►
Description
Government Accountability, Transparency, & Accessibility- Docket #1307-Order for a hearing to audit the City of Boston's hiring, firing and promotion policies, practices and procedures.
A
A
A
We're
gonna
get
started,
I'm
going
to
start
off
with
opening
remarks
for
the
record.
My
name
is
Julia
Mejia
I'm,
a
city
councilor
at
large
I
also
happen
to
be
currently
the
chair
of
the
Boston
City
council's
committee
on
government
accountability,
transparency
and
accessibility,
which
is
a
committee
that
I
created
in
the
hopes
of
creating
space
for
us
to
really
dive
into
issues
that
oftentimes
require
a
different
space
for
us
to
unpack.
So
I
am
joined
here
by
my
Council
colleagues
counselor
president
Flynn
of
District
2..
A
This
hearing
is
being
recorded
in
live
stream
at
boston.gov,
Dash,
City,
Dash,
Council,
TV
and
broadcast
it
on
Xfinity
channel
8,
RCN
channel
82
files,
Channel
964.
written
comments
can
be
sent
to
the
committee
email
at
ccc.gata
boston.gov
and
will
be
made
part
of
the
record
and
available
to
all
counselors
public.
Testimony
will
be
at
the
end
of
this
hearing.
If
you
wish
to
sign
up
for
public
testimony
here
in
the
chamber,
please
sign
in
on
the
street
near
the
door.
A
If
you
are
looking
to
testify
virtually
please
email,
Shane
pack,
chain.pac
boston.gov,
for
the
link
and
your
name
will
be
added
the
list.
Today's
hearings
on
docket
1307
in
order
for
a
hearing
to
audit
the
city
of
Boston's,
hiring
firing
and
promotional
policies,
practices
and
protocols,
we're
going
to
listen
and
have
public
testimony
from
the
administration.
We
have
superintendent
Skipper.
A
We
have
Francis
Canty
who's,
the
chief
of
human
capital
officer
for
Boston
Public,
Schools,
Alex
Lawrence,
which
is
the
chief
pup
people
officer
for
people
operations
here
in
the
city
of
Boston
Brenda
Hernandez,
which
is
the
executive
director
of
people
and
culture
and
people
operations
cabinet.
We
have
we'll
have
Lisa
O'brien,
the
Bureau
of
chief
of
bureau
of
administration
and
technology
for
the
Boston
Police
Department.
We
also
have
Community
panel
today
Edith
Brazil,
who
is
the
founder
and
executive
director
of
black
advocates
for
education
at
Excellence.
A
We
also
have
Leah
Serena,
who
is
the
field
representative
for
Boston
Teachers
Union
Dr
Reverend
will
Broderick
who's
the
pastor
of
12th
Baptist
Church,
the
Boston
network
of
black
student
and
achievement
and
VPS
opportunity.
Gap
task
force
alejan
Alejandra,
who
is
the
school-based
social
worker
for
Boston
Public
Schools.
We
also
have
adabi
Hernandez,
who
has
a
hard
stop
at
5
45,
but
hopefully
we'll
all
be
done
by
then
who's
with
the
Latino
office
enforcement
group
of
Boston
Diego.
B
B
Our
city
of
Boston
Workforce
is
our
strength.
A
diverse
Workforce
not
only
reflects
our
City's
vibrancy,
but
it's
also
critical,
critical
to
our
shared
values
of
equity,
I'm
interested
in
learning
more
about
our
City's
hiring
firing,
promotional
policies
in
our
departments.
I'm
here
to
learn
about
what
the
city
can
do
to
make
improvements.
B
A
Most
of
us
live
our
lives
based
on
facts.
Some
facts
are
based
on
factual
knowledge
and
experience.
Others
are
grounded
in
speculation,
truth,
always
unfolds
into
a
deeper
understanding.
Facts
are
often
defended
with
Statistics
that
support
the
position
of
being
promoted.
Truth,
which
cannot
be
measured,
needs
no
defense
in
our
day-to-day
experiences
of
living.
We
often
fail
to
recognize
or
understand
that
there
is
a
major
difference
between
a
fact
and
the
truth.
A
A
fact
is
a
temporary
condition
or
situation.
The
truth
is
constant
and
present
a
fact
is
a
subject
to
change
or
alteration.
The
truth
is
in
mutable.
It
never
changes,
a
fact
can
represent
the
truth,
or
it
can
be
based
solely
on
speculation.
The
truth
represents
the
power
and
the
presence
of
spirit
fact
stimulates.
The
intellect
truth
opens
the
heart.
The
fact
begins
with
a
premise
that
requires
more
facts
to
prove
a
conclusion.
A
The
truth
is
the
conclusion,
the
understanding
of
which
and
an
understanding
of
which
colors
or
clouds
facts
a
fact
can
be
ignored,
resisted
or
denied.
The
truth
must
be
reckoned
with.
You
can
never
trust
facts.
You
can
always
trust
the
truth.
The
fact
is
that
most
of
us
live
our
lives
based
on
facts.
The
truth
is
that
until
you
understand
that
there
is
truth
about
you
of
which
you
may
be
unaware,
you
will
not
be
able
to
move
beyond
the
influence
of
facts.
A
Hopefully
this
fact
will
change
as
you
learn
to
trust
that
there
is
a
deeper
level
of
truth
that
exists
and
is
available
to
you.
Until
today,
you
may
have
accepted
certain
facts
about
yourself
and
or
life
as
the
truth,
but
just
for
today
set
an
intention
to
know
the
truth
about
yourself,
as
the
power
of
the
truth
allows
you
to
move
Beyond
certain
deliberating
facts
with
Grace
and
ease
so
today,
I
devote
the
living
to
living
the
truth
of
my
being
and
I
just
think.
A
A
I
just
want
to
ground
us
right
before
we
dive
into
this
conversation
or
I
also
want
to
recognize
that
we
have
been
joined
by
my
colleague,
counselor
morale
of
District
Four.
Is
that
as
I
continue
to
ground
myself
in
the
work
here
in
the
city
of
Boston
in
particular,
as
it
deals
with
the
Boston
public
schools
and
superintendent?
A
So
I
want
to
open
up
and
just
ground
Us
in
that,
because
the
only
way
we're
going
to
fix
the
problem
is
by
acknowledging
that
harm
has
been
done,
regardless
of
the
it's
not
just
about
the
specific
situation
that
has
come
to
play,
but
that
we
need
to
move
differently
and
systems
that
have
caused
harm
need
to
own
that
harm
and
institutions
that
can
repair.
The
harm
should
be
willing
to
do
that.
A
And
so,
while
you're
going
to
have
really
good
data
to
show
us
I
want
us
to
ground
ourselves
that
there
is
the
difference
between
fact
and
truth,
and
people's
experience
is
truth
for
me,
so
I
just
want
to
level
set.
Does
that
feel
good
feels
great
okay,
and
so,
when
we
speak
here,
I
am
going
to
encourage
you
all
to
be
vulnerable
here.
Okay,
so
I'm
going
to
start
and
then
Council
Morrell
will
do
your
opening
remarks.
When
you
do
your
question
just
because
the
superintendent
has
a
heart,
stop
is
that
okay.
D
Great
thank
you
counselor,
so,
first
of
all
good
afternoon,
good
afternoon
councilmania
and
to
the
rest
of
our
Council.
Thank
you
for
the
invitation
joining
me
here
today
are
two
of
my
colleagues
Francis
Canty,
who
is
our
chief
of
human
capital
and
Rashawn
Martin,
who
is
our
director
of
retention,
cultivation
and
diversity?
D
D
D
We
must
ensure
that
we
create
a
safe
and
welcoming
environment
that
is
free
from
bias
and
retaliation
for
all
students
and
staff
we're
in
the
process
of
finalizing
the
numbers
for
this
school
year.
As
I
know
we
shared
and
we
will
share
those
as
we
always
do
with
the
school
committee
later
in
this
fall,
and
certainly
with
the
council.
D
The
other
budgeted
School
staff,
which
totals
3334
staff.
66
percent,
were
staff
of
color
3.9,
Asian
39.3,
black
22.3
Latin
X
and
32.6
percent
White
in
our
central
office.
57.1
percent
of
our
981
employees
identified
as
people
of
color
66.6
Asian
34.1
percent,
black
16.3
latinx
and
40.8
percent
White
in
total
in
2022
BPS
employed.
Seven
percent
of
the
teachers
in
Massachusetts
and
we
accounted
for
30
of
the
state's
educators
of
color.
D
While
all
this
data
is
important
to
your
point
counselor,
we
have
to
acknowledge
the
historical
harm
of
our
institutions,
which
requires
us
to
be
intentional
about
shifting
that
culture.
There's
always
more
work
for
us
to
do,
and
I
will
continue
to
do
that.
Work
with
both
of
the
folks
that
are
sitting
next
to
me,
as
well
as
our
broader
team
before
I
end
I
would
just
like
Rashawn
Martin
to
have
a
moment
to
just
talk
a
little
bit
about
his
efforts,
in
particular
with
his
team.
That
can
be
part
of
my
seven
minutes.
E
Counselor
thanks
for
for
having
me
I'm,
Rashawn,
Martin
and
I'm,
the
managing
director
of
our
office
of
retention,
cultivation
and
diversity
programs.
You
know
we
started
this
intentional
work
of
of
retaining
and
then
also
recruiting.
You
know,
as
many
you
know,
educators
of
color,
especially
our
teachers
and
our
counselors.
E
You
know
in
2019
when,
when
the
retention
positions
were
created
and
when
we
and
we
established
this
this
office
and
and
even
in
spite
of
the
pandemic-
and
even
in
spite
of
you
know,
you
know
individual,
you
know
either
you
know
issues
or
circumstances.
You
know,
I
take
I,
take
pride
that
at
this
point
you
know
in
2023.
You
know
we
have.
We
have
moved
the
percentage
of
black
Educators
in
our
school
buildings,
a
full
percentage
point
right
now.
E
We
still
have
work
to
do
and
we
know
that
getting
to
the
the
court
ordered
or
the
passcode
order.
25
is
is
just
a
floor.
All
right
is
absolutely
you
know
not
you
know
not
the
ceiling.
The
number
is
going
in
the
right
direction
and
at
the
same
time,
with
with
all
of
the
transition
with
you
know,
with
with
all
in,
in
spite
of
the
pandemic,
the
attrition
rate
of
our
educators
of
color
all
right
has
gone
down
each
year
since
2020
and
those
are
the
facts
all
right.
E
It's
you
know
it's,
it's
just
the
raw,
it's
just
the
raw
truth
and
we're,
and
obviously
there's
more
work
to
do,
but
but
but
but
when
the
numbers
are
going
in
the
right
direction
that
matters.
So
with
that
being
said,
we
we
are
and
have
expanded
all
of
the
intentional
work
and
continue
thinking
about
how
we
can
expand
it
to
support
our
educators
of
color.
E
You
know
having
a
mentor
program
for
our
second
and
third
year,
teachers
specifically
for
our
educators
of
color,
because
we
only
have
you
know,
because
we
only
have
something
officially
in
place
if
you're
in
your.
If
you're
in
your
first
year,
you
know
having
a
myriad
of
of
of
of
workshops
and
monthly
social
events
to
keep
our
extricates
of
color
connected
all
of
them
now
sponsored
by
our
partners,
most
of
them
from
the
higher
education
communities
and
our
cultural
institutions.
So
we
have
gone
to
pwis
in
this
city
to
say:
hey.
E
We
need
you
to
do
more
for
our
educators
of
color,
who
are
in
this
district,
and
they
have
all
said
absolutely.
What
can
we
do?
You
know
I
mean
and
we
have
brought
them
and
we
have
brought
them
on
board
to
help
us
in
their
work
to
get
people
the
degrees
that
they
need.
You
know
to
get
people
the
resources,
the
resources.
You
know
that
they
need.
You
know
we're
still.
You
know
committed
to
culturally
responsive
professional
development.
We're
working
closely
we're
looking
close.
E
E
How
do
we
ensure
that
there
are
that
there
are
Affinity
networks
where
folks
can
gather
to
be
able
to
have
the
real
conversations
and
to
be
able
to
you
know
to
be
to
be
to
have
to
be
affirmed
and
to
be
a
reaffirmed
and
to
be
able
to?
You
know
to
Advocate.
You
know
when
when
they
do
believe
that
you
know
that
change
needs
to
you
know
that
change
needs
to
happen.
E
You
know
we're
expanding
our
educator
preparation
programs
to
provide
Avenues
through
our
community
to
teach
a
program
through
our
fellowship
for
people
who
want
to
come
into
the
education
space
right
from
the
community.
So
that
way
they
can
do
it.
You
know
internally,
so
you
know,
there's
there's
a
ton
of
more
work,
but
but
but
we
but
but
we
you
know,
we
are
doubling
down
and
I'll
stand
behind.
A
F
Minutes,
thank
you.
Councilor
Mejia,
honorable
president
Flaherty
chair
Mejia
and
honorable
City
councilor
I,
want
to
thank
you
for
having
me
superintendent,
Skipper
and
her
team
I'm
glad
that
you're
here
my
name
is
Edith
Brazil
I'm,
a
native
Bostonian
BPS,
graduate
parent
of
BPS
graduates,
BPS
grandmother
and
a
special
education,
surrogate
parent
I
am
here
for
those
who
feel
intimidated,
threatened,
harassed
or
targeted.
F
If
they
speak
out
I'm
also
here
for
myself
and
my
children
and
my
grandchildren
and
all
the
children
in
the
city
of
Boston,
we
always
talk
about
how
far
we
have
to
go.
I'd
like
to
contextualize
that
statement,
because
I
think
it's
really
important
a
little
bit
of
History
I
am
the
daughter
of
a
World
War,
II
veteran
who
served
this
country
honorably
and
the
granddaughter
of
Mississippi
sharecroppers.
F
F
They
bought
a
three-family
house
in
Roxbury
for
four
thousand
dollars
in
the
1940s
over
the
years.
They
filled
that
house
with
14
children.
Half
of
us
were
born
in
the
1950s,
the
other
half
in
the
60s,
which
means
some
of
us
attended.
The
segregated
BPS
schools,
including
myself,
and
the
other
half
endured
the
hotbed
of
racial
violence
during
desegregation,
which
is
often
referred
to
as
anti-bussing.
F
In
reality,
it
was
anti-blackness
blessing
is
not
new
white
students
were
bussed
to
exam
schools
and
high
achieving
schools.
The
fight
against
bussing
was
a
fight
against
black
students,
bus
to
schools.
This
city
wanted
to
remain
White.
Desegregation
was
not
about
integration.
