september.
R
But
it
wasn't
until
the
sort
of
the
victims
in
that
matter
that
were
that
were
mentioned
in
those
flyers.
It
wasn't
until
they
went
to
the
police
department
was
their
actual
real
action
because
there
wasn't
any
action
taken
from
the
boston
public
schools.
So
maybe
just
touch
on
the
partnerships
that
you
guys
have
with
the
various
departments
and
how
things
can
get
going.
Maybe
if
it
maybe
it's
a
referral
type
of
situation,
maybe
it's
not
a
referral
but
and
again
appreciate
the
the
work
that's
going
into
this
and
the
budget
funds.
R
B
B
I
say
this
to
say
that
I
hate
the
fact
that
this
this
has
been
going
on
since
september,
and
we
just
learned
about
it
right
and
it
even
made
it
to
hrc,
because
folks
don't
know
that
this
is
something
that
this
office
can
and
will
do.
So
I'm
gonna
make
sure
that
as
we
sort
of
restructure
when
the
moment
we
start
with
outreach,
we
are
working
with
you
all
so
that
you
also
see
us
as
a
resource.
B
B
No
numbers
gonna
solve
this
problem
in
year,
one
I
will
say
that
as
I'm
inside
and
I'm
learning
how
things
move
here,
I
believe
that
the
between
the
operating,
but
in
the
operating
budget
director,
frank
farrow,
will
be
able
to
do
amazing
work
with
with
the
current
budget
that
we
propose
forward
and
same
for
the
other
offices.
I
know
that
moya
who's
been
who's
been
running,
their
current
budget
doesn't
even
reach
two
million
dollars
and
they're
already
doing
excellent
work.
I'm
not
I'm
never
gonna,
say
no
to
more
money.
B
R
Let
you
know
we're
over
here,
and
this
is
who
we
are,
and
this
is
what
we
do
and
we
want
like,
and
it
might
be
an
opportunity
to
create
some.
You
talk
about
boston's
success
stories.
It's
all
they're
all
based
on
partnerships
right
and
you
guys
could
be
creating
a
partnership
within
city
government
through
all
the
departments,
so
that
would
just
be
a
sort
of
a
friendly
suggestion
that
I
offer.
But
again
I
thank
you
for
your
time
and
talents
and
the
work
you're
doing
and
happy
to
support
your
efforts.
R
C
Thank
you,
madam
chair,
and
thank
you
to
the
panel
for
all
your
great
work
that
you
do
in
the
city
of
boston
and
trying
to
change
the
system
and
changing
the
structure
to
produce
the
outcomes
that
we
want
to
see
here
in
the
city
of
boston.
I
want
to
also
give
a
quick
shout
out
to
the
great
press
conference
today.
C
You
know
21,
yes,
21
black
men
here
in
the
city
of
boston
got
appointed
to
help
prevent
you
know
black
men
and
boys
here
in
the
city,
so
great
work
that
you
guys
are
doing.
One
of
my
questions
is
kind
of
piggybacking
on
what
council
flaherty
was
saying
is
in
terms
of
collaboration.
Are
we
work?
Are
you
guys
working
with
the
budget
department
and
how
are
you
guys,
working
with
the
budget
department,
to
make
sure
that
equity
is
being
seen?
C
You
know
in
the
capital
capital
plan
the
operating
plan,
and
that
you
know
also
piggybacking
on
councilman
here
saying?
Is
the
performance
driven?
You
know
what
what?
What
are
the?
What
are
the
performance
outcomes
that
we're
trying
to
drive
towards
when
we're
putting
all
these
investments
in
our
schools?
In
our
in
our
programs
in
our
initiatives
and
is
there
any
tool
that
we
use
to
measure
those
outcomes
yeah.
B
B
B
I
think
that
actually
answers
your
question,
but
what
we're
looking
at
is
in
even
just
something
as
I'm
not
simple.
It's
not
but
the
the
budget
proposal
piece
when
you
just
do
in
january,
14th
or
whenever
it
is.
There
is
one
question
around:
what
is
the
equity
impact
of
this
investment
you're
making?
B
Can
you
identify
specific,
zip
codes
that
this
program
is
going
to
be
targeting,
and
once
we
build
the
infrastructure,
I
see
a
place
where
we
are
sort
of
serving
as
advisors
directly
with
each
of
the
departments
as
they're
setting
performance
goals,
for
whatever
specific
program
programs
are
running.
One
specific
example
that
we're
exploring
right
now
between
the
office
of
blackmail,
advancement
and
housing.
We
met
with
chief
dylan
who's
ready
to
have
the
hard
conversation
of
all
this
money
is
going
into
housing.
B
C
Awesome,
and
is
there
anyone
in
the
department
that's
focused
on
like
performance
of
all
of
all
those
departments
and
those
investments,
or
is
that
just
taken
up
on
by
the
whole
whole
cabinet?
And
if
there's
not
one
person
focused
on
performance,
do
you
feel
that
we
should
have
someone
who's
focused
on
performance?
B
Yeah,
I'm
trying
to
remember
the
exact
title.
The
answer
is
one
of
the
staff
I
requested
for
one
person
seeing
a
world
in
which
we're
going
to
need
more
than
that,
but
for
fy23
is
really
who's
going
to
be
partnering
directly
with
the
budget
office
to
ensure
that
we're
setting
these
goals
with
do
it
do
it
do
it
has
a
a
depart,
an
office?
B
Sorry,
that's
really
focused
on
setting
these
metrics
and
we're
going
to
be
partnering
with
them
so
that,
as
they
are
setting
these
performance
goals,
they're
also
building
equity
into
into
the
work.
But
I
will
say:
do
it
has
a
specific
office,
I'm
so
sorry
that
I'm
blanking
on
the
name
that
is
initiating
this
work
and
we
are
partnering
them
with
them
as
well,
but
one
person
that
I
require
and
requested
in
the
proposal
and
I'm
so
sorry.
I
think
it
was
like
director
of
strategic
partnerships
or
something
like
that.
C
Q
D
So
in
our
anonymous
instant
report,
obviously
the
name
is
you
know
you
don't
have
to
put
that
in
you
can
put
it.
You
put
a
description
of
what
happened
where
it
happened.
What
do
you
believe
was
the
protected
class
associated
with
the
incident
for
those
that
do
not
want
to
be
contacted,
we're
going
to
use
those
as
data
points
more
or
less
to
see
if
there's
any
clusters?
Q
Yeah
and
I
come
from
northern
ireland
and
we
have
a
we
have
a
flags
and
emblems
law.
You
know
that
you
don't
display
in
the
workplace,
flags
or
emblems
that
are
offensive
to
people
in
a
in
a
particular
group.
Do
we
have
in
terms
of
do
we
look
at
hostile
work,
environments
and
think
about
you
know
with
somebody
mentioned
nasty
flyers
or
graffiti
or
sexually
explicit
images
in
the
in
the
workplace
or
flags
and
emblems
you're
thinking
more
of
the
confederate
flag,
or
something
like
that
do.
D
Q
D
Q
D
For
right
now-
and
this
is
because
we're
in
the
process
of
rebranding,
if
those
individuals
fill
out
an
intake-
that's
how
we
know
about
it
and
that's
why
reporting
is
such
an
important
concept,
but
until
people
fill
it
out
and
we
can
try
to
figure
out
how
to
help
them,
there's
nothing
right
now
as
a
definitive
plan,
but
it's
in
the
works.
I
don't
know
if
that
answers
your
question.
Yeah.
Q
Q
D
Yes,
so
we
have
reached
out
to
mcad
to
receive
their
complaints
for
the
last
five
years
and
that's
something
our
research
analyst
is
working
on
right
now
we
made
a
request
to
receive
data
from
the
last
five
years
on
the
zip
code
and
how
many
the
associated
protected
class.
So,
for
example,
in
o2131
we,
you
know
there
were
50
complaints
out
of
that,
you
know
targeted
towards
race
like
and
we're
working
to
map
that
out
to
see
again,
if
there's
any
systemic,
any
clusters
where
we
are,
but
we
have
reached
out
to
mcat.
Q
So
the
boston
police
department
has
a
civil
rights
unit,
and
I
I
are
you
working
closely
like
one
thing
in
our
district,
we've
had
we've
had
visibly
identified,
easily
identified
jewish
folks
being
attacked,
we've
had
elders
in
our
senior
housing
or
asian
are
afraid
to
leave
their
building
like
are
we
are
you?
Are
you
tracking
that
those
sort
of
incidents
with
with
the
civil
rights
unit
at
the
at
the
police
department,
as
well
and
working
with
them
to
try
and
identify
ways
for
folks
to
report
better.
D
That
is
something
that
we
have
asked:
the
detectives
that
we
met
with
what
data
they
can
share
for
right
now
we
did
come
to
the
conclusion
again,
it's
like
three
weeks
into
the
role
for
me.
I
the
first
thing
right
off
the
bat
was:
how
can
we
work
together
in
referral
partnership,
so
you
track
hate
incidents
and
hate
crimes?
D
How
can
we
help?
Is
there
a
way
that
you
can
refer
those
that
don't
want
to
perceive
the
matter
in
court
or
do
that?
The
incident
does
not
remind
amounts
of
that
of
a
crime,
so
we
can
help
because
that's
their
hard
stop
where
they
can't
do
anything
after
that.
The
next
conversation
is:
how
can
we
do
outreach?