It
was
about
an
attempt
to
eradicate
anti-blackness
in
the
city
of
Boston
that
relegated
black
students
to
funded
under
staff
under-resourced
over
enrolled
in
chronically
failing
schools,
which
was
tantamount
to
taxation
without
educational
representation,
schools
that
I
attended,
we
read
about
Dick,
Jane's,
spot
and
Sally.
F
Some
of
you
who
have
been
along
around
for
a
long
time
may
remember
these
old
books.
There
was
corporal
punishment
and
we
were
told
that
we
were
brought
from
Africa
to
be
civilized.
This
was
not
ancient
history.
This
was
my
history
and
my
experience
as
a
child.
By
the
time
desegregation
hit
I
graduated
determined
to
go
to
college,
even
though
my
teachers
told
me
I,
wasn't
smart
enough.
F
Two
of
my
siblings
were
sound
assigned
to
South
Boston
high
and
one
attended,
Charlestown
High.
All
of
them
dropped
out
within
two
weeks
because
they
suffered
war
zone
trauma
due
to
the
vicious
and
violent
attacks
by
residents
who
couldn't
wait
to
assault
young
black
children.
Just
seeking
an
education,
Boston's
ugly
Legacy
of
racism
was
on
full
display
and
left
intergenerational
scars
on
black
children
that
were
never
addressed
in
the
city
after
college
graduation.
My
return
to
Boston
was
like
returning
to
a
crime
scene.
Now.
Why
would
I
ask?
F
Why
would
you
why
you
may
ask
what
I
want
to
return
to
a
system
if
I
felt
that
way?
Well,
it's
because
I
survived,
but
I
didn't
Thrive
for
my
BPS
education
and
I
wanted
to
make
a
difference
for
students
who
looked
like
me,
but
like
desegregation,
it
took
a
court
order
for
BPS
to
hire
highly
qualified
black
educators
over
the
years.
F
Today
these
problems
persist,
and
this
city
must
confront
these
truths
as
councilman.
He
has
stated
in
her
opening
remarks
about
truth.
Bps
has
not
demonstrated
full
accountability
for
doing
the
work
of
eradicating
and
dismantling
systems
that
perpetuate
gross
racial
inequities
and
disparities
in
the
John
Hopkins
study
affirms
this.
War
cannot
be
done
without
black
educators
when
black
students
have
role
models
who
look
like
them
and
affirm
them.
It
increases
access
to.
F
At
a
time
when
racial
Equity
is
the
district's
biggest
challenge,
this
Administration
systematically
dismantled
checkpoints
of
accountability.
The
racial
Equity
planning
tool
has
been
essentially
abandoned.
Community
Equity,
Roundtable
meetings
have
ended.
The
racial
Equity
planning
impact
committee,
which
I
was
a
part
of,
was
scrapped.
Our
feedback
and
recommendations
were
ignored
and
racial
Equity
complaints
are
screened
out
by
the
justification
of
a
narrow,
Equity
policy
and
BPS
racial
Equity
is
noticing
that
things
are
happening,
that
these
things
are
happening.
F
We
receive
no
real
answers
as
to
why
black
educators
are
disproportionately
pushed
out
or
forced
to
resign
from
BPS.
Some
are
given
severance
package
and
forced
to
sign
non-disclosure
agreements.
Why
are
black
Educators
placed
on
administrative
leave
without
a
hearing?
Why
are
bps's
attorneys,
ignoring
the
established
superintendent
circular
regarding
the
employment
rights
of
black
employees?
Bps
pushes
out
black
leaders
who
have
done
a
stellar
job
and
continues
to
have
a
shortfall
of
black
Educators.
Despite
the
data
who
exit
BPS
at
increasingly
High
rates,
we
can
no
longer
be
silent.
F
James
Baldwin
said
quote,
you
always
told
me
it
is
going
to
take
time.
It
has
taken
my
father's
time,
my
mother's
time,
my
uncle's
time,
my
brother's
time
and
my
sister's
time,
my
nieces
and
nephews
time.
It
is
time
to
hold
the
district
accountable
for
eradicating
anti-blackness
and
do
the
work
of
becoming
an
anti-racist
District.
F
We
demand
that
BP
has
stopped
shutting
down
the
voices
of
experienced
black
Educators,
who
are
here
waiting
to
collaborate
to
do
the
work,
whether
we
are
retired
or
not,
BPS
must
commit
to
True
collaboration,
because
this
work
of
restoring
Justice
and
dismantling
unfair
policies
and
practices
that
continue
to
lead
black
students
across
ethnic,
linguistic
and
disability
groups
cannot
be
accomplished
without
black
Educators.
Thank
you
very
much.
F
A
A
G
Good
afternoon
to
cheer
woman
here
to
counsel
president
Flynn
to
my
counselor
councilor
Fernandez,
Anderson,
Council,
Worrell
and
councilor
Durkin
to
esteemed
city
council,
who
is
not
here
as
well
as
to
those
concerned
advocates
for
equity
and
education
to
our
superintendent
and
to
our
team
as
well.
I
come
before
you,
a
senior
pastor
of
the
historical
Baptist
Church
I
also
serve
as
president
CEO
of
the
American
city
Coalition,
but
I'm
here.
In
my
capacity
as
the
chairman
of
the
Boston
Network
for
black
student
achievement,
and
today
we
want
to
address
a
profound
issue.
G
G
G
We're
seeing
folks
be
forced
out
of
their
roles
in
our
school
system
and
as
a
stark
reminder
that
we
have
much
work
to
do
to
address
systemic
and
interpersonal
racism
in
our
beloved
City.
It
appears
that
administrative
leave
investigations
and
resignation
have
been
tools
that
have
been
weaponized
to
push
leaders
of
color
out.
G
It
appears
that
due
process
for
these
folks
who
have
been
pushed
out
has
been
skirted
this.
This
departure
for
these
folks
for
me
is
disheartening,
but
I
think
it
sends
a
disheartening
message
to
our
city,
to
our
community,
to
the
Educators
to
our
families,
to
our
children,
particularly
those
children
of
color,
sends
a
message
that
their
voices
and
experiences
are
undervalued
within
the
institutions
that
are
meant
to
both
nurture
and
Empower
them.
G
These
impacts
are
real,
they're,
far-reaching.
They
impact
real
people's
lives.
Our
students,
our
community,
are
left
with
fewer
role
models
that
reflect
the
diverse
backgrounds
and
the
diversity
of
this
beautiful
city,
and
it
hinders
their
ability
to
Envision
a
future
where
they
can
achieve
their
full
potential.
G
G
We
must
conduct
a
thorough
and
transparent
investigation
into
the
factors
that
are
contributing
to
this
Exodus.
We
ask
for
a
response
to
the
letter
sent
from
retired
BPS
educators
of
coloring
that
was
sent
over
a
year
ago.
We
must
Implement
policies
to
ensure
fair
and
inclusive
hiring
practices
and
retention
practices.
We
must
establish
robust
mechanisms
for
reporting
and
address
instances
of
discrimination
and
bias.
G
G
Furthermore,
is
imperative
today
that
I
come
to
speak
in
solidarity
for
those
Educators
who
have
been
pushed
out
for
their
fear
of
professional
retaliation,
Their
Fear
of
their
professional
reputations
being
tarnished.
We
speak
out
against
these
injustices
that
they
faced
and
I
believe
it
is
our
duty.
It
is
our
City's
duty
to
ensure
that
we
create
safe
and
supportive
environments
for
all
of
our
Educators,
where
their
voices
can
be
heard
without
fear
of
retaliation
and
addressing
this
matter.
G
I
believe
the
future
of
this
city
depends
on
the
success
of
us
getting
this
right.
In
this
moment.
It
is
our
Collective
duty
to
ensure
that
our
school
system
has
the
tools,
the
resources,
as
well
as
the
mentors
for
all
of
our
children
to
thrive,
and
it
starts
with
the
leadership
and
BPS.
So
our
councilman
here
to
this
Council
to
this
body.
I.
Thank
you
for
your
attention
and
we
urgently
ask
that
we
look
at
this
matter
and
make
sure
that
the
voices
who
have
been
forced
to
silence
are
now
heard.
Thank
you.
C
A
Our
schools
and
I
think
that's
where
the
opportunity
lies
for
us
to
Pivot
and
to
reaffir
and
and
to
be
committed
to
changing
the
conversation,
because
no
one
should
ever
live
in
fear
of
their
jobs,
just
because
they're
speaking
truth
to
what
they
believe
is
power
right
and
I.
Think
that
there's
an
opportunity
for
us
to
shift
that
in
all
spaces
and
places
that
we're
all
navigating
these
days
in
the
city.
H
A
H
A
No
I,
it's
loaded.
Thank
you!
Thank
you,
but
just
for
the
record,
we
have
two
different
departments
that
we're
going
to
be
diving
into,
so
the
next
department
is
going
to
be
the
Boston
Police
Department,
and
we
do
have
a
few
more
folks
that
are
going
to
show
up
for
that
one,
and
so
thank
you,
madam
chair.
A
I've
heard
that
from
other
people,
I've
learned
that
personally
from
other
people,
so
I'm
just
naming
it
yeah
right
and
when
they
talk
about
do
not
hires.
It's
like
people,
like
you,
know,
a
little
bit
feisty.
We
get
told
that
we're
not
the
appropriate
types
of
individuals
to
be
within
BPS.
So
then
we
get,
we
don't
have
any
more
opportunities
to
show
up.
So
what
is
the
criteria
to
be
on
that
list?
A
I'm
curious.
What
is
the
percentage
of
black
classroom
teachers,
excluding
guidance
counselors
from
last
year
to
the
current
year?
If
you
have
that
information,
the
district
has
adopted
a
racial
Equity
planning
tool.
Has
this
tool
been
utilized
for
hiring
and
retention
purposes?
How
is
the
district
ensuring
that
there's
no
racial
discrimination
or
racial
biases
in
hiring
and
retention
discipline,
determination,
including
investigative
meetings,
administrative
leaves
involving
black
and
black
Educators,
but
I
also
want
to
add
latinx
ones
too,
because
you
know
we're
all
in
their
attack
here.
I
I
You
so
BPS
does
not
have
a
do
not
hire
less.
What
we
do
have
is
is
a
list
of
individuals
who
are
former
employees.
That
is,
there's
a
recommendation
of
not
to
rehire
them,
based
on
issues
that
hum
of
a
child
misappropriate
of
student
resources
such
as
funds
or
misappropriation
of
like
technology
or
an
individual
who
failed
to
meet
the
state
required
standard
of
teaching.
But
there
is
not
a
there's,
not
a
list
of
do
not
hire.
I
A
D
Sure
so
we
did
a
reorganization.
When
I
came
in
to
a
three
Deputy
model,
we
were
seeing
a
tremendous
amount
of
churn
and
instability
at
leadership
in
the
BPS
in
general
and
part
of
it
was
the
amount
of
work
was
falling
under
one
or
two
people,
including
the
superintendent
who
can't
possibly
supervise
everyone.
So
we
restructured
that
and
in
the
three
Deputy
model,
there's
Dr
depina
for
operations
there
is
Dr
Linda
Chen
for
academics
and
schools
and
then
Dr
Anna
Tavares,
who
has
Equity
family
and
Community
advancement.
D
A
Whatever
sorry,
here's
what
I'd
like
to
recommend
in
the
spirit
of
collaboration,
in
the
spirit
of
really
showing
what
trust
Building
looks
like
right,
so
y'all
are
going
to
go
somewhere.
You
all
can
still
continue
to
be
virtually
zoomed
in
while
you
get
to
where
you're
going,
because
most
likely
some
of
y'all
have
drivers
right.
So
is
there
a
way
from
none
of
us
have
drivers.
E
D
H
A
A
A
A
All
right,
so
we
can
transition.
So
here's
what
we're
gonna
do
because
y'all
came
to
speak
and
y'all
didn't
get
hurt
right.
Whether
they're
here
to
listen
or
not,
this
is
all
getting
put
on.
The
record
and
y'all
are
gonna,
be
fully
expressed
so
I'm
going
to
ask
my
next
set
of
community
panelists
before
we
transition
to
the
BPD
to
come
and
have
your
moment
in
the
sun,
because
you
came
here
to
speak
I'm
going
next
to
I'm
going
to
invite
Alejandra.
A
K
All
right
here
we
go
good
afternoon.
My
name
is
I,
am
a
Boston
Public,
School
social
worker,
but
I'm
here
today,
as
a
community
member
and,
most
importantly,
as
a
Boston
Public
Alum
as
well
I'm
here
to
talk
to
you
mostly
about
as
boots
on
the
ground.
What
does
this
look
like
for
our
students
when
we
consistently
lose
educators
of
color?
K
K
That's
the
1950s.
The
the
interesting
thing
about
systemic
racism
is
how
it
modifies
what
our
students
are
facing
today
are
words
like
gentrification
housing
crisis,
we're
also
facing
Community
violence,
food
deserts.
These
are
the
levels
of
systemic
racism
that
our
students
are
facing.
Now,
when
the
world
in
the
city
is
telling
you
you
are
not
enough,
you
should
be
able
to
go
to
a
school,
an
institution
that
tells
you
that
you
are
so.
Our
students
show
up
on
a
regular
and
daily
basis
coming
in
checking
in
hey
Miss,
moscara
Hi.
K
K
So
what
happens
when
you're
consistently
looking
for
staff
that
look
like
you
that
can
speak
your
language.
That
can
understand
your
culture,
but
you
don't
find
them.
We
need
to
realize
that
a
few
years
back,
post,
George
Floyd
everybody
hopped
on
the
DI
work,
everyone,
hospitals,
schools,
City
councils.
K
Then
the
result
is
two
years
later
we
start
losing
anchoring
or
space
in
that
work.
Nbps,
our
lack
of
retention
of
educators
of
color
is
deeply
rooted
in
the
fact
the
louder,
you
are
the
louder,
you
speak
and
the
more
uncomfortable
you
make
the
dominant
group,
the
less
voice
you
will
have.
So
when
we're
talking
about
our
students
grieving,
let
me
give
you
an
example
of
a
Raul
parents
involved.
Community
engagement,
family
engaged
siblings
in
the
school.
K
He
might
pick
them
up
and
drop
them
off
every
now
and
then,
whenever
they
miss
their
bus,
but
there's
that
one
black
male
teacher
that
helps
them
feel
anchored.
That
lets
him
see
that
there's
more
that
lets
them
see
that
as
a
child
of
Migrant
parents
you're
able
to
succeed.
Now
you
take
powerful
and
intentional
individuals
from
these
kids
and
make
them
lose
their
voice
now
they're
grieving.