How
can
we
get
more
individuals
to
know
that
we
both
exist
and
that
reporting
needs
to
be
done,
and
all
in
that
comes
more
the
conversation
on
what
more
can
we
do?
What
data
can
we
share?
Q
The
other
question
I
had
was:
are
you
working
with
the
legal
department
to
ensure
that
you
know
we're
we're
further
to
encounter
coletta's
question
earlier
about
state
laws
that
and
authorizing
statutes
that
relate
to
domestic
workers
and
human
trafficking?
Are
we
like?
I
know
our
code
needs
to
be
updated
and
our
statutes
are
not
all
in
the
binder,
and
you
know
that's
some,
that's
a
work
that
has
to
happen,
but
are
you
working,
you
know
with
the
legal
department
to
identify
laws
and
statutes
that
would
could
would
be
incorporated.
D
Q
D
B
Q
Madam
chair,
could
I
have
another
second,
yes,
you
may
I'm
also.
I
have
a
background.
I
worked
with
elders
in
many
years
in
rehabilitation
and
how
do
you
work
with
age
strong
to
address
like
the
issue
about
elder
abuse-
and
you
know
physical,
psychological,
financial
and
then
particularly
from
working
with
to
address
discrimination
against
lgbt
seniors
and
housing
opportunities
or
whatever.
Q
A
A
This
cabinet
says,
should
set
precedence
to
the
work
across
the
board.
How
we
lead
in
each
department
how
we
as
a
city
are
leading
in
equity
and
the
term
equity
is,
is
used
to
the
point
where
the
definition
seems
nebulous
as
though
it's
some
sort
of
mystified,
diluted
whatever
and
then
the
reason
why.
A
I
believe
that
the
office
of
equity
or
the
cabinet
is
the
most
important
is
because
every
single
politician
runs
their
campaign
based
on
the
narratives
that
supposedly
the
the
cabinet
of
equity
propagates
and
I'm
going
to
say,
and
I'm
going
to
preface
my
questions
or
before
it
might
or
I'm
going
to
stage.
How
I'm
going
to
ask
you
these
questions.
By
saying,
I
don't
think
that
we
all
have
the
answers,
and
I
understand
that.
A
A
The
majority
of
the
council
are
infuriated
with
the
level
of
inefficiency
when
it
comes
to
the
so-called
equity
lens
that
the
city
is
supposedly
leading
by
and
again,
this
doesn't
speak
to
this
administration
everybody's
new,
I
get
it
and
we
should
allow
time
for
the
transformation
that
we
so
often
say.
We
should
allow
time
for
the
work.
A
A
A
B
B
A
Yes,
everyone
yeah,
of
course,
allow
me
to
ask
the
question
and
then
let's
go
back
and
forth:
okay,
everyone
that
you've
spoken
with
and
gotten
your
feedback,
I'm
going
to
tell
you
that
this
is
extremely
emotional,
and
I
I'm
going
to
ask
for
your
forgiveness
in
how
forceful
I'm
going
to
be
in
my
questions,
because
I'm
just
going
to
be
sick,
I'm
sick
and
tired
of
being
sick
and
tired
right.
That
was
the
quote,
goes
and
everyone
here.
I
heard
my
colleagues
talk
about.
A
A
A
I
have
that
you're
going
to
do
this
equity
inclusion,
fellow
great
bps
portal
and
more
trainings.
When
we're
talking
about
equity,
we
want
to
talk.
We
want
to
talk,
we
want
to
work
together
in
this
and
we
want
to
talk
about
how
we're
actually
auditing
I
I
held
the
equity
training
and
then
and
the
departments,
and
everyone
was
scrambling
around.
Some
people
came
and
left
and
didn't
even
stay.
It
was
equity,
it
was
a
hearing
on
equity
and
people
came
and
left.
A
I
go
home
to
my
sons
in
roxbury
and
I
have
to
worry
about
who?
Can
you
know
what
what
gang
or
whatever
affiliation
or
whatever
is
going
to
happen?
If
there's
going
to
be
a
shooting,
if
he's
going
to
be
safe,
I
have
to
worry
about
where
I'm
going
to
send
him
to
school.
I
have
to
worry
about
housing.
I
have
to
worry
about
my
elders.
Excuse
me
a
moment
if
you're
sorry
allow
me
to
allow
me
to
speak
without
that.
I'm
really.
A
I'm
really
asking
you
for
me
to
allow
me
to
speak,
and
so
I'm
saying
to
you
I
go
all
of
this
pain
is
connected
to
the
people
at
home.
You
know,
you
see
you
look
around
how
many
people
do
you
see
in
here,
not
enough
not
enough
our
colleagues
and
they
have
agendas
and
they
have
schedules.
That's
fine,
but
how
important
is
this
to
the
city
of
boston?
That's
the
question.