Again,
it's
not
enough
that
black
men
are
concerned
continuously
being
lost
to
incarceration
Community
violence
and
other
forms
of
racism.
K
But
then
we
also
Force
our
children
to
grieve
our
black
males,
latinx
children,
Asian
children
to
grieve
consistently
because
these
individuals
are
once
again
removed
from
them.
What
are
we
doing
so?
If
we
really
want
to
and
I
say
we,
because,
yes,
we
can
make
it
a
BPS
problem,
but
I'm
looking
at
very
highly
powerful
individuals
in
front
of
me,
you
can
either
influence
School
culture
or
you
can
make
a
mockery
of
what
people
are
trying
to
change.
K
So
you
have
black
Educators,
latinx,
Educators
speaking
the
truth,
speaking
their
voice
and
they
get
silenced
anytime.
You
silence
a
black
educator,
you're,
silencing
a
black
child
anytime.
You
silence
a
latinx
educator.
You
are
silencing
a
black,
a
latinx
family
anytime.
You
silence
a
child
with
disability,
who
also
happens
to
be
black
you're,
limiting
in
silencing
intersection,
intersectional
identities
that
need
voices.
So,
as
we
continue
to
think
about,
what
does
it
mean?
K
Retention
and
sustainability
retention
and
sustainability
is
if
I
sit
here
right
now
today
and
speak
my
truth:
I'm
not
going
to
receive
retaliation
when
I
go
show
up
to
work
tomorrow.
Sustainability
is
that
as
individuals
continue
to
say,
hey
white
person,
you
are
uncomfortable
I,
don't
like
the
way
you
use
this
word
to
this
white
to
this
black
child.
K
We
need
to
reset
that
we're
not
going
to
go
report
them
and
say
we're
being
attacked
or
threatened,
because
we're
uncomfortable
safety
is
not
a
synonym
with
discomfort
to
be
unsafe
is
very
different
to
be
uncomfortable,
and
that
starts
with
school
culture
and
that's
a
collective,
not
one
side
or
the
other.
That's
a
collective
effort,
as
we
continue
to
think
about.
How
do
we
change
these
systemic
oppressions?
I
I
know
a
panelist
said
earlier.
We
got
to
look
at
the
interpersonal,
the
intersectional.
K
I
need
to
know
that
the
adults
outside
those
four
walls
are
doing
the
same
that
when
I'm
preparing
them
for
the
real
world
real
world
I'm
not
telling
them
learn
to
be
quieter,
not
to
be
compliant,
learn
to
be
polite,
because
that's
how
you're,
safe
I'm
telling
them
be
great,
be
empowered
and
be
powerful.
I
think
one.
Someone
once
told
me
systems
of
Oppression
don't
mind
having
students
of
color
black
children
in
their
buildings,
they
mind
empowering
them
they
mind
when
they
decide
to
take
back
their
power.
K
So
when
we're
thinking
about
who
we
serving
it's,
not
about
always
the
adults,
it's
about
10
15
years
from
now,
are
we
going
to
sit
on
the
panel?
Listen
to
the
same
story
or
10
15
years
from
now
we're
going
to
listen
to
students
and
how
we
created
change
and
cultivated
culture
intentionally.
Thank
you.
Thank
you.
A
A
It
is
happening
in
every
single
nook
and
cranny
of
the
city,
because
that
is
the
culture
of
Boston,
that
is
the
culture
and
the
work
that
we're
trying
to
do
is
not
going
to
just
get
legislated
or
policy,
because
you
can't
legislate
hate
or
fear
and
I
think
that
the
work
that
we're
trying
to
do
is
going
to
have
to
push
us
deeper
to
that
uncomfortable
space
that
nobody
wants
to
go
in.
So
I
really
do
appreciate.
A
All
of
that
I'm
gonna
go
to
my
colleagues
for
questions
from
BPS
and
I
also
want
to
know
that
this
situation
is
real
because
I've
had
so
many
people
submit
Anonymous
testimony
because
they
fear
retaliation,
they
fear
retaliation,
and
that
is
something
that
is.
You
want
to
talk
about,
losing
your
voice,
that
is
the
biggest
form
of
silencing
people,
because
they're
so
afraid
to
speak
up
for
themselves,
Leah
I'm,
sorry,
I
forgot!
You
were
on
the
situation
here,
so
I'm
gonna
go
to
you
first
and
then
we'll
go
to
that's.
Okay.
Can.
L
Definitely
too
many
to
count
and
it
shocks
me
or
maybe
it
doesn't.
How
many
times
I've
heard
our
administration
of
Boston
public
schools
and
the
lawyers
of
Boston
public
schools,
use
words
like
tone,
intimidation,
stance,
stature
and
so
forth
in
investigation
meetings,
it's
alarming,
but
not
shocking,
because
we
know
that,
unfortunately,
these
are
the
biases
that
are
held
in
our
system.
It
is
often
lawyers
from
BPS
who
use
these
words
and
they
are
often
against
our
educators
of
color
I
have
pushed
our
lawyers
to
ask
questions
like
what
do
you
mean
by
Angry?
L
What
do
you
mean
by
intimidation?
How
can
you
describe
this
educator
as
intimidating
to
the
student?
What
does
the
six
foot
black
man
speaking
to
a
four-year-old
look
like
in
your
mind?
How
do
you,
as
a
white
male,
a
white
woman,
describe
the
anger
of
a
black
Educators?
These
are
the
questions.
I
have
asked
our
lawyers
to
ask
that
clearly
make
the
other
side
uncomfortable
and
it
saddens
me
always
to
say
the
other
side.
L
Here
I
asked
the
Boston
Public
Schools
to
be
required
to
diversify
their
arbitrators
and
lawyers
and
to
publicly
announce
quarterly
the
racial
demographics
and
age
range
of
every
person
who's
investigated
and
for
the
more
disciplined
I
asked
for
Boston
Public
Schools
to
ensure
that
their
decision
makers
quote
unquote.
Their
office
of
Labor,
Relations
and
their
office
of
equity
engage
in
anti-racist
training
and
are
required
to
report
how
they
are
approving
of
disciplined
decisions.
Furthermore,
as
an
educator
for
over
10
years,
I
have
directly
seen
the
impact
of
school
culture
on
our
black
Educators.
L
We
have
not
been
able
to
successfully
maintain
our
black
Educators
because
we
have
not
changed
the
conditions
in
which
we
have
placed
them.
This
is
the
past
the
point
of
recruiting.
We
all
know
it's
not
about
recruitment.
It's
about
retaining,
but
we
continuously
mix
The
Mark
with
retainment
I
can
pinpoint
schools
where
black
educators
are
leaving
are
calling
me
threatening
to
leave.
For
instance,
the
Blackstone
Up
Academy
Dorchester,
the
old
Donald,
the
continent.
I
have
asked
for
these
schools
to
receive
support
and
training
and
have
not
yet
seen
them
implemented.
L
There
are
no
systems
in
place
to
hold
office
of
equity
accountable,
either
time
and
time
again,
I
asked
black
edu
I,
have
black
Educators
calling
me
to
share
the
stories
of
how
they
were
discriminated
against
or
made
to
feel
unsafe
and
reported
it
and
felt
as
if
their
complaints
went.
Nowhere
I'm
sure
that
the
office
of
equity
is
doing
everything
in
their
control,
but
again
missing
the
mark.
The
protocols
have
to
change.
L
We
must
approach
every
complaint
brought
by
the
office
of
to
the
office
of
equity
as
an
opportunity
to
change
the
future
of
Education,
the
future
of
an
educator
and,
more
importantly,
the
future
of
the
children
that
we
are
supposed
to
be
protecting.
Of
course,
I
am
here
as
a
teacher
at
heart
in
the
elementary
rep
of
lots
of
public
schools.
However,
we
all
know
that
we
cannot
maintain
black
Educators
without
retaining
black
leaders,
and
our
children
deserve
to
see
them
in
all
spaces.
A
Foreign,
thank
you
and
and
I
want
to
acknowledge
that
we
have
public.
Testimony
keeps
piling
up
in
here
and
we're
going
to
get
to
you
all
and
appreciate
you,
our
patience
in
the
interest
of
just
keeping
the
flow
going.
I'm
going
to
ask
my
colleagues
in
the
order
of
arrival
to
ask
questions
during
this
time
before
you
all
leave,
because
I
feel
like
the
best
way
for
us
to
fix.
The
problem
is
to
hear
directly
from
the
people
who
are
live
in
the
realities
or
aren't
doing
the
work
in
the
space
right.
A
B
L
Yeah,
so
we
have
asked
for
it
several
times
and
we've
never
got
confirmation
of
it
either.
But
what
I
do
know
is
that
if
an
educator
leaves
at
the
likelihood
of
them
being
hired
again
is
unlikely.
We
have
asked
several
times
when
Educators
in
in
particularly
educators
of
color
are
not
offered
opportunities
back
and
I
have
had
conversations
where
I'm
like
hey.
L
B
Do
do
we
on
that
question
on
that
question,
but
do
we
know
if
there's
such
a
in
in
the
computer
system
in
the
human
resources
system?
Is
there
such
a
you
know
section
in
in
the
Human
Resources,
where
they
actually
compile
a
list
or
if
they
see
a
name,
come
up
for
an
interview
that
the
box
is
checked
that
you
would
not
receive
an
interview
you
would
receive
an
interview
or
that
you
would
just
be
lower
on
the
the
higher
end
list.
Yeah.
A
I
actually
think
it's
the
op,
sorry
and
I
just
want
to
tell
you
know
that
after
you
answer
I'm
going
to
go
to
either
because
Edith
I
believe
you
have
a
hand
up
for
this
one.
So
just
so
so
you
know
because
you're
not
here,
you
might
not
be
able
to
read
the
room
so
I'm
helping
to
facilitate
after
you
finish,
I'm
going
to
go
to
Egypt.
Okay,.
L
Yeah
I
actually
think
it's
the
opposite
lots
of
times.
Educators
are
hired
from
the
school
site
and
then
the
office
of
human
capital
blocks
the
higher
so
I.
Don't
think
that
administrators
can
see
it
I
think
the
office
of
human
capital
when
they're
putting
in
processing
Educators
there's
something
that
they
need
to
see.
F
B
B
Maybe
maybe
through
the
chair,
is,
is
that
something
we
could
actually
seek
information
for
from
BPS
more
about
what
their
process
is
or
what
their?
If
they
could
provide
more
information
on,
do
not
hire
us
in
in.
Maybe
they
don't
provide
any
information,
but
are
there
former
BPS
senior
assistant,
superintendents
and
superintendents,
really
that
that
might
have
more
information
as
well
yeah.
A
What
I
was
communicating
to
and
what
director
Canty
mentioned
here
is
that
it's
not
called
the
do
not
hire
list,
but
there's
a
list
of
recommendations
based
on
some
alleged
situations
that
have
happened,
and
that
is
how
they
make
recommendations
to
not
bring
that
individual
back
now.
That
could
be
so
for
misconduct,
but
I
do
believe
that
that
list
is
also
used
with
people
who
challenge
the
principal
or
challenge
dominant
cultures.
Right.
That's
what
I've
heard
from
a
lot
of
people
and
that
people
use
that
as
a
tool
to
keep
Bad
actors
out?
G
So
we've
had
some
science
stories,
president
Flint
folks,
who
are
good
people
who
are
working
hard,
who
only
want
to
serve
our
children
and
our
families,
and
and
it's
sad
that
you
know
from
the
school
level
all
the
way
to
central
office.
We're
seeing
this
type
of
behavior
and
these
types
of
actions
taken.
B
And
I,
don't
necessarily
need
need
an
answer,
maybe
maybe
just
something
to
think
about,
maybe
I
hope,
I
don't
mix
up
my
words
and
and
it
it
seems
in
a
in
an
inappropriate
question.
But
but
here
it
is
so
over
the
last
30
or
40
years,
having
almost
the
majority
and
I'm
trying
to
get
I'm
trying
to
get
to
this.
Do
not
hyalist.
You
know
over
the
last
30
or
40
years
we
we
mostly
had.
B
L
That's
my
take
on
it.
Is
that
sorry,
that's
my
take
on
it
on
the
school
level.
The
administrator
will
say
yes
to
somebody
and
then,
when
it
goes
to
the
chain,
I
always
tell
people
you
do
not
have
a
job
until
you
accept
it
from
the
office
of
human
capital.
The
office
of
human
capital
make
a
decision.
D
M
Thank
you
chair
and
thank
you
to
the
panel
for
being
here
and
a
lot
of
what
you
said.
Not
only
sad
is
me,
but
it's
you
know
you
guys
are
speaking
to
the
impact.
You
know
it's
not
only
an
equity
issue
in
terms
of
like
the
job,
but
it's
Equity
issue
and
to
building
a
strong
black
and
resilient
city
of
Boston
that
we're
speaking
about
here
in
the
future
of
our
black
and
brown
kids.
So
thank
you
for
your
advocacy.
Thank
you
for
your
continued
work.
M
A
lot
of
my
questions
was
for
the
administration,
but
I'll
guess
I'll
pose
them
to
you
is
the
office
of
recruitment,
cultivation
and
diversity?
I
would
love
to
hear
you
know
your
evaluation
of
that
department.
Now
how
we
can
strengthen
it.
You
know
the
pipeline
program
that
BPS
talks
about
how
you
know
your
evaluation.
How
do
you
assess
it?
How
is
it
working
and
then
also
would
love
to
kind
of
get
an
idea
of
how
the
disciplinary
process
is
for
BPS
teachers
like?
Is
it
done
at
the
school
level?
M
L
L
It's
voluntary,
so
I,
don't
know
how
often
it
is
used
or
how
it
is
communicated
that
that
is
an
option
in
terms
of
the
office
of
rcd
I'm,
going
to
be
honest,
I've
been
a
recruiter.
I've
been
part
of
Alana.
When
I
worked
for
BPS.
There
were
lots.
We
off
me
out.
There
were
lots
of
things
that
I
did
there
that
definitely
helped
to
retain
me
and
so
I
definitely
support
in
that
aspect,
but
also
I.
L
L
So
I
can
have
these
great
conversations
and
I'm
like
yes,
you
you
need
to
be
hired
you're
great
for
our
kids,
but
then,
if
the
school
doesn't
hire
them,
there's
only
so
much
the
rcd
can
do
you
so
I
do
think
that
they
need
to
be
more
empowered
to
make
school
level
decisions
and
to
support
in
that
process.
Even
thinking
about
we
used
to
get
data
on
which
schools
did
not
have
a
certain
amount
of
educators
of
color,
and
then
there
was
nothing
done
with
it.
L
So
that's
what
I
would
say
about
rcd
in
terms
of
Investigations.