A
A
A
A
A
A
A
A
A
A
A
A
You
know
like
maybe
just
I'm
a
simple
person,
but
when
we
talk
about
unconscious
bias,
it
seems
that
we
often
don't
talk
about
conscious
bias.
So
I
it
it
seems
that
often
we
like,
we
don't
talk
about
it.
So
what
systems
or
programs
do
you
have
in
place
to
combat
conscious
bias
step
two
of
the
session
speaks
to
like
laying
the
foundation
of
racial
equity.
A
A
A
A
A
Are
you
aware
of
these
concepts,
and
do
you
ever
worry
that
they
are
encroaching
on
the
work
that
all
of
us
are
trying
to
do
and
then
the
question
about
you
know:
how
are
you
serving
and
if
you're
moving
forward
with
listening
sessions
community
listening
sessions?
How
are
you
actually
documenting
demographics
and
location
of
your
procured,
vendors?
A
You
have
one
mbe,
and
I
know
that
she
it's
owned
by
a
latino
woman,
which
is,
I
think,
actually
I
have
it
right
here,
archipelago
strategist
group,
but
the
other
two
are
out
of
one
out
of
state
and
one
out
of
the
city.
It's
they're,
not
local,
so
your
majority
of
vendors,
although
a
total
of
three,
are
not
local.
What
are
we
doing
about
changing
that
and
is
the
office
of
equity
prioritizing
the
most
vulnerable
and
then
my
other
question
is:
who
is
the
most
vulnerable
population
in
boston?
A
A
A
B
D
I'm
sorry
not
to
sound
like
a
brokerage,
so
I'm
not
going
to
try
to
use
the
same
wording
but
the
way
I
saw
it,
it
was
again
acknowledging
the
past
but
a
fix
for
the
future.
That's
obviously
I
see
it
as
a
fix
for
our
future
and
that's
why
I
agree
with
it
and
that's
why
I'm
saying
it's
a
fix,
not
as
not
a
solid
fix,
but
it's
a
step.
I
believe
thank.
A
E
E
Something
has
to
happen
in
between
acknowledging
what
we
know
to
be
wrong
and
then
an
apology
that
also
accepts
your
portion
in
doing
a
wrong
right
then
from
apology.
It
goes
to
understanding
how
we
write
those
wrongs
and
again
not
an
easy
fix
at
all.
But
how
do
we
acknowledge
what
has
been
wrong
by
way
of
history
by
way
of
education
and
then
working
toward
a
pathway
forward,
inclusive
of
economic
restoration
and
other
ways
of
restoration?
E
A
S
I'm
a
bostonian
whose
family
has
been
here
for
multiple
generations
and
whose
land
has
been
taken
by
our
bermuda.
I'm
a
voter,
I'm
a
project
director
for
our
local
operations
campaign.
I'm
the
chair
of
the
frederick
douglass
sculpture,
project,
a
member
of
p3
review
committee
and
a
daughter
of
the
black
arts
community
in
full
disclosure.
S
I
also,
I
am
also
a
parent
at
the
advanced
school
in
beacon
hill
and
I'm
here
today
to
honor
the
thoughtful
efforts
of
the
sixth
grade
class
and
compelling
writing
of
these
students
who
have
been
able
to
spend
multiple
occasions
with
over
the
past
few
weeks
before
they
testify.
Today
they
have
spent
time
looking
at
examples
of
reparations
that
have
been
given
in
the
u.s
for
japanese
american
internment
for
tuskegee,
syphilis
and
experiment
and
others,
and
then
the
congress
congregational
bill
h.r
40..
S
They
watch
a
video
of
tallahassee
coach,
testifying
last
year
before
congress
and
the
kids
burst
out
into
applause,
as
well
as
more
specific
detail
and
reparations
in
evanston,
cambridge
and
boston.
The
students
worked
on
letters
to
city
council
members
aiming
to
make
the
case
for
why
reparations
are
necessary
as
well
as
specific
reparations.
They
think
should
happen.
S
If
boston
is
to
embody
the
phrase
boston
strong,
then
the
city
government
must
must
be
strong
enough
to
deliver
the
sentiments
in
support
to
its
most
underappreciated
citizens,
for
its
participation
in
the
one
of
the
greatest
injustices
against
humanity:
the
transatlantic
slave
trade.
If
boston
is
to
ever
begin
reckoning,
its
centuries-old
economic
apartheid,
it
must
acknowledge
and
rectify
the
places
for
where
the
hate
stems.
From
the
sixth
grade,
students
at
the
advent
school
spend
thoughtful
time,
creating
solutions
to
this
problem
as
active
citizens.
S
These
brief
examples
are
not
meant
to
be
taken
by
the
committee
or
the
council
to
be
used
as
their
own,
but
to
work
in
partnership
with
community
a
racial
reconciliation
fund.