It
depends
on
what's
Happening.
Most
of
them
happen
at
the
school
site.
Equity
investigations
happen
at
the
central
office
site
and
the
one
thing
that
I
always
say
is
that
when
you
get
it,
when
you
are
asked
to
go
to
an
investigation,
it's
supposed
to
be
just
an
investigation.
You
get
this
letter
that
is
really
aggressively
written
for
lack
of
better
words
and
tells
you
a
circular
that
you're
abusing
and
that
you
are
it's
leading
up
to
termination.
L
Some
people
are
freaking
out
up
all
night
crying
and
it
is
really
traumatic.
So
it's
definitely
a
process
that
I
think
needs
to
be
reevaluated
and
that
we
have
fought
for
and
they
hand
out
investigation.
Letters
non-stop,
like
I,
am
in
investigation
meetings
all
day,
24
7
over
very
tiny
things.
That
could
be
a
conversation.
M
L
I'm
going
to
be
honest
and
say:
I,
don't
know,
I
don't
want
to
speak
too
much
about
it.
I
don't
know
much
about
them.
I
will
say
that
the
we
got
program
and
Mia
program,
which
is
the
woman
educator
of
color
leadership
program
and
the
men
educator
of
color
leadership
program
has
not
happened
in
three
years.
L
M
Last
question
chair,
please
is
I
guess
my
one
of
my
concerns
is
a
lot
of
we're
talking
about
school
mergers.
Now,
and
you
know,
diversity
is
happening
now
right
and
a
lot
of
our
you
know.
Black
Educators,
you
know,
might
not
be,
you
know,
have
their
seniority,
you
know
when
we're
when
we're
merging
schools,
or
even
you
know
the
Opera
dollars
are
running
out.
M
Do
we
have
an
understanding
of
you
know
how
many
of
these
you
know
new
black
educators
are
on
upper
dollars
right
or
you
know
how
many
of
these
new
educators
are.
You
know,
or
black
Educators,
where
they
rank
in
terms
of
seniority,
and
if
we
do
do
the
mergers,
you
know
you
know,
what's
the
future
for
those
black
Educators,
we.
A
A
H
Thank
you,
madam
chair.
My
obviously
my
questions
are
for
the
administration
as
well,
but
since
they're
not
here,
I
really
do
feel
that
this
is
moot
for
the
purpose
that
we're
trying
to
accomplish
here
and
looking
forward
to
the
hearing
that
we
actually
have
full
two
three
hours
with
them
to
actually
delve
into
it,
especially
because
this
is
technically
audit.
H
And
so
how
are
we
to
do
that?
If
we're
not
combing
through
the
inventory
of
questions
or
concerns
that
we
have,
and
so
just
to
clarify,
I
actually
went
through
this,
so
that
if
so,
when
someone
has
a
red
flag
or
do
not
hire
it's
it's
in
red,
like
the
color
red,
it's
on
their
file,
it's
placed
in
their
HR
file
and
then,
when
you
try,
when
you
attempt
to
hire
immediately,
they
will
not
allow
you
and
then
HR
has
to
contact.
H
Bps
BPS
then
will
say:
there's
a
red
file.
We
have
to
first
there's
a
process
where
they
have
to
remove
it
out
of
do
not
hire,
and
then
that
takes
about
two
weeks
before
it's
processed
before
even,
for
example,
you
as
a
counselor.
If
you
wanted
to
hire
someone
so
whether
there's
a
list
of
an
accumulated
100
black
people
and
it
says,
do
not
hire
or
it's
directly
in
your
file.
H
Technically,
it's
a
list
cumulative
or
not
you're,
still,
Banning
people,
blackballing
people,
red
flagging
people,
and
it's
not
just
for
BPS
to
be
clear.
It's
within
all
departments
in
the
city
of
Boston
that
you
cannot
be
hired
so
just
to
be
clear.
My
my
concern
here
is
that
the
conversations
that
we're
having
without
the
administration
again
not
to
we
rewrite
this
too
much
you'll
stay
stuck
on
this-
is
that
it
does.
H
H
It's
all
on
TV
and
recorded,
and
once
it's
on
record,
then
we
can
get
people
to
actually
answer
the
question
as
they
should.
Our
job,
hopefully
as
legislators,
is
to
is
part
of
his
accountability,
so
I
again,
I
would
like
for
us
to
do
that
in
a
real
way
and
then
the
other
piece
when
I
as
I,
hear
the
panelists
speak
wonderfully
put.
H
When
we
stand
up
to
fight
for
a
thing,
then
you
see
that
politically
we
receive
backlash
as
well
and
to
your
point
Madam
chair,
maybe
even
people
leveraging
their
own
powers
for
self-preservation
or
lining
up
their
ducks
to
be
against
us
as
counselors,
but
also
people
as
administrations
as
we're
hearing
it
so
across
the
board.
There's
not
just
microaggression,
as
the
young
lady
from
BTU
saying,
is
stating,
but
also
just
direct
aggression.
Right.
H
H
And
the
thing
is,
as
many
people
are
white
passing
come
from
privilege
and
that
use
white
supremacy
to
intentionally
get
rid
of
people,
Latinas
Latino,
as
we've
seen,
and
black
and
brown
people
elected
myself
as
a
black
woman
or
others
administrators.
Those
who
are
taking
care
of
our
young
and
I've
called
down
to
the
clergy,
I've
called
down
to
Academia
I
said
you,
but
you
say,
and
today
here
we
see
it
in
Reverend.
H
Broderick
has
been
a
strong
Ally
from
the
beginning
that
they,
the
people
of
compassion
and
academics,
should
be
the
people
with
the
research
and
the
science
to
be
able
to
fight
the
system.
So
it's
disheartening,
nonetheless,
not
surprising
and
I
say
that
we
have
a
long
road
ahead
of
us
and
to
be
intentional.
Let's
reschedule.
Let's
have
this
a
real
conversation
and
let's
really
investigate
what
the
heck
is
going
on.
Thank
you
so
much
much
for
gracing
me
with
more
time
and
thank
you
to
the
panelists
amazing
work.
A
Going
to
just
be
mindful
that
we
have
a
lot
of
the
the
folks
that
have
been
on
the
front
lines
here,
testifying
today,
some
that
were
at
the
rally
and
have
been
a
really
thought.
You
know
partnering
with
us
around
how
we
meet
this
moment.
Councilor
Anderson
so
really
want
to
acknowledge
you
all
for
your
leadership,
because
it
does
take
courage.
You're,
not
you,
don't
know
how
many
Anonymous
testimonies
we
have,
because
people
are
afraid
to
speak
up.
A
So
the
fact
that
you,
you
all
are
here
speaking
on
behalf
of
their
experiences
and
speaking
up
and
Truth
to
power,
means
the
world
to
me.
I
am
saddened
by
the
fact
that
the
administration
for
BPS
needed
to
leave
early,
but
that
is
that
is
a
a
common
part
for
the
course
here
in
the
city
of
Boston,
that
you
devote
time
to
the
things
that
are
important
to
you
and
oftentimes.
A
We
get
what
we
get
and
we're
expected
not
to
get
upset
so
I
want
to
apologize
on
behalf
of
the
administration
for
them,
leaving
sooner
I
mean
not
being
able
to
be
here
but
to
counselor
Anderson's
Point,
as
the
chair
I
am
going
to
do
a
second
hearing
which
is
will
be
just
with
them.
So
then
that
way
we
can
really
dive
deeper
into
this
conversation.
So
I
just
want
you
to
know
that
I
will
be
doing
my
due
diligence
to
ensure
that
we
keep
this
conversation
going.
N
N
We
set
the
standard,
and
so
everything
that
we
do
matters
not
just
to
us,
but
to
the
broader
public
and
how
we
select
applications
for
public
jobs,
the
parameters
and
Route
prerequisites
we
set
for
our
postings
in
the
first
place,
determined
so
much
for
our
city
as
an
organization
and
society
and
all
Educators
deserve
a
supportive
workplace.
The
steps
we
take
towards
a
culture
of
accountability
and
professionalism.
N
How
and
when
we
administer
administer
disciplinary
action
is
Central
to
workplace
culture
and
obviously
I
have
a
specific
focus
on
mental
health
because
of
my
own
family's
experience
with
mental
health,
and
so
I
know
that
this
directly
impacts
the
well-being
of
our
Workforce
and
of
the
loved
ones
and
dependents
that
our
workers
support
with
their
labor.
So
I,
just
focusing
on
a
little
bit
on
the
mental
health
of
our
educators
of
color
just
wanted
to
ask
the
panel.
N
Are
there
any
ways
that
you
guys
can
see
immediately
or
recommendations
that
you'd
make
in
this
to
make
sure
that
we
are
doing
everything
we
can
as
a
city
to
make
sure
that
the
way
that
these
processes
are
happening
in
our
city
and
the
things
that
you're
describing
I
really
appreciate
the
impassioned
speeches
that
you
guys
gave
I
just
got
elected
or
sworn
in
five
weeks
ago?
So
I'm
just
getting
to
know
some
of
these
issues.
N
I
also
wanted
to
say
I'm
grateful
to
the
Bay
State
Banner
for
their
coverage
of
this
specific
issue,
because
I
think
our
Media
Matters
a
lot.
They
shine
a
light
on
the
things
that
aren't.
You
know
that,
don't
that
that
we
don't
always
want
to
talk
about
and
I
think
that
registration
has
been
making
steps
in
the
right
direction
by
like
creating
a
report.
N
But
now
that
we
have
the
report
and
we're
moving
forward
with,
we
need
to
move
quickly
and
swiftly
on
making
sure
that
everything
we
do
in
our
city
is
representative
of
the
standard
that
we
want
to
set
for
the
entire
city
and
the
Commonwealth.
So
just
wanted
to
ask
that
question
about
mental
health
and
sort
of
what
we
can
do
to
make
sure
that
in
this
process,
because
I
can
imagine,
as
other
educators
are
seeing,
these
processes
go
on,
there
might
be
an
uncomfortableness
with
sort
of
coming
forward.
G
Well,
I'll
just
speak
to
many
of
the
folks
about
the
folks
who
I've
talked
with
many
of
them
have
had
their
livelihoods
put
on
the
line
and
they've
had
to
make
decisions
under
duress
because
the
process
has
been
so
unequivocally
just
unfair
to
them.
Many
folks
have
been
clear
about
the
fact
that
these
investigations
have
happened.
There's
been
a
lack
of
communication
throughout
the
investigation.
They
haven't
been
proper
reasoning,
giving
in
to
them
they've
struggled
to
find
out
even
when
they've
had
attorneys
with
them.
G
How
this
process
is
actually
going
to
work
out,
and
many
of
them
felt
that
pretty
much
the
decision
was
made
before
they
even
began
the
process,
and
so
you
know
you've
heard
you
know
how
this
processes
are
bad,
but
the
reality
is
people
are
hurt.
You
know
this
is
their
professional
integrity
and
you
know
their
families.
They
have
children,
they
have
families,
they
have
to
seek
other
opportunities
and
they
have
to
go.
Tell
somebody
about
why
they
transitioned
from
the
last
job
that
they
were
at.
You
know
how
embarrassing
that
is.
G
Do
they
have
to
actually
go
through
this
process
and
and
not
just
hide
behind
the
shield
that
this
is
an
employee
matter,
because
literally
that's
what
we're
arguing
about?
What
are
the
facts?
Put
the
facts
out
on
the
table
if
they
are
they're
bad
facts,
I'm
pretty
sure
all
reasonable
Minds
were
sitting
and
say
that
oh
yeah,
we
we
don't
want
anybody
who's
going
to
abuse.
G
Our
systems
and
abuse
our
children
to
be
serving
in
these
capacities,
but
when
there
is
such
a
Mystique
and
vaguity
around
what's
happened,
and
all
we
have
is
what
the
district
tells
us,
but
we're
hearing
counter
narratives
every
day
from
many
of
black
Brown
Educators,
who
are
saying
that
they
face
the
hostile
work
environment
that
they
dealt
with
racism,
that
they've
dealt
with
difficult
lives,
superiors
that
they've
been
systemically
removed
from
their
jobs.
I
mean
I,
think
you
know
my
wife's
a
psychiatrist
I'm,
not
that
person,
but
I
do
know.
G
That
has
a
real
emotional
impact
on
who
you
are,
how
you
work,
how
you
move
forward,
but
also,
how
are
you
viewed
by
the
community
and
thanks
be
to
God?
We
have
folks
who
are
willing
to
speak
up
and
speak
truth
to
power.
I
think
giving
voice
to
those
folks
will
be
one
of
the
most
empowering
things
that
you
can
do
to
help
their
Mental
Health.
A
F
F
But
having
ownership
of
what's
happening
and
acknowledging
that
this
is
a
problem,
no
one
wants
to
think
about
what
was
Boston
Public
Schools
a
racist
system,
but
we
know
that
the
district
has
a
lot
of
work
to
do,
and
this
is
where
the
district
has
to
the
district
has
to
start
with.
This
is
the
reality.
F
Educators
are
there
to
do
the
work,
but
they
cannot
do
the
work
if
the
system
itself
is
replete
with
with
these
inequities
and
just
imagine
if
you're
an
adult
and
you
are
armed
with
a
degree
and
experience
and
you
feel
terrorized
by
the
system.
The
impact
on
our
children
is
even
more
devastating
and
also
parents
who
try
to
navigate
and
advocate
for
their
children.
N
It's
it's
it's
it's
important,
not
just
for
our
society,
but
for
our
kids
and
what
we're
looking
forward
for,
like
the
Next
Generation
so
and
and
like
we
said
this,
these
issues
are
over
the
course
of
like
many
years
decades,
100
years
and
so
I
think
we're
just
beginning
to
pop
the
top
on.
It's
almost
like
a
pressure.
You
know
a
pressure
can
so
I
really
appreciate
it
can
I
do
that.
A
A
That's
okay,
but
I.
I
think
that
this
is
what
we
are
always
operating
under
the
white,
dominant
culture
and
the
Rules
of
Engagement
and
how
we
show
up
in
this
space
does
not
allow
for
this
rule
genuine
experience
right.
So
that's
why
I
allow
these
things
to
happen
because
we're
getting
into
the
real
meat
of
what
this
conversation
is
about
right
and
so
I
don't
mind.
A
You
know,
but
I
also
want
to
be
respectful
of
the
fact
that
we
also
have
other
people
who
are
waiting
to
go,
but
you
know
councilor
Durkin
like
if
you
watch
all
of
my
award-winning
presentations
here
on
the
council
when
it
comes
to
my
hearings.