These
are
examples
for
a
risk:
racial
reconciliation
fund,
home
and
land
ownership,
assistance
similar
to
councillor
anderson's,
rent
to
own
proposal,
bridging
the
gap,
bridging
the
economic,
racial
gap,
a
progressive
research
and
solution
creation,
dual
language,
immersion
programs
for
black
bostonians,
who
are
born
with
one
language
we
are
being
far
left
behind,
because
we
do
not
have
another
language
and
nobody
is
saying
anything.
S
As
we
create
a
fund
for
city
of
black
for
the
city
city
halls
workers,
we
should
also
be
thinking
about
the
many
families
have
been
displaced
from
the
city,
education
advancement
funds
that
support
not
just
the
bachelors,
because
that
means
nothing
when
applying
for
jobs
as
a
black
person
anywhere.
But
we
need
there
needs
to
be
education.
Advancement
funds
that
increase
the
ability
of
masters
and
doctoral
program
admissions
and
also
research
degrees.
We
do
not
need
to
do
four-year
or
six-year
10-year
degrees
we
can
be.
S
S
I'm
aware
and
a
survivor
of
the
struggles
within
the
african-american
community,
especially
as
they
pertain
to
social
justice
african
americans,
have
lived
in
boston
before
its
founding
as
a
city
and
thousands
of
others
who
have
built
this
country
and
arrived
and
enslaved
people.
Boston
must
recognize
best
recognized
for
racist
past
I'll
hurry
up
I'll.
Allow
you
another
minute
to
wrap
up,
thank
you
and
creating
an
image
of
black
existence
as
a
danger
and
for
pushing
the
agenda
for
racial
bodies.
In
plain
sight,.
S
S
S
S
S
P
L
As
we
held
the
hearing,
I
was
really
taken
back
by
the
fact
that
some
folks
were
questioning
whether
or
not
commission
members
should
even
get
paid,
because
that's
not
the
norm
and
just
because
that's
not
the
norm
doesn't
necessarily
mean
that
we
can't
change
that.
We
can't
replicate
white
dominant
culture
right.
L
So
I
really
want
us,
as
we
continue
to
have
this
conversation
for
us,
to
recognize
that
reparations
is
really
about
making
sure
that
we
right
the
wrong
and
making
sure
that
we
honor
the
intellect
and
the
time
and
energy
that
our
commissioners
are
going
to
put
forth
towards
this
work.
So
we
need
to
find
the
will
and
the
courage
and
the
dollars
to
support
that
work.
L
So
so
so
with
that,
I
I
just
want
to
go
on
record
and
I
know
we
have
a
lot
of
work
to
do
and
I'm
here
for
it.
So
I'm
going
to
ask
some
very
specific
questions.
This
is
in
regards
to
the
black
men's
commission,
and
I
know
chief,
you
had
mentioned
that
the
budget
that
has
been
allotted
is
comparable
to
what
we
see
in
other
commissions,
but
I
just
want
to
add
that
the
issues
that
black
men
face
here
in
the
city
of
boston
are
you
can't
compare
right.
L
So
I
just
want
to
go
on
record
in
saying
that
you
know
when
it
comes
to
that
line
item
that
we're
going
to
have
to
push
for
more
to
ensure
that
frank
and
his
team
are
really
set
up
for
success.
As
the
person
who
passed
that
commission,
I'm
really
gonna
be
loud
about
it,
and
I've
stepped
to
the
side,
because
council
royale
is
the
one
who's
gonna,
be
leading
this
effort
and
I'm
just
on
the
sidelines
to
just
help
advocate.
L
So
that
is
that,
and
then
you
know,
I
really
do
love
and
appreciate
the
chair,
because
you
know
this
moment
is
about
the
rope,
the
work-
and
this
is
my
third
budget
season,
and
I
call
it
a
season
because
it's
theatrics
every
time
I
come
here.
The
thing
that
changes
are
the
characters
that
are
in
front
of
us,
but
there
are
people
who
are
juggling
to
make
their
ends
meet
people
who
are
being
displaced.
L
We
keep
talking
about
agreeing
new
deal,
but
I
feel
like
the
issues
that
are
impacting.
Our
community
are
often
the
last
on
the
list
and
I'm
just
curious
as
your
cabinet.
As
you
start
thinking
about
your
priorities,
how
are
we
going
to
uplift
the
lived
realities
of
so
many
black
and
brown
residents
that
have
been
dying
literally
for
more
tell
me
about
that.
L
Need
you
to
speak
from
your
heart,
I
I
I
I
like
claire
and
everybody
else
on
the
igr.
I
do
not
want
to
see
any
more
power
points,
I'm
tired
of
powerpoint
presentations
that
are
full
of
fluff.
I
want
realness,
that's
what
our
people
are
looking
for,
so
speak
from
your
heart.