I
really
tried
to
do
the
business
differently,
because
the
people
who
are
here
deserve
that.
So
you
know
I
appreciate
the
apology,
but
I
also
want
to
be
mindful
of
the
constraints
that
we're
in.
So
you
can
answer
that
and
then
I'm
going
to
go
into
my
question.
K
I
think
just
back
to
your
mental
health
question
racial
trauma
right.
How
does
that
look
like
depression
right?
We
think
about
depression,
think
about
anxiety,
how
I
have
to
walk
in
and
I'm
speaking
in
general,
not
specifically
just
to
BPS
but
walking
into
a
building
and
having
to
worry,
am
I
going
to
get
a
comment
today,
going
to
be
a
harder
day?
K
Am
I
going
to
be
able
to
get
through
today
when
we're
talking
about
mental
health,
I
think
we
struggle
with
the
word
racial
trauma,
because
then
it
would
mean,
there's
a
perpetrator
into
somebody's
impacted,
and
so
who
is
that?
And
why
and
that
consistently
changes
so
would
I
put
somebody
who's
been
impacted
and
a
victim
of
something
in
front
of
their
perpetrator.
K
It's
so
layered
when
we're
thinking
about
mental
health,
but
when
we're
thinking
about
livelihoods,
I
like
to
I
always
like
to
push
and
say
we
are
all
implicators
when
we
decide
not
to
speak,
we
are
implicators
when
we
decide
to
look
the
other
way,
we're
implicators,
so
thinking
about
really
in
action
and
how
to
be
more
actionable.
But
when
mental
health
comes
at
anything
under
the
DSM-5,
exactly
could
be
related
back
to
racial
trauma,
historical
trauma,
generational
trauma.
K
This
is
not
isolated,
so
would
you
put
a
victim
in
for
another
perpetrator,
right
and
I?
Think
that's
something
we
need
to
start
asking
when
somebody
impacts
me
or
and
I'm
speaking
from
the
high
perspective.
But
if
someone
impacts
me
and
disrespects
me
because
of
my
racial
and
ethnic
identity
and
my
forced
to
see
that
person
every
day
in
show
level
of
respect,
but
now
I
have
to
give
an
anonymous
letter,
because
I
feel
so
unsafe.
K
A
A
So
for
me,
this
work
is
about
real
Justice,
not
watered
down
political
poetry
that
we
get
fit
every
single
day
here,
and
so
you
have
my
commitment,
whether
I'm
in
here
or
else
that
I
will
continue
to
stand
alongside
you
all
to
move
our
people
forward
and
I.
Think
that,
for
me,
is
a
level
of
inspiration
that
we
need
to
keep
on.
A
Oh
who
can't
speak
for
themselves,
so
testimony
and
I
did
say
would
be
anonymous.
So
I
there
will
be
no
names
or
any
indicators
of
who
this
potential
individual
is
so
it
starts
off
with
who
am
I.
I
am
a
black
male
I
have
been
employed
by
BPS
for
decades.
I
have
had
various
positions
within
BPS.
I
was
a
teacher
for
many
many
years.
A
I
was
a
curriculum
designer
I
helped
to
establish
new
schools
and
programs
towards
the
end
of
my
career,
I
decided
to
leave
my
union
protected
position
and
all
of
its
benefits
to
apply
for
a
position
in
central
office.
I
took
a
position
in
central
office
that
I
believed,
with
with
having
significant
pay
cut.
A
I
was
a
teacher
and
educator
with
Stellar
performance
evaluations,
a
career
without
a
blemish
or
reprimand
I
held
the
central
office
position
for
a
few
years
during
the
height
of
the
pandemic,
and
can
show,
with
date
the
positive
impact
my
work
has
had
on
educators
of
color,
who,
prior
to
my
arrival,
were
faced
with
enormous
barriers
to
career
advancement
opportunities.
My
disparate
treatment
was
based
on
my
race
and
gender.
A
What
happened
one
late
afternoon
after
the
work
day,
I
received
an
email
ordering
me
to
appear
for
an
investigation
that
was
to
be
held
the
following
morning
at
9
00
am
the
email
indicated
that
I
could
have
that
I
could
bring
console
if
I
wanted
in
less
than
15
hours.
I
had
to
find
a
lawyer
and
make
sense
of
the
emails,
disturbing
unsettling
and
shocking
implications.
The
email
did
not
disclose
any
information
about
the
purpose
or
nature
of
the
investigation.
A
A
My
attorney
and
I
arrived
at
the
meeting
with
no
idea
of
what
to
expect.
I
was
interrogated
by
two
internally
assigned
investigators.
I
learned
that
one
of
the
investigators
was
also
the
director
of
the
department
that
made
accusations
against
me.
This
investigator
therefore
could
not
be
objective
and
present
in
a
conflict
of
interest.
Judge.
A
The
bias
cannot
be
overstated.
I
have
come
to
understand
that
the
division
Chiefs
play
a
role
in
conducting
investigations
against
their
direct
reports.
My
division
Chief
was
a
black
man
and
he
was
not
present
at
any
of
my
at
my
investigation
at
the
investigation,
I
was
asked
a
series
of
questions
which
I
freely
and
willingly
answered.
A
I
was
made
aware
of
the
accusations
for
the
first
time
in
this
meeting,
I
was
summoned
to
a
second
investigation
with
the
two
same
investigators
about
a
month
later,
no
communication
or
guidance
on
the
purpose
or
goals
of
the
investigation
were
given
prior
during
or
after
the
investigations
never
provided.
My
lawyer
with
any
sustaining
documents
underlining
their
accusations,
even
though
he
requested
them.
One
month
later,
I
received
an
email
of
charges
and
the
investigation
evidence
I,
was
told,
was
to
resign
or
to
be
terminated.
A
A
Since
so,
and
since
July
2021,
there
have
been
a
number
of
black
administrators
who
have
been
targeted
for
addressing
issues
of
systemic
and
over
interpersonal
racism
in
the
central
office,
senior
black
leaders
are
strategically
left
out
of
meetings
related
to
their
budget
or
staff,
and
routine
financial
and
human
capital
transactions
are
intentionally
stalled
for
black
leaders
who
Center
equity
and
seek
results
that
close
opportunity
gaps.
White
leaders
are
appointed
to
roles
based
on
White
Privilege
and
not
credentials
or
expertise.
A
A
word
that
I
cannot
pronounce
coronism
and
loyalty
are
rewarded
for
both
white
and
black
leaders,
who
are
willing
to
remain
silent
at
the
highest
levels.
Leaders
have
acknowledged
there
that
removing
disciplining
and
firing
looks
different
for
black
leaders
than
it
does
for
white
leaders.
Bps
weaponizes
the
legal
department
to
find
ways
to
get
rid
of
black
leaders
who
seek
to
do
the
work
of
closing
gaps.
A
Administrative
leave
is
weaponized
as
a
way
to
encourage
black
leaders
to
leave
once
placed
on
leave
the
black
leader
staff
are
not
notified,
leaving
employees
to
wonder
what
happened
so
I
just
wanted
to
put
that
on
the
record.
I
think
it's
important.
There
are
others
that
I'm
going
to
have
my
team
post
and
share,
but
I
just
think
it's
really
important
for
us
to
ground
ourselves
and
recognize
that
this
is.
This
is
not
just
happening
at
BPS
and
I'm
really
happy
to
see
the
Boston
Police
Department
here
and
participating
in
this
process.
A
That
actually,
like
me,
y'all
just
in
case
y'all,
want
to
find
out
who
have
provided
me
a
lot
of
insight
and
I've
learned
so
much
about
some
of
the
things
that
are
happening
or
not
happening
in
terms
of
people
being
able
to
move
up,
and
so
I'm
really
encouraged
about
the
fact
that
we're
going
to
be
able
to
have
a
conversation
here
today
that
helps
us
understand
what
is
happening
and,
more
importantly,
what
we
can
do
about
it.
So
it
doesn't
keep
happening.
Okay.
A
So,
with
that
said,
I'm
going
to
ask
our
panelists
to
go.
First,
we're
going
to
start
off
with
Debbie
Hernandez,
who
I
know
you
have
a
hard
stop,
so
let
me
get
joined
first,
you
are
the
founder
and
chair
of
the
Latino
law
enforcement
group,
I'm
known
in
Boston
as
Diego
Boston.
You
now
have
the
floor.
P
P
as
a
result
of
not
feeling
like
Latinos,
really
had
a
voice
in
the
police
department
and
specifically
in
the
Boston
police
department.
Since
then,
we've
become
a
fully
inclusive
group
where
we
have
people
of
all
different
demographics
that
are
white
black
Latino
Asian,
you
name
it.
We
have
it
as
part
of
our
group.
P
In
our
first
couple
years
we
decided
in
our
first
year.
Rather
one
of
our
members
came
up
with
the
idea
to
start
a
pre-academy
training
program
that
would
help
recruit
and
and
get
people
prepared
to
graduate
from
a
police
academy.
We
were
finding
specifically
that
people
of
color
were
not
successfully
passing
at
a
higher
rate
than
their
white
counterparts.
So
as
a
result,
at
the
time
the
department
was
not
doing
anything
about
retention
in
regards
to
the
academy.
So
we
decided
to
start
this
program
and
so
far
we've
been
very
successful.
P
In
this
prep
program
we
have
in
I
would
say
in
the
high
90s
of
the
success
rate,
almost
100
success
rate
for
everyone
that
goes
and
finishes.
10-Week
program
they've
successfully
been
able
to
complete
an
academy
at
a
almost
100
success
rate.
It's
been
happening
for
six
years,
we've
had
almost
100
people
across
different
departments,
the
most
being
in
the
Boston
Police
Department.
In
this
current
class,
we
have
around
35
individuals
that
have
gone
through
either
our
pre-academy
training
program
or
physical
fitness
meetups.
P
The
10-week
program,
as
mentioned
earlier,
is
a
program
that
prepares
people,
both
academically
and
physically
and
mentally,
to
get
through
an
academy.
It
is
something
that
we're
very
proud
of
and
that
we
want
to
continue
to
do
it.
We've
done
it
with
very
minimal
resources,
whether
through
the
city
or
the
state.
We
have
not
received
really
any
type
of
monetary
help.
We
do
Grassroots,
fundraising
and
volunteerism
through
police
officers
that
want
to
do
the
work
that
are
committed
to
going
out
there
doing
community
work
and
getting
people
prepared
to
pass.
An
academy.
P
I
will
admittedly
say
that
also
the
Boston
Police
Department
is
a
big
part
of
our
success.
Once
we
started
the
program
and
our
work
at
the
time
it
was
under
mayor
Walsh
and
commissioner
gross
I
believe
they
were
huge
Assets
in
helping
us
move
forward.
Our
first
big
event
was
when
in
2017,
when
we
first
formed
as
an
organization,
we
were
sent
to
Puerto
Rico
to
help
out
with
hurricane
Maria
efforts
in
Puerto
Rico,
and
that
was
really
the
start
of
our
organization.
P
The
Boston
police
department
has
assisted
in
many
ways
through
whether
it
be
vehicles
or
it
has
been
letting
people
come
on
duty
to
volunteer
their
time
at
a
moment.
So
it's
been,
it's
been
really
helpful
to
to
get
this
movement
going
and
I.
Think
it's
only
growing
from
here
and
most
recently,
we've
had
our
first
out-of-state
police
officer
he's
the
first
openly
gay
individual
in
Schenectady,
New
York,
so
we're
very
proud
of
that,
and
we
continue
to
help
diversify
the
police
department,
hopefully
around
the
state
and
we'll
continue
to
grow
as
best.
We
can.
A
Q
Good
afternoon
councilman
here
and
our
fellow
counselors
thank
you
for
having
me
my
name
is
Oscar
Guerrero
I'm,
a
Boston
police
officer
I've
been
with
the
Department
of
going
on
10
years,
and
you
know
I'm
Dave's
classmate,
one
of
the
things
that
you
know
councilmania.
You
know
I'll
talk
to
you
a
lens
about,
is
you
know
our
promotional
opportunities?
What
can
we
do
better
as
a
department?
Q
And
you
know
there
are
you
know
there-
are
things
that
I
that
I
that
I
know,
and
there
are
things
that
I
don't
know
you
know,
but
how
do
we
standardize
the
process
so
that
it's
Equitable
for
everybody?
You
know
and
I
know
that
one
of
the
things
that
I
had
mentioned
to
you
before
was
you
know,
weight
of
the
exams.
Why
are
we,
for
example,
weighing
so
heavily
on
subjective
portions
of
any
you
know
of
any
exam?
Q
Q
How
do
we
grade
somebody,
for
example,
you
know,
give
somebody
a
high
score
because
they
can,
you
know,
do
public
speaking
well,
but
then
throughout
the
standardized
portions
of
the
stuff
that
you
know
that
we
take
in
the
exams,
you
know
they
might
do
poorly
on.
So
that's
just
you
know.
One
of
the
big
concerns
that
I've
always
had
I've
always
wondered.
Q
You
know
how
that
affects
the
minority
population
within
the
department,
as
Dave's
mentioned,
it
goes
down
a
lot
in
terms
of
advocating
for
the
you
know,
the
Recruitment
and
and
hiring
the
minority
officers.
You
know
it
is
an
all-inclusive
program,
you
know
just
what
can
we
do
better?
And
you
know
the
same
thing
goes
as
as
far
as
the
the
disciplinary
process.
You
know
it
seems
like
many
of
our
rules
are
really
vague
and
oftentimes
I.
Q
Don't
know
how
often
you
know
where
we
may
be
disproportionately
impacted
by
some
of
these
rules
when
they're
upheld.
You
know
how
do
you?
How
do
you
judge
somebody?
You
know
for
neglected,
Duty
or
unreasonable
judgment?
You
know
we're
making
decisions
in
the
moment
and
then
somebody
can
sit
at
a
chair
and
you
know
run
20
different
scenarios
and
say
you
know
you
should
have
handled
it
this
way.
So
it's
just
one
of
the
main
concerns
that
I.
Q
You
know
that
I've
always
had
and
that
I've
always
voiced
and
you
know
going
forward
I.
You
know
I,
look
forward
to
this
process.
I
look
forward
to
learning
more
about.
You
know
how
we,
how
we
address
these
problems
and
how
they
can
help.
You
know
with
recruitment
advertention,
because
the
truth
is
is
that
people
internally
that
are
already
on
can't
trust,
how
the
department
handles
disciplinary
or
promotional
portions
of
the
you
know
the
job.
Then
how
do
we
effectively?
A
Thank
you,
Oscar
and
I
also
just
want
to
just
acknowledge
that
you
know
we
work
together
on
that
nepotism
and
favoritism
ordinance
that
we
pass
with
the
goal
of
really
trying
to
dive
into
the
favoritism
and
how
people
go
up
the
ladder,
while
people
who
are
highly
qualified
can't
and
what
we
discovered
through
that
process
is
that
some
of
the
work
that
we're
trying
to
do
happens
in
the
courts
right.
It's
like
some
people,
get
away
with
certain
things.
A
I
hope
you
and
your
family
are
well
I,
understand
you're,
having
a
hearing
today
on
the
diversity
in
BPD.
So
let
me
share
this
with
you.
The
Boston
Police
Department
is
still
operating
under
recommendations
from
the
Saint
Claire
report,
which
was
commissioned
as
a
result
of
the
Charles
Stewart
killing
his
wife
and
the
UN
and
his
unborn
child
in
the
80s.
At
the
time,
and
still
is
can
be
done,
is
anyone
regardless
of
rank,
can
serve
on
the
Command
Staff
Sinclair
report?
A
A
According
to
this
recommendation,
our
current
and
as
at
our
current
as
well
as
former
commissioner
gross,
would
never
have
had
the
opportunity
to
be
on
the
Command
Staff
or
the
commissioner,
as
well
as
most
of
the
deputies
and
superintendents
our
only
Sergeant.
Our
only
sergeants
Cox
unfortunately
continues
to
embrace
this
position
and
has
sir
and
surrounds
himself
with
former
Davis
staff.
A
Cox
recently
put
two
white
captains
in
those
positions
and
we
only
have
one
black
Captain
at
beat
two
and
there's
no
one
eligible
on
the
current
promotions
list
of
color
to
be
promoted
and
based
on
the
lawsuits
and
the
judges
scaving
comments
regarding
the
racism
and
BPD.
There
won't
be
another
exam
for
at
least
five
years.
A
This
is
an
easy
fix,
the
right
people
in
leadership,
and
you
will
see
a
change.
So
you
know
I
think
that
the
the
work
that
we're
trying
to
do
here
is,
you
know,
give
voice
to
people
who
are
really
trying
to
change
the
system
and
it's
hard
to
change
the
system
when
you're
unwilling
to
do
that
work
right.
So
my
job
as
a
city
councilor,
is
to
create
space
for
these
conversations
to
happen.
But
I
don't
want
to
have
a
conversation
about
a
conversation
because
we're
all
tired
of
it.
A
But
what
I'd
like
to
do
is
bring
us
together
to
figure
out
where
are
the
levers
of
being
able
to
move
and
what
are
some
of
the
things
that
we
can
commit
to
and
then
get
pen
to
paper
and
work
alongside
the
administration?
To
put
some
policies
in
place
that
I
think
will
resolve
some
of
these
issues
that
we're
talking
about
here
today.
That's
the
goal
of
today
and
Beyond,
so
I'd
love
to
give
Lisa
an
opportunity
to
speak
and
then
I'm
going
to
go
on
to
questions.
O
O
Commissioner,
Cox
values
diversity
along
with
experience
and
has
balanced
these
two
components
with
his
Command
Staff
50,
56
percent
of
his
Command
Staff,
is
by
Park
32
percent
of
Command
Staff
is
women.
I
would
also
like
to
point
out
that
the
class
that
is
graduating
in
October
of
this
year
is
comprised
is
one
of
the
most
Diversified
recruit
classes
for
the
Boston
Police
Department
68
of
the
classes
by
Park.
40
of
these
recruits
speak
two
or
more
languages.
O
Many
many
many
languages
and
I
want
to
point
out
that
this
class
is
comprised
of
25
female
and
75
percent
male.
We
have
worked
and
we
are
continuing
to
work
to
infuse
diversity
and
inclusion
in
our
organization.
Some
of
the
examples
that
we've
accomplished,
as
we
now
have
a
diversity
recruitment
officer.
We
have
a
Cadet
program
with
74
percent
of
our
current
Cadets,
our
BiPAP
Park.
Next
Saturday
we
are
holding
an
orientation
for,
hopefully
70
prospective
Cadet
candidates
for
our
next
class.
O
Recently
we
committed
to
a
30
by
30
commitment
so
that
by
2030
we
have
30
women
on
our
police
force
and
we
consistently,
you
know,
request
language
listless
preferences
with
civil
service,
but
it's
it's
Civil
Service,
who
determines
whether
or
not
they
give
us
a
language
list
at
the
time
that
we're
calling
for
the
Civil
Service
list.
One
thing
that
I
want
to
point
out
with
respect
to
the
academy
is
that
we
have
made
adjustments
to
the
curriculum
at
the
Academy
for
those
that
have
English
as
the
second
language
on
my
might
need
time.
O
Additional
time
for
test.
Taking
we've
also
implemented
changes
in
the
mptc
physical
Assessment
program
at
the
Academy,
which
those
changes
have
helped
the
cadets
meet
some
of
the
give
them
more
time
to
meet
the
rigorous
challenges
in
the
standards
at
the
Academy.
We
do
work
with
the
Affinity
groups,
such
as
Diego
and
manlio,
to
improve
the
culture
of
our
organization.
R
A
You
all
right
so
I
know
that
David,
you
have
a
hard
stop
and
you
know
I
know
Oscar
you're
listening
in
I'd
love
to
get
I
just
want
to
start
off
with
on
the
record.
You
know
what
are
some
of
the
recommendations
that
you'd
like
to
offer
us
here
for
consideration
and
that
I
love
for
Lisa,
just
kind
of
help
us
understand
and
translate
what
is
possible.
What's
not,
you
know
just
from
your
take.
That
would
be
great
yeah.
P
I
think,
first,
it's
important
to
note
that,
obviously
this
Administration
has
only
been
here
for
a
year
and
so
a
lot
of
the
issues
that
are
generational
right,
they've
been
happening
for
a
long
time.
Excuse
me
a
long
time
and
we
haven't
been
able
to
get
to
where
we
want
to
get
to,
because
people
have
refused
to
change.
For
example,
as
Oscar
stated
earlier,
he's
my
classmate
I've,
been
out
in
the
department
for
10
years
and
in
10
years
I've
been
able
to
been
able
to
take
one
promotional
exam.
P
Yet
you
only
have
to
take.
You
only
have
to
be
on
for
three
years,
so
I
think
something
that
definitely
needs
to
be
looked
into
is
how
often
these
promotional
exams
are
happening
right
and
I
know
that
this
is
a
constant
conversation
amongst
the
the
police
officers,
but
this
not
only
helps
people
of
color,
but
it
helps
the
entire
staff,
the
entire
morale
and
it's
something
that
I
know
that
that
the
department
can
do
moving
forward.
That's
in
my
opinion
can
be
an
easy
fix.
P
One
more
thing
is
just
being
intentional,
as
they
stated
they
had.
They
hired
a
diversity
officer
who
I've
met
and
I
think
is
very
great.
They've
been
great
at
helping
with
us
as
we're
moving
forward
with
our
new
pre-academy
training
program.
So
I
think
that
those
little
things
are
are
going
to
take
a
long
way,
but
I
think
the
biggest
thing
is:
how
do
you
build
morale
within
the
department
and
one
of
those
big
things
is
having
regular
promotional
exams?
P
Where
not
only
are
you
getting
people
of
color
to
take
the
the
exams
over
and
over,
but
everyone
in
the
department
is
really
going
to
benefit
from
that,
because
now
you're
having
officers
regularly
studying
for
the
exam
staying
updated
with
the
most
recent
promotional
practices.
Excuse
me,
criminal
law
and
constitutional
law
practices
gets
them
up
to
date
with
everything
so
I
think
just
that
as
a
starting
point,
I
think
that's
a
that's
a
good
place
to
start.
A
O
Definitely
recognize
the
need
to
have
the
promotional
exams
more
frequently.
It's
a
tremendous
amount
of
work
to
put
on
a
promotional
exam
that
we
conduct
ourselves
at
the
Boston
Police
Department.
We
actually
did
a
kickoff
just
recently
in
the
net,
the
last
couple
of
months
to
have
a
promotional
exam
with
the
expectation
of
a
promotional
exam.
Next
fall
the
end
of
September
October
time
frame.
It
will
have
an
assessment
component
to
it,
with
the
expectation
that
we'll
have
a
new
certified
list,
hopefully
in
early
2025.
O
with
that
said,
we're
trying
to
see
if
we
can
get
on
a
cycle
to
have
a
promotional
exam
every
two
three
years
and
we're
hoping
to
achieve
that.
The
last
promotional
exam
that
we
had
was
in
in
2020
prior
to
that
was
2014,
so
I
think
we're
slowly
trying
to
reach
that
goal.
We
recognize
that
there
are
some
offices
that
morale
is
low
as
a
result
of
not
having
a
frequent
promotional
exam
with
respect
to
the
detective's
exam.
We
will
be
holding
a
detective
them
on
in
the
January
of
2024.
O
A
You
Lisa
and
Oscar
just
because
you
I
hope
you're
still
here
with
us,
I
see
you
there
I'm
curious.
If
you
could
just
provide
some
guidance
around
how
do
we
how
we
can
fix
and
repair
the
disciplinary
practices
that
happen
that
prevent
people
from
being
able
to
move
up
the
ladder?
Some
of
it
is
just
all
of
who
you
know
and
I've
heard,
that
from
a
lot
of
people
that
it's
all
in
who
you
know
that,
sometimes,
if
you
she
have
conductive
behavior,
that
is
questionable.
A
There
are
other
folks
who
have
had
more
serious
infractions,
but
they've
been
able
to
manage
to
go
up
the
ladder
and
get
better
opportunities
and
police
officers
of
color
Oscar.
Do
you
have
any
insight
around
some
of
the
disc
the
disciplinary
practices
in
ways
that
we
could
potentially
repair
that
situation.
Q
I
would
say
the
the
most
I
would
say
the
most
basic
thing
we
can
do
is
you
know,
hope
for
a
or
you
know
pass
the
rules.
Is
you
know,
setting
a
timeline?
You
know
from
the
moment
you
you
know,
receive
an
internal
affairs
complaint
or
even
you
know,
the
anti-corruption
is
a
whole
other,
a
whole
another
ball
game,
but
you
know
at
least
with
internal
affairs.
Q
You
know
a
timeline
I'm
from
when
you
receive
your
complaint.
You
know
to
the
completion
of
the
investigation
to
close
that
out,
because
what
ends
up
happening
is
is
if,
if
you
have
an
open
complaint
and
you're
up
for
promotion,
you
know
your
numbers
come
up
and
your
next
on
the
list
having
an
open
complaint
with
what
Henry
you
know,
attention
needs
from
that
and
I
know
that
you
know
the
department
has
done
investigations.
Q
You
know
at
the
last
minute
so
that
officers
can,
you
know,
face
their
promotion,
but
unless
we
have
something
in
writing,
then
there's
really
nothing
to
hold
the
department
accountable.
For
that
you
know,
and
then,
as
as
far
as
as
disciplinary
actions
you
know
between
the
two
groups-
I,
don't
I,
don't
have
any
concrete
evidence
per
se
that
you
know
the
department
holds
one
person
over
another.
Q
You
know
more
heavily,
so
you
know
I
wouldn't
be
able
to
to
necessarily
say
that.
However,
you
know
we
have
seen
instances.
At
least
you
know
throughout
my
career,
or
you
know,
folks
of
certain
last
names
you
know
are
able
to
say,
share
out
their
suspension.
You
know
on
a
given
week
when
the
department
has
rescinded
personal
days
vacation
days,
you
know
and
then
to
to
be
clear.
Well,
we'll
just
go
back
to
to
the
election
of
you
know
the
last
presidential
election.
Q
You
know
particularly
that
election
week,
when
we
were
all
ordered
you
know.
However,
then
Personnel
orders
come
out
that
certain
people
were
able
to
take
their
suspensions
on
that
day.
However,
most
of
us
that
you
know
are
doing
our
job
effortlessly,
you
know
flawlessly
and
then
earned
our
vacation
times
or
had
previously
approved
vacation
time
or
previously
approved
personal
days
which
are
supposed
to
be.
You
know,
Untouchable.
You
know
rescinded
it
kind
of
sends
a
message
that
certain
people
get
preferential
treatment.
Might
might
that
not
be
the
case?
Q
A
O
When
they
take
the
civil
service
exam,
they
have
to
pay
a
250
fee.
That
200
fee
goes
right
to
the
Civil
Service,
who
comprises
the
E
portion
of
the
exam.
It
does
not
go
to
the
Boston
Police
Department,
the
detectives
exam.
We
do
charge
a
fee,
but
that
also
helps
pay
for
some
of
the
materials
250..
Even
for
the
detective.
A
I'm
just
going
to
just
make
a
recommendation
because
I've
heard
from
a
lot
of
officers
that
every
time
they,
if
you
don't
pass
it,
you
have
to
take
it
again
and
every
time
you
you
know,
you've
got
to
keep
paying
and
then
you
never
get
promoted.
I,
don't
know
if
that's
true
or
not,
but
I've
heard
from
some
people
that
they
keep
paying,
they
don't
pass,
they
don't
get
promoted
and
look
for
exaggerating
or
what.
But
that
seems
to
me
like
I,
don't
know,
can
somebody
confirm
or
deny
that
I.
P
Don't
know
that
that's
true
or
not,
but
I
so
I'll,
say
just
my
part
on
the
promotional
part.
I
know
that
manlio
did
sued
some
years
ago
for
racist
practices
on
the
test
and
I
think
all
in
all.
We
can
agree
at
least
I
I
believe
that
the
majority
of
the
department
that
are
at
least
police
officers
right
they
can
agree
that
it
is
a
test
that
can
be
better
right
on
how
it's
structured,
but
I.
P
Think
a
big
part
of
what's
missing
from
this
conversation
is
how
much
effort
you're
putting
into
studying
now
I'll,
admittedly
say
that
the
first
time
I
took
the
detective's
exam.
I
failed,
but
I
didn't
put
in
the
effort.
Yet
the
second
time
around
I
put
a
lot
of
effort
in
and
I
was
successful.
So
I
do
agree
that,
from
a
monetary
standpoint,
I
don't
agree
that
it
should
be
something
that
we
need
to
pay
for.
I.
Think
it's
something
that
the
department
can
put
on
on
its
own.
P
We
have
a
lot
of
intelligent
people
that
run
the
department
and
I
think
it's
stepping
away
from
the
Civil
Service
to
create
our
own
tests
and
our
best
practice
and
find
a
third
party
to
potentially
run
that
test
for
us.
That
could
that's
something
that
we
could
do,
but
the
other
side
of
it
is
if
people
don't
pass
I'm
just
going
to
be
be
very
honest.