Tell
us
what
you
need
so
that
we
can
advance
our
people.
This
is
what
I
need.
I
need
you
to
bring.
B
And
this
cabin
is
not
there
right
now
right
now:
it's
not
it's
not
even
two
years
old
and
so
just
from
a
basic
organizational
development
like
it's
not
there
right
now,
and
what
that's?
Why
I'm
prioritizing
partnerships
with
housing
partnerships
with
g-beautiful
partnerships
with
folks
that
have
the
infrastructure
to
put
the
money
where
it
needs
to
go
like
I'm
going
to
start
with
that?
B
Our
greatest
asset
is
that
we're
community,
based
like
from
frank
to
yusufi,
to
alexander
vales,
to
whoever
is
running
the
different
from
obviously
lori.
Here
we
have
connections
to
the
ground.
What
we
need
to
be
better
about
what
I'm
hearing
is.
How
do
we
ensure
that
the
voices
that
we
know
have
been
doing
the
fight
are
the
ones
in
here
telling
us
how
to
do
the
work
right.
L
But
could
I
just
tell
you
one
thing:
when
the
chair
asked
you
about
who
it
was
that
you
interviewed
you
interviewed
leadership
instead
of
interviewing
and
starting
off
with
rank
and
file
with
people
who
are
working
on
the
front
lines,
who
are
being
paid
less
right
and
impacted
more.
So
those
interviews
in
my
humble
opinion
should
have
started
with
the
with
the
folks
out
on
the
ground
to
inform
your
work
right.
L
So
how
can
we
talk
about
equity
when
we're
already
leading
with
a
framework
that
does
not
center
the
voices
of
the
people
who
are
living?
The
realities,
which
is
one
of
the
things
that
I
think
is
so
frustrating
to
come
into
this
chamber
and
represent
700
000
constituents
who
none
of
which
oftentimes
feel
heard?
L
There
needs
to
be
some
dollars
that
are
earmarked
and
put
to
community
organizations,
not
just
the
same
usual
suspects,
because
everybody
goes
to
the
same
people,
but
like
other
people
who
are
not
invited
to
the
table
because
people
pick
and
choose
who
they
want
to
invite.
And
we
know
that
I've
been
on
the
receiving
end.
You
know
I've
had
to
fight
to
sit
at
any
little
table
that
I've
gone
into.
So
it's
just
something
for
you
all
to
think
about.
Thank
you.
B
C
Thank
you,
madam
chair.
I'm
just
gonna
run
off
a
few
stats,
and
for
me,
it's
more
so
just
kind
of
seeing
if
you,
if
we
as
a
city,
have
established
kind
of
like
baselines
on
where
we're
starting
at
when
it
comes
to
equity
and
where
we
should
be
headed.
You
know,
and-
and
the
chair
touched
on
this,
but
according
to
some
of
the
data
that
I've
I
found
is
you
know
one
in
four
blacks,
boston.
Black
students
can
read
at
their
grade
level,
there's
a
30
year
difference
in
lifespan.
C
C
We,
as
a
body
have
collected
the
top
10
earners
in
each
department,
and
we
saw
disparities
in
that
I've
looked
at
the
capital
investment
over
a
five-year
time
span
and
realized
that
the
the
the
investments
have
been
the
lowest
in
the
black
and
brown
neighborhoods.
Can
you
guys
talk
to
me
about
what
baseline
data
you
guys
have
found
out
in
your
research
or,
if
that's
something
that
you
guys
are
looking
forward
to
doing
and
then
what
corrective
action
needs
to
be
done
in
order
to
bring
our
communities
our
neighborhoods
to
that?
E
B
If
it's
sticking
to
the
example
of
frank
farrow,
running
blackmail
advancement,
there
are
hundreds
of
challenges
that
he
can
address
and
so
something
that
we're
focusing
on
right
now
and
that's.
Why
we're
really
grateful
that
the
commission
is
it's
on
officially,
so
they
can
help
frank
focus
on
like
what
are
the
three
things
that
we
can
accomplish.
The
point
that
somebody
brought
up
earlier,
so
we
can
have
benchmarks
of
how
do
we
move
the
work
forward,
because
I
think
in
full
transparency
I
think
what's
been
happening.
B
A
Allow
me
a
moment,
I
think-
and
please
don't
take
this
like
the
wrong
way,
I'm
trying
to
reframe
it
without
sounding,
like
I'm
interpreting
what
he's
saying
right.
So
I
think
the
the
data
and
the
research
is
already
here-
he's
provided
just
a
list
of
them
a
few
just
a
small
bit
of
it,
but
we
have
the
data
research.
We
know.
A
B
I
think
that
this
is
what
I'm
trying
to
make
clear
today
that
right
now
we
are
ensuring
that
the
different
cabinets
that
have
the
infrastructure
to
put
in
the
resources,
but
I'm
going
to
tell
you
right
now.