They
just
didn't
put
in
the
time.
A
A
R
I
I
just
want
to
make
it
clear
that
I
mean
we
get
proposals
from
different
companies
that
are
professionals
and
they
they
analyze
all
the
job
requirements
and
I
know
that
the
Bureau
of
administrative
and
Technology
do
a
lot
of
work
into
that
so
that
we
don't
have
future
lawsuits.
You
know
what
I
mean
it
basically
running
from
the
lessons
in
the
past,
so
we
hire
companies
to
to
present
the
tests
in
a
manner
that's
fair
to
everybody.
R
A
O
Questions
so
I
just
want
to
speak
to
the
the
promotional
exam
that
we
had
in
2020
2020.
Just
to
let
you
know
the
structure
of
the
exam
is
we
went
out
for
an
RFP.
We
had
several
vendors
respond
to
our
RFP
I
want
to
point
out
that
these
are
exam
administrators
they're
outside
the
Boston
Police
Department
they're,
very
well,
seasoned
professionals,
many
of
them
professors
scientists.
O
Basically
they
they
do
a
lot
of
research,
particularly
with
disparity
to
make
sure
that
the
tests
are
graded
fairly,
that
the
balance
between
the
TK
or
the
technical
knowledge
exam
and
the
assessment
component
is
weighted
fairly.
In
fact,
in
2020
there
was
a
push
to
to
take
the
percentage
down
on
the
technical
knowledge,
exam
and
bump
up
the
percentage
of
the
assessment
exam
to
give
everybody
a
fair
playing
field.
I
do
want
to
commend
the
folks
at
the
BPD
who
ran
the
the
promotional
exam
in
2020.
It
was
under
a
very
difficult
circumstance.
O
A
P
Ultimately,
like
you
want
to
come
up
with
multiple
different
scenarios,
where
you
come,
you
can
come
back,
I,
I
think
to
maybe
a
survey,
the
police
officers
and
see
what
best
works
for
them.
Police
officers
are
more
than
more
often
than
not
are
not
auditory
Learners
or
visual
Learners
they're
kinesthetic
Learners
right
they
learn
and
do
they
learn
by
action.
Yet
the
way
that
we
want
our
officers
to
learn
is
strictly
by
reading
and
writing,
which
is
not
always
going
to
be
you're
not
going
to
get
the
best
result.
P
The
people
that
will
be
most
successful
in
those
scenarios
are
people
that
have
always
done
well
in
school
now,
admittedly,
again
I've
never
been
great
in
school.
I've
always
struggled
and
I
took
a
lot
of
effort
to
study
hard
for
this
promotional
exam.
Now,
although
rules,
regs
and
and
facts,
that's
all
very
important.
P
You
should
know
all
that
information,
but
I
feel
that
there's
different
ways
to
test
on
whether
or
not
you're
knowledgeable
in
that
material,
so
I
think
learning
or
finding
different
ways,
whether
it's
three
different
tests
that
you
guys
feel
that
you
could
potentially
move
forward
with
in
the
next
couple
of
years.
I
think
that
that's
something
to
look
into
so
that
the
people
that
are
taking
the
exam
are
benefiting
not
only
from
the
test
right,
but
the
material
that's
being
learned
rather,
but
then
are
doing
it
to
their
own
success
right
and
I.
Think.
A
O
I
mean
real
quickly.
That
was
the
point
of
going
instead
of
an
80
20
exam,
which
was
80
percent
technical
knowledge,
which
is
just
basically
coloring
the
bubbles
that
we've
taken
all
for
like
exams
throughout
high
school
and
college.
To
move
to
the
assessment.
I
will
say
that
the
last
exam
you
know,
the
TK
knowledge
exam
might
have
been
higher
for
the
sergeants
and
the
assessment
Senate
might
have
been
waited
a
little
bit
less.
O
The
percentage
of
the
technical
knowledge
decrease
because
their
their
seasoned
professionals
as
they
grow
throughout
their
career
and
the
assessment
component
becomes
more
important
because
they
are
the
leaders,
the
managers
of
the
department
and
they're,
the
ones
that
are
going
to
get
the
scenarios
they're
the
writing
samples,
but,
and
so
we're,
and
we're
doing
that
through
all
the
study
that
the
exam
administrators
do
throughout
the
country.
I.
A
M
M
R
M
M
P
M
P
So
I
think
that
the
best
thing
that
the
department
can
do
is
support
her
in
whatever
way
that
they
can
so
that
she
can
be
successful,
whether
that's
with
more
staff
or
more
resources,
whatever
it
may
be.
I
think,
ultimately,
that's
that's.
How
we
make
this
more
successful
and
then
obviously
bring
her
into
those
meetings
with
that
committee
that
exists.
M
C
R
That,
while
staff,
the
the
recruit
recruitment
for
the
next
recruit
class
and
right
and
and
she
building
on
the
success
of
Michael
gas
Gaskin
has
made
a
difference
already
I
mean
we
can
see
the
change
in
our
Cadet
numbers.
We
can
see
the
change
in
our
current
recruit
class,
and
hopefully
the
next
one
which
is
going
to
be
coming
up
is,
is
just
as
good
I
think.
We
have
to
remember
that
this
is
sort
of
a
process.
R
Is
that
they're
going
to
give
an
exam
that
is
sort
of
fair
and
and
and
non-discriminatory?
That's
why
we
have
we
hire
the
Outside
Agency
in
in
the
last
test,
which
was
in
2020
as
Lisa
brought
up.
You
mean
if
the
first
exam
that
we've
sort
of
given
that
hasn't
been
the
subject
of
a
lawsuit.
You
know
what
I
mean,
so
we
are
as
a
department
learning
from
our
mistakes
in
the
past
and
I'm
excited
to
be
part
of
a
department.
M
All
right
and
then
one
of
my
last
questions
is:
does
the
Boston
Police
Department
have
a
discipline
Matrix
and
then
also?
How
have
we
seen?
No
I
know
other
large
cities.
You
know
police
departments
like
NYPD
in
Denver,
Denver
PDD,
you
know,
have
you
know
this,
this
strategy
in
place
and
what
it
takes
out
of
you
know
the
conversation
is
you
know,
biases
and
disciplinary
actions.
Is
that
something
that
you
know
the
Boston
Police
Department?
Is
you
know
looking
to
do
it
and
then
also
love
to
hear
from
David?
R
We
do
we
do
had.
We
had
a
sort
of
a
committee
to
to
sort
of
develop
a
disciplined
Matrix
and
a
lot
of
it
was
based
on,
like
I,
said
from
New
York,
and
you
know
the
New
York
Matrix
is
well
over
200
Pages,
it's
it's
almost.
We
we,
as
we
were
sort
of
trying
to
decide
which
Matrix,
if
we
do
go
with
it,
to
go
with
a
simplified
one.
A
complex
one
and
part
of
the
problem
is,
is
that
you
can't
really?
P
Everybody
no
problem,
no
I,
I
I'm.
Sorry
I
was
just
going
to
say
that
I
don't
really
want
to
speak
on
this
I.
Don't
I'm,
not
privy
to
the
same
information
that
they
are
being
a
police
officer.
Those
green
folder
meetings.
I
can't
attend
so
for
me
to
give
a
statement
on
that.
Just
I
feel
like
I.
Don't
have
enough
facts
to
to
do
that.
Thank
you.
Thank.
A
You
David
I'm,
going
to
go
to
counselor,
Anderson
and
I
will
just
say
before
we
transition
I
am
going
to
keep
this
hearing
in
committee
and
one
of
the
things
that
I'm
going
to
do
is
a
deeper
dive
into
having
a
better
understanding
of
how
that
committee
is
working
and
what
we
can
do
to
strengthen
it.
Because,
again,
the
budget
season
is
coming
down
the
pipeline.
If
there's
a
way
for
us
to
strengthen
that
committee
right
now,
as
one
person
and
they're
just
doing
recruitment,
there
needs
to
be
some
more
support.
She's
doing
a
lot.
H
Thank
you,
madam
chair.
Thank
you
to
the
panelists.
Thank
you
so
much
for
your
work
and
it
is
a
tough
conversation
or
challenging
when
we're
talking
directly
to
the
people
that
are
with
the
people
that
are
doing
the
work
that
we're
complaining
about.
So
please
in
advance,
take
my
questions
just
as
the
platform
to
be
able
to
get
some
answers
so
that
we
can
make
progress
beyond
what
you've
already
working
on.
O
H
H
O
H
O
No,
but
we're
trying
to
to
diversify
that
by
heavily
recruiting,
which
we
probably
need
the
help
of
City
councils
here
to
also
recruit
for
us
to
actually
enable
us
into
constituents
how
how
all
the
good
works
at
the
Boston
police
do.
I
think
that
not
only
is
the
city
of
Boston,
but
municipalities
throughout
the
state
throughout
the
country
are
hurting
for
police
officers,
because
not
many
people
want
to
become
police
officers
right
now
and
we're
doing
you
know
we're
trying
very
hard
to
do
recruitment
efforts
from
job
fairs.
O
H
A
H
Thank
you
and
so
I
guess.
My
question
is
transitions
to
some
to
what
possible
David
could
possibly
respond
to,
and
so
I
heard
some
of
your
I
hear
that
you
have
a
staff
that
hires
and
David
I've
heard
that
about
your
program
and
what
you
do
and
if
we
have
a
problem
which
sounds
like
we
all
agree
that
we
have
a
problem.
H
We
need
the
problem,
I
think
the
problem
is
that
we're
not
diverse
and
inclusive
enough.
Not
yet,
and
we
the
goal
is
to
get
more
diverse
and
inclusive
and
so
immediately
I
think
about
you,
know
Solutions,
and
we
all
do
right
like
that's
what
you're
doing.
That's
literally
what
you're
doing,
and
so,
if
you're,
if
you
say
to
me,
include
the
the
including
city
council,
legislative
body
to
support
with
recruiting,
then
I
would
ask
you
know
it.
Has
there
been
any
efforts?
P
So
the
the
yes
or
no
is
yes,
there
is
our
program.
Does
just
that.
So
our
program,
although
is
our
organization,
rather
is
built
up
of
several
programs,
one
of
the
programs
being
the
pre-academy
training
program,
as
I
stated
earlier,
but
part
of
what
makes
our
organ
our
program
successful.
Is
that
Beyond
them
finishing
our
program?
We
continue
to
Mentor
them
throughout
their
careers.
P
Excuse
me,
the
police
officers
that
are
involved
with
my
organization
are
oftentimes,
looking
to
give
back
in
a
number
of
different
ways
and
get
connected
with
the
community.
So
anyone
that's
interested
in
becoming
a
police
officer.
They
come
through
our
program
and
we
help
guide
them
from
the
moment.
They
start
with
our
program
to
whenever
they
feel
that
they
know.
H
P
P
They
figure
out
whether
or
not
it
is
for
them
and
if
they
decide
during
our
program
that
it
is
not
for
them,
we
happily
return
their
money
to
them,
and
then
now
we
have
an
advocate
for
us
as
police
officers
in
the
community
right
and
so
we're
building
relationships
to
with
these
individuals
that
are
now
voices
for
us
as
police
officers
that
are
oftentimes
doing
the
right
thing,
especially
here
in
Boston.
We
have
a
lot
of
police
officers
that
are
going
above
and
beyond
in
a
number
of
different
ways.
C
P
P
H
A
H
O
The
detective's
exam
is
what
they
call
a
career
review
board
where
the
officer
presents
his
resume
and
the
accomplishments
that
he
has
done
during
his
career
at
the
Boston
Police
Department.
As
a
police
officer,
the
the
assessment
component
of
the
promotional
exam
consists
of
two
parts.
One
is
a
writing
portion
which
they
call
the
in
basket
and
then
there's
also
the
oral
portion
which
is
going
through
a
situation
situational.
R
O
H
O
Oral
is
done
by
an
outside
panel
of
assessors
from
other
municipalities
outside
the
state
they're,
usually
a
panel
of
three
panels,
and,
depending
on
the
number
of
people
that
are
going
through,
that
process
will
determine
the
amount
of
pianos
of
assessors
that
we
have
to
obtain.
Is
it
recorded?
No,
it's
not
I
do
want
to
point
out,
though,
in
2020
the
oral
boards
were
recorded
only
for
the
purpose
that
the
assessment
was
done.
Virtually
got.
O
H
Okay
and
then
so
there's
this
one
staff
that
is
currently
working
on
diversity
and
I
know
that
you're
doing
as
much
as
you
can.
You
can
only
graduate
so
many
people
in
Academy.
You
have
funds
to
do
that,
but
you
can
only
graduate
so
many
people
in
Academy
I
believe
that
part
of
the
reason
why
the
job
is
not
attractive
is
because
he
doesn't
pay
enough.
You
couldn't
pay
me
to
risk
my
life
for
seventy
thousand
dollars
or
whatever
the
beginning
rate
is.
Do
you
know
what
the
beginning
rate
is
again?
H
Yeah
so
I
mean
these
young
generation.
Nowadays
they
see
jobs
over
100
easily
and
they're,
not
saying
I
want
to
be
a
officer
to
risk
my
life,
possibly
put
myself
in
danger
and
be
possibly,
you
know,
deal
with
an
animosity
on
a
daily
basis
and
Trauma
for
seventy
five
thousand.
Seventy
thousand
dollars
I'm
not
going
to
advise
my
children
on
career
path.
H
Like
hey,
you
know
you
should
think
about
being
an
officer
at
70
000
with
all
of
this
thing
that
you
have
to
deal
with
right
and
so
then
forced
to
one
over
time
and
two
you
have
to,
because
how
are
you
going
to
live
in
Boston?
You
have
to
have
about
eighty
thousand
dollars
to
survive,
Boston's,
rent
you're
mandated
to
live
in
Boston
and
plus.
H
Then
you
have
to
explain
all
this
like
flag
job
issues
that
are
coming
up
right
with,
like
all
of
this
advocacy
on
moving
the
jobs
and
okay
I'm
not
going
to
make
enough
money.
I
have
to
force
myself
to
or
work
overtime
like
I'm
working,
two
jobs
just
to
survive
living
in
a
place
in
a
mandated,
and
so
that
in
itself
is
not
attractive
and
I.
Think
policies
need
to
change.
H
I
look
forward
to,
hopefully
doesn't
go
to
arbitration,
but
if
it
does
I
look
forward
to
seeing
what
the
contract
looks
like,
because
just
to
be
honest
right,
if
I'm,
if
I'm
to
have
a
conversation
with
you
about
accountability,
about
service
and
I,
say
hey,
you
know
what
police
needs
reform.
You
were
like
yeah,
cultural
competency,
maybe
some
Mental,
Health
Training,
whatever,
and
also
mental
health,
self-care
right
you'll
be
like
yeah
I,
agree
with
you,
but
then
that's
fine.
H
We
can
have
that
conversation,
but
we
also
have
to
have
the
honest
conversation
about
what
are
we
paying
people
to
serve
in
as
as
public
servants,
but
all
as
as
Public
Safety
right
so
I?
That
is
my
position
and
I
will
continue
to
advocate
for
reform
and
other
ways
of
looking
at.
You
know,
flag
jobs
and
stuff
like
that,
but
we
can't
do
that
until
we
figure
the
stuff
out
first.
H
A
A
You
know
I,
think
and
especially
as
I
continue
to
grow
in
this
role.
Right,
I
I
think
that
we
have
a
unique
moment
here
in
the
city
of
Boston
right,
because
people
have
been
screaming
and
fighting
for
things
to
be
different,
and
what
I
have
learned
is
that
the
way
that
people,
both
on
both
sides
believe
we're
going
to
get
there
is
by
targeting
and
attacking
each
other
in
terms
of
like
give
it
a
please?
Oh
no,
we
need
more
police
right
like
that.
That's
the
wrong
conversation
right!
A
I
really
do
think
that,
in
order
for
us
to
really
13
City
councils
to
get
to
where
we
need
to
be,
we
have
to
talk
about.
How
do
we
meet
the
moment
because
the
political
climate,
especially
around
a
racial,
you
know
and
diversity
issues
are
real
and
what
does?
What
would
that
look
like?
Because
we
have
a
committee,
it's
one
person,
who's
holding
a
lot.
You
know
where
we
have
programs
who
are
outside
of
the
the
official
construct
that
are
really
doing
a
lot
of
great
programming,
Diego
mamlio.
A
There
are
a
lot
of
other
groups
outside
of
BPD
that
are
really
working
towards
reform
and
I.
Think
at
some
point
everyone
should
be
having
the
same
conversation
right,
because
otherwise
we
are
just
going
to
keep
speaking
in
circles,
so
I'm
encouraged
by
the
fact
that
we
were
able
to
come
together,
but
at
some
point
to
counselor
Anderson's
point
in
terms
of
the
budget.
The
fact
that
we
have
Diego
who
has
great
programming
and
that
BPD
is
that
you
know
there's
no,
there
hasn't
been
any
conversations
about
supporting
that
program.
A
I
think
it's
worth
exploring.
Why?
Right?
Not
that
you
have
to
answer
it
today,
but
these
are
the
sort
of
things
that
I
think
about,
because
if
people
are
doing
the
work
who
are
living
the
realities
and
they're
coming
out
of
their
own
pocket
to
create
the
type
of
environment
where
you
can
foster
that
type
of
leadership,
development
and
yes,
there's
the
academy
and
there's
other
things
that
you
all
have.
A
R
Something
yeah
he
does
great
work
and
and
a
lot
of
the
Affinity
groups
do
really
great
work.
I
also
want
to
make
sure
that
we're,
including
the
cadet
program,
which
is
the
department
program,
it's
a
great
program
that
other
agencies
are
following
the
fire
departments.
Following
the
cadet
program,
the
state
police
is
following
after
that
program.
A
very
Community
engagement
does
a
lot
of
work
with
with
kids
to
encourage
them
either
to
be
familiar
with
the
police
department
or
become
police
officers.
We
have
a
Junior
Academy.
We
have
a
women
in
blue
program.
R
That's
worked
within
the
department,
so
I
agree,
I
mean
all
of
all.
The
different
groups
should
be
working
together
on
a
unified
sort
of
front
and
helping,
as
as
we
can,
but
I
don't
want
to
undercut
the
Department's
effort,
especially
at
the
Bureau
of
community
engagement,
the
cadet
program,
the
women
in
blue
program,
that
that
Department
support
and
and
does
so
I
just
want
to
make
sure
that
we
would
play
on
that
and
but
you're
right.
R
A
Those
ranks
and
I
think
that
that
is
why
we're
here,
right
and
then
I
also
would
just
like
to
uplift-
is
that
you
know
what
what
I'm
curious
about
and
also
concerned.
Is
that
just
the
there's
a
lot
of
work
to
do
and
I
I'm
just
going
to
encourage
us
to
continue
to
push
ourselves
in
the
direction
that
we
could
do
that
work,
but
I
am
I.
A
A
But
if
I
have
the
privilege
of
working
with
you
throughout
this
process,
I
would
really
love
to
figure
out
how
we
repair
the
harm
and
how
do
we
create
a
budget
that
is
really
going
to
help
address
some
of
these
racial
Equity
issues,
because
I
think
that
for
me,
when
it
comes
to
the
budget,
I'm
always
going
to
fight
hard
for
racial
equity
and
I
do
so
unapologetically.
So
I,
don't
it's
not
about
having
a
problem
with
your
budget?
A
It's
always
making
sure
that
we're
being
fair
that
we're
being
Equitable
that
we're
thinking
about
how
we're
going
to
repair
the
harm
whatever
that
harm
looks
like.
So
that's
what
I'm,
looking
more
for
out
of
our
opportunities
to
have
these
trust
building
exercises
that
I
have
managed
to
have
with
BPS
I
love
to
extend
that
to
you
all
as
well,
because
we
have
to
start
modeling
the
behavior
that
we
want
our
community
to
to
have.
So,
if
I'm
willing
to
do
that.
I
hope
that
you
all
will
meet
me
halfway
in
doing
that.
A
It's
an
invitation,
it's
an
invitation
and
it's
a
public
one.
So
that
is
on
the
record
that
I
really
do
believe
that
we
all
have
to
start
really
putting
our
political
differences
to
the
side
and
putting
the
work
in
our
people.
Centered
and
I
think
that
that
takes
a
lot
of
courage
and
a
lot
of
vulnerability,
even
on
my
part,
because
I
haven't
been
on
that
side
and
I
think
that
if
the
best
policy
makers
and
the
best
leaders
are
able
to
have
conversations
with
people,
they
don't
agree
with
right.
A
Just
because
we
are
not
on
the
same
page
about
how
we
get.
There
doesn't
necessarily
mean
that
we
can't
have
a
conversation,
because
you
can
learn
from
me
and
I
can
learn
from
you
and
ultimately,
we
all
grow
in
that
way.
Right
and
that's
what
I
want
more
of
from
you
all,
like
I,
really
want
you
all
to
really
stretch
yourselves
and
and
put
yourselves
in
spaces
that
make
you
feel
uncomfortable,
because
it's
good
it's
healthy
and
it's
important
and
I
think
that
I've
in
my
last
three
years,
I
mean
I've
grown
significantly
and
I.
A
M
M
O
We
we
are
looking
at.
You
know
consistently
having
exit
interviews
because
I
think
we'll
learn
from
those
exit
interviews
as
to
why
people
are
leaving
I
I.
Think
that
where
a
lot
of
people
are
leaving
also
for
opportunity,
sometimes
I
think
the
residency
might
be
a
little
bit
of
a
challenge
for
us
at
the
Boston
Retirement
Board,
one
of
our
I
mean
Boston
Police
Department,
but
one
of
the
recruiting
references
that
we're
doing
is
we're
heavily
recruiting
for
our
offices,
but
at
the
same
time
we
are
recruiting
for
our
civilians.
O
So
hey,
if
becoming
a
police
officer,
might
not
be
few.
These
are
some
opportunities
that
you
might
have
on
the
civilian
side.
So
when
our
recruiting
officer
goes
out,
she
actually
one
of
one
of
our
HR
Specialists,
goes
out
with
her
and
he's
a
former
Cadet
and
he's
actually
working
on
the
age
side
civilian
side,
so
he
can
bring
both
both
points
to
the
table
and
just
to
get
our
recruiting
office
on
our
civilian
side.
To
be
honest,
it's
been
tough.
M
O
I
mean
the
the
lowest
I
would
I'd
say,
like
would
start
at
a
scale
and
we,
the
scale,
would
start
like
a
step
two
step
one
depending
on
what
collective
bargaining
agreement
would
stop,
maybe
at
like
37
000,
but
that
range
would
be
like
37
up
to
56
000,
and
we
would
put
you
at
that
step
depending
on
your
skill,
set
education
and
experience.
But
then
there
are
some
higher
level
management
jobs
that
pay.
You
know
well
into
the
eighty
thousand.
Ninety
thousand
and
some
over
the
hundred
thousand
dollar
range.
O
C
O
M
O
Obviously,
we
have
many
civilian
vacancies
right
now
we
we're
big
Believers
of
trying
to
promote
from
within
you
know
and
because
you
know
these
grades
and
steps
are
tied
to
like
the
various
grades
within
the
collective
bargaining
agreement.
Promotion
is
by
posting
out
and
looking
for
a
higher
paying
job
within
the
department,
but
it
also
would
provide
more
opportunity
for
that
individual
as
well.
C
Q
Madam,
chair
I
just
want
to
say
thank
you
so
much
for
giving
me
this
opportunity
to
be
a
part
of
this
process
and
I
again.
I
always
I,
look
forward
to
working
with
you.
Thank
you
to
Deputy,
superintendent
and
Lisa
for
also
taking
time
out
of
the
day
to
join
us
in
this.
You
know
in
this
tough
conversation.
It's
not
easy!
Thank
you.
So
much.
A
A
A
S
Oh
good
evening,
can
you
hear
me:
my
name
is
Andre
King
I
am
an
educator
and
school
Committee
Member
I'm,
based
down
on
the
cape,
so
I'm
coming
from
Barnstable,
but
I
want
to.
Thank
you,
madam
chair,
for
having
this
hearing
it's
invaluable,
because
many
of
the
experiences
of
our
Educators
in
Boston
are
actually
happening
down
here
on
the
cape,
and
people
might
not
recognize
that
our
student
diversity
here
in
Barnstable
is
45,
so
it's
almost
equivalent
to
where
you
are
in
the
Boston
Public
Schools.
S
Unfortunately,
our
educator
diversity
is
at
about
seven
percent
in
Barnstable,
so
that's
lower
than
the
state
average
of
eight
percent
and
many
districts
are
not
even
at
three
percent
in
terms
of
their
educator
diversity,
and
so
it's
an
issue
that
we're
working
on
thoughts
and
prayers
aren't
helping
the
situation,
as
many
of
your
panelists
have
alluded
to,
and
we
we
need
to.
We
need
to
get
moving
on
this.
They
say
the
price
of
Liberty
is
eternal
vigilance,
I
believe
that
was
a
statement
by
one
of
our
founding
fathers,
so
Madam
chair.
S
So
so.
Thank
you,
madam
chair,
for
for
having
this
event
I.
Personally
again
as
an
educator
and
school
Committee
Member
in
Barnstable
I
learned
a
tremendous
amount
in
terms
of
what's
being
done
and
what
can
be
done,
but
the
bottom
line
is
I
know.
My
time
is
coming
up.
I
I
talk,
but
you'll
cut
me
off.
Of
course,
we
all
do
better
when
we
all
do
better.
S
So
Massachusetts
leads
the
nation
in
public
education,
because
we
recognize
that
educator
diversity
is
essential
and
it
raises
the
outcomes
for
all
students,
not
just
specifically
students
of
color,
and
it's
not
just
the
academic
achievement.
There's
reduced
discipline
right
A
lot
of
times.
You
know
we
see
people
become
involved
and
when
things
don't
go
right,
that's
when
sometimes
we
engage,
but
when
the
workforce
reflects
the
community,
not
only
are
students
achieving
more,
but
the
process
is
a
lot
more
seamless,
and
so
it's
just
a
no-brainer.
S
But
again
and
again
we
we
need
to
have
these
hearing
to
have
this
discussion
to
move
the
ball
forward
and
that
that's
the
only
way
it's
going
to
happen
so
I
know
my
time
is
coming
up.
Thank
you,
madam
chair,
for
the
opportunity
to
be
here
I've.
Given
me
a
lot
of
resources
and
again
this
is
something
that's
happening
in
Boston,
but
there
are
many
communities
Statewide
that
need
the
spotlight
and
that
need
the
resources
and
support.
Thank
you
so
much
thank.
A
J
Give
you
two
minutes.
Thank
you,
Mike
heischmann.
Thank
you.
So
much
active
in
a
group
called
beija,
Boston
education,
Justice,
Alliance,
I,
live
in
to
Rochester
I
am
a
whistleblower
and
I'll.
Explain
that
in
a
minute.
Thank
you
for
starting
off
this
hearing
by
asking
for
truth,
not
statistics,
as
you
can
see
from
the
school
department
and
the
superintendent,
you
got
statistics
not
truth,
but
I
think
the
truth
has
been
exposed.
J
in
August.
We
got
this
letter
that
you
know
about,
and
that
letter
was
not
shared
to
the
public
by
the
superintendent
of
the
schools
in
October
I
and
two
others
whistle
are
whistleblowers.
We
expose
the
letter
and
all
these
many
months,
I've
testified.
We
thought
that
the
letter
was
the
purpose
of
the
investigation
and
it
turns
out
that
there
was
a
a
another
letter
by
one
person.
J
It'd
be
interesting
for
the
city
council
to
ask
and
find
out
whatever
happened
to
that
person
and
at
the
end
we
get
this
report
which
I
call
the
racist
cover-up
and
it's
not
the
basis.
The
August
letter
was
not
the
basis
of
the
investigation
and
we
were
deliberately
misinformed
by
the
superintendents
for
almost
a
year
now,
it's
another
word
for
deliberately
misinformed
and
that's
called
lie
to
a
couple
quick
things:
disrespect.
J
Those
educators,
the
members
of
the
retired
Educators,
who
wrote
the
letter
have
been
disrespected,
the
school
system
has
been
harmed,
children
have
been
harmed,
you
have
been
disrespected,
Tanya
was
absolutely
right.
It's
like
turning
up
and
saying
we're
all
going
to
be
here
till
345.,
okay,
you
have
been
disrespectful
to
to,
and
the
racist
cover-up
has
continued
I
hope
you're
going
to
continue
to
dig
and
counselor
May
counselor.
Thank
you.
J
A
You
Mike
really
do
appreciate
you
waiting
so
patiently
to
to
speak
as
well.
So
happy
you
had
an
opportunity
to
get
your
voice
on
the
record
and
I
think
you're,
absolutely
right.
When
we
walk
into
these
spaces
and
places,
we
want
to
make
sure
that
people
know
that
we're
listening
to
them
and
not
just
in
a
transactional
manner,
but
that
we're
actually
listening
to
learn
and
that
we're
doing
something
with
what
we
learn
right
and
I.