The
budget
for
rfi
24
is
going
to
be
really
different
right
now
we
are
focusing
on
the
the
top
four
actually,
the
top
four
recipients
of
the
arbor
funds
and
the
different
budgets
to
ensure
that
whatever
they're
going
whatever
projects
they're
proposing,
are
going
to
those
specific
zip
codes
and
communities
that
we
want
to
prioritize.
C
And
I
just
want
to
make
sure
that
we're
focusing
also
you
know
this
year
and
next
year
in
the
years
to
come
on
performance,
you
know
and
those
outcomes
and
then
hopefully,
when
we
come
back
again
that
we
can
speak
about.
You
know
what
baseline
data
you
know
and
how
we
have
grown
since
since
then.
That's
that's
very
important
to
me
how
we
have
grown.
C
I
know
we
might
not
go
from
eight
to
two
hundred
and
forty
seven
thousand
in
a
year,
but
we
wanna
make
sure
that
we
are
heading
in
the
right
direction
in
terms
of
those
investments
that
we
are
making.
But
thank
you
again
for
for
all
your
work,
very
important
issue
here
in
the
city
of
boston's
equity.
We
are
all
elected
for
the
five
five
of
us
elected
in
the
time
equity
and
we
are
here
in
this
moment.
C
Q
You
know
mayor,
walsh's,
merging
will
come
out
from
under
the
auspices
of
the
mayor's
office
and
are
plugged
into
a
department
and
that
we
don't
actually
have
you
know
on
the
the
office
of
resiliency
there's
no,
the
human
rights
human
rights
commission
has
authorizing
statutes.
I'm
just
looking.
The
black
men
and
boys
commission
has
was
passed
and
approved
in
this
council
and
it's
it's
got
authorizing
statutes,
but
the
office
of
resiliency
and
the
you
know
equity.
Those
things
haven't.
Q
Q
Do
the
monies
come
over
from
the
mayor's
office
and
go
into
this
new
department
or
how
is
it
all
funded
and
organized?
And
I'm
not
disagreeing
with
the
importance
of
this
office.
It's
incredibly
important,
as
you
said
earlier,
it's
probably
the
most
important
work
that
we're
going
to
do
in
this
council
and
this
city
is
to
really
address
inequities
and
really
work
to
promote
equity
across
all
of
our
communities
and
every
office
and
every
department
in
this
city.
So
I'm
just
trying
to
get
my
head
around.
You
know:
where
are
we
do
we
need?
Q
Do
we
need
to
formalize
the
structure
and
have
have
more
control
over
over
the
process
as
a
city
council?
If
we're,
if
we're
authorizing
funds
to
be
spent,
do
we
actually
need
to
have
some
authorizing
statutes?
Do
we
actually
have
need
to
have
a
city
council
ordinance
to
to
organize
and
structure
this
in
a
way
that
might
be
more
transparent,
and
that's
just
just
an
observation?
Q
A
A
T
T
I
don't
know
how
many
years
so
I
just
wanted
to
to
say
that,
and
I
want
to
thank
you
and
when
time
commits
I
will
be
on
these
hearings,
because
I
really
want
to
be
able
to
understand
and
see
how
we,
as
community,
can
work
with
the
city
council
to
make
sure
that
we
are
empowered
and
that
the
funding
is
coming
to
the
people
who
need
it.
The
most.
I
just
want
to
thank
you.
I
appreciate
you
and
I'm
just
looking
forward
to
more
of
these
herons.
Thank
you
and
have
a
great
day.
A
So
what
we
do
is
in
order
for
us
to
get
the
funding
or
to
justify.
Why
there's
a
need?
My
black
body
must
die
before
monies
are
allocated,
and
so
that
has
been
the
tradition
and
that
has
been
systemically
what
we've
done.
And
so
then
we
come
to
here
with
this
office
of
and
full
cabinet
and
diversity
and
inclusion
and
race.
A
And
we
talk
about
what
we're
going
to
do
and
then
we
continue
to
see
those
very
systems
perpetuated,
black
people
in
boston
and
I'm
going
to
use
that
black
african-americans
as
an
example,
because
they
are
the
most
vulnerable
population
in
the
city
of
boston
and
america.
If
not
obviously,
black
people
as
a
whole
in
the
world.
A
A
But
if
I
have
to
die,
if
my
sons
have
to
die
before
we
address
issues,
that's
obviously
a
problem
and
the
reason
why
I
use
dramatic
examples
to
to
bring
it
back
to
home,
so
that
you
can
connect
with
me
is
what
I
said.
I
don't
see
the
urgency,
the
sense
of
urgency
behind
this
issue,
and
so
I
once
again
ask
you
and
and
I've
I've
sat
with
you.
A
I've
asked
you
I've
filed
and
we
go
back
and
forth,
and
council
braden
brings
up
an
excellent
point
that
maybe
this
doesn't
need
to
be
or
the
structure
doesn't
need
to
be
under
the
mayor.
Maybe
we
need
to
figure
out
how
we're
bringing
independent
parties
to
do
studies
to
assess
the
need
to
measure
how
we're
working
on
equity
to
be
able
to
truly
transform
boston.
A
This,
of
course,
again
is
not
a
reflection
on
how
how
the
the
mayor
is
doing
or
how
you
you,
as
a
administration,
is
doing,
but
rather
that
we
are
all
not
satisfied
with
the
results,
and
so
I
would
like
to
bring
you
back
and
I'm
going
to
ask
the
council
what
they
think,
because
we
really
want
to.
As
councilmember
said,
I
didn't
really
understand.
I
really
I
I
want
to
understand.
A
I
want
to
see
something
else
right,
and
I
think
we
all
saying
the
same
thing
today
that
this
is
this
can't
be
it.
This
is
not
as
intentional
as
it
needs
to
be,
and
so
we'll
probably
get
together
or
figure
out
how
we
can
work
together
in
doing
this
and
I'm
sorry
counselor
brian
rarel,
did
you
have
another
question.
C
B
Yeah
we're
definitely
trying
to
we're
exploring
what
operationalizing
this
big
project
looks
like,
but
right
now
in
direct
conversations
with,
as
I
said,
james
williamson,
from
obm
and
casey
brock
wilson
as
to
how
do
we
already
thinking
of
fy24?
What
are
the
specific
questions
that
we're
going
to
be
asked?
It's
like
in
this?
In
order
for
you
to
even
submit
a
budget,
there
are
these
specific
questions
you
need
to
be
able
to
answer
like
that's.
B
C
What
is
that
process
like
like?
If
there
was
like,
for
example,
I
believe
the
sheltered
marketplace?
Is
there
any
other
like?
Can
you
tell
me
how
that
became
into
existence
and
what
that
process
is
like,
because
I
would
like
to
know
also
what
ideas
or
initiatives
that
you
guys
are
working
on
that
we're
not
seeing.
B
This
is
an
assumption
that
the
different
projects
have
come
from
different
chiefs
that
have
sort
of
been
doing
the
work
and
again
have
that
infrastructure.
As
for
what
ideas
we
have
each
of
the
different
departments,
which
some
you
have
heard
from
some,
you
will
hear
more
two
more
you'll
hear
from
today.
They
have
their
specific
ideas
that
we've
been
I've,
been
supporting
them
in
building
out
that
they'll
be
presenting
to
you
today
or
have
presented
already.
B
P
I
I
don't
I
was
just
I'm
so
sorry.
I've
been
trying
to
listen
in,
but
just
thank
you
for
answering
my
questions
earlier.
I
will
I
have
the
materials
I
will
continue
to
look
through
them
if
I
have
any
additional
questions,
I'll
be
sure
to
go
through
the
chair
and
ask
for
them,
but
I'm
just
I'm
grateful
for
your
work,
especially
with
the
human
rights
commission.
This
is
something
that
I
worked
on,
like
I
said
as
a
staffer,
so
we
want
to
make
sure
that
we're
supporting
you
as
best
as
we
can.
A
All
right,
thank
you.
Thank
you
for
again,
bearing
with
us
and
your
work.
I
again
I
I
know
now.
I'm
sounding
like
a
broken
record.
We're
we're
going
to
reach
out
and
we're
going
to,
hopefully,
you'll,
allow
us
to
help
you
to
help
us
right
or
help.
You
help
help
us
help
you
either
way
whatever
you
need.
A
We
want
to
work
with
you
so
that
you
are
well
informed
and
do
your
work
to
the
best
of
your
capabilities,
but
also
in
collaboration
with
us.
I
mean
that,
and
I
think
all
of
the
counselors
here
you
see
that
we
have
the
energy
and
we
believe
in
this
chief
lori.
Thank
you
very
much
for
all
of
your
work.
Your
words
today
were
inspiring.
I
appreciate
you
going
on
record
and
speaking
about
reparations
all
of
you.
A
I
would
ask
just
for
total
transparency
that
you
actually
research.
What
reparations
is
all
about
so
that
we
can
lead
with
that,
and
then
I'm
also
going
to
ask
council
braden
for
us
to
follow
up
with
you
in
terms
of
the
structure
and
operations
that
you're
talking
about.
Thank
you,
everyone
and,
I
think,
in
the
interest
of
like
we
only
have
20
minutes
to
eat
lunch.
Let's
start
the
next
hearing.
I
know
you're
scheduled
to
be
here.
Let's
start
the
next
hearing
about
15
minutes
late
to
allow
you
to
eat
your
lunch.