►
From YouTube: Committee on Government Operations on March 8, 2022
Description
Docket #0259 - Ordinance Amending City of Boston Code, Ordinances, Chapter XV, Section X and Establishing the Boston Fair Chance Act
A
A
I'm
going
to
give
the
ones
who
are
here
already,
because
some
of
them
will
be
showing
up
later,
they'll
go
at
the
end,
but
the
ones
that
are
here
already
I'd
like
to
give
them
their
two
minutes
before
we
go
into
the
panels.
So
that
folks
are
fully
aware
of.
You
know
the
need
for
this
and
why
we're
trying
to
do
this
before
we
start
to
answer
questions
on
it,
and
so
I'm
going
to
go
to
them.
A
B
Yeah,
thank
you
counselor
arroyo.
I
also
just
wanted
to
note
that
our
colleague,
counselor
liz
braden,
is
also
has
joined
us,
so
just
wanted
to
let
you
know.
We
see
you
and
appreciate
you
being
here.
So
thank
you
to
the
chair
for
co-sponsoring
this
ordinance
and
for
working
so
closely
with
our
office
to
get
this
hearing
off
the
ground.
You
know
for
nearly
a
year
or
so
now
our
office
has
been
working
and
hearing
from
city
employees
from
acro
across
all
different
types
of
departments
and
each
time
we
meet
with
them.
B
We
hear
the
same
story
over
and
over
and
over
again
employees
of
color,
some
who
have
been
serving
our
city
for
the
past
30
years
have
been
routinely
denied
opportunities
for
career
advancement
in
hearings.
We
have
asked
questions
to
numerous
departments
as
to
why
they
do
not
have
more
of
a
diverse
workforce
and
each
time
we
ask
this
question,
we
hear
a
similar
response
that
the
talent
just
isn't
there
after
meeting
with
countless
workers
of
color,
each
of
whom
have
demonstrated
their
expertise,
their
passion
and
their
commitment
to
the
city.
B
It
is
clear
that
the
talent
is
there,
but
we're
just
not
utilizing
it.
That
is
why
our
boston,
fair
chance
act,
is
designed
to
do
just
that.
The
fair
chance
act
formally
codifies
a
chief
diversity
position,
who
will
work
with
all
city
agencies
to
develop
a
detailed
plan
for
hiring
minority
employees,
women,
employees,
lgbtq
plus
employees
and
employees
with
disabilities,
a
detailed
plan
for
promotion
of
said
employees,
a
detailed
plan
for
improving
workplace
culture,
preventing
harassment
and
intimidation
and
bullying,
and
a
detailed
plan
for
disseminating
this
information
to
cover
employees.
B
The
chief
diversity
officer
will
also
take
steps
to
ensure
that
opportunities
for
nepotism
or
workpl
workplace
discrimination
are
eliminated.
This
is
a
moment
for
us
to
realize
that
the
true
talent
that
we
have
in
our
city
and
to
level
the
playing
field
for
employees
who
have
been
working
hard
to
serve
our
city
for
decades.
I
look
forward
to
this
hearing
and
moving
forward
with
this
ordinance,
and
I
just
really
want
to
before.
I
turn
it
over
to
counselor.
B
But
I
just
want
to
thank
you
all
for
trusting
our
office
in
this
journey
and
recognizing
that
if
we
work
collaboratively
with
the
administration
that
we'll
be
able
to
get
at
the
deep
causes
of
of
the
systemic
issue
that
has
plagued
us
for
far
too
long.
So
so
thank
you
to
you
all
for
for
trusting
our
office
in
this
process
and
for
stepping
up
to
tell
your
stories.
Thank
you.
C
C
Diversity
it'll,
add
to
the
professionalism
and
make
our
city
stronger
and
healthier.
So
it's
something
something
I
I
support.
I'm
glad
we're
working
together
working
closely
with
the
mayor's
office
on
this,
and
just
want
to
highlight
that
I
have.
I
have
the
opportunity
to
have
one
of
the
most
diverse
staffs
on
the
boston
city
council,
and
I
always
say
that
is
there's
a
lot
of
great
talent
in
this
city,
and
it
takes
all
of
us
to
to
identify
the
talent
to
bring
that
talent
into
city
hall
and
allow
allow
them
to
be
decision.
C
A
D
Thank
you
chair
for
this
ordinance.
I
also
want
to
thank
fellow
colleague
city
councilor,
julia
mejia,
for
this
ordinance,
which
is
long
overdue.
In
addressing
the
issues
of
meritocracy
and
of
promotion
among
our
boston
city
workers
we
have
as
a
city,
we
have
an
obligation
not
only
to
ensure
that
hirings
and
promotions
are
merit-based,
but
also
that
they're,
equitable
and
representative
of
the
diversity
of
our
city.
D
So
many
of
the
folks,
especially
including
the
panelists,
have
given
so
much
of
their
career
and
their
time
to
the
city
only
to
be
jumped
over
for
promotions
only
to
not
be
invested
in
in
their
professional
development.
So
I'm
really
excited
that
we're
having
this
conversation,
because
when
we're
talking
about
the
racial
wealth
gap,
there
are
many
factors
to
that
and
a
big
part
of
it
is
employment
as
well
and
and
and
salary
parity,
which
often
comes
through
advancement
and
avenues
to
continue
on
and
be
promoted.
D
A
E
So
thank
you
and
thank
you
for
holding
this
hearing,
I'm
looking
forward
to
listening
to
the
panelists
and
being
part
of
this
conversation
and
definitely
support
making
sure
that
we
have
pathways
for
not
just
entry-level
employment
but
advancement
here
in
city
hall,
but
across
the
city.
So
an
advocate
for
this
and
looking
forward
to
the
conversation.
So
thank
you
very
much.
A
Thank
you,
counselor
bach,
and
I
just
want
to
tell
folks
of
the
attendees
who
have
signed
up
for
public
comment.
If
you
would
like
to
go
at
the
beginning
of
the
hearing,
please
raise
your
yellow
hands.
If
you're
willing
and
ready
to
wait
till
the
end,
then
you
don't
have
to
do
that.
But
if
you
are
there
we
go.
I
see
people
raise
their
hands
so
folks
are
going
counselor
lara,
followed
by
councillor
braden,
followed
by
council
rep.
G
Thank
you
chair.
I
want
to
say
thank
you
to
councillor
mejia
and
council
arroyo
for
sponsoring
this
ordinance.
When
I
worked
at
the
boston
public
health
commission,
we
were
at
the
tail
end
of
a
10-year
process,
to
shift
our
internal
policies
and
practices
to
ensure
that
they
were
in
alignment
with
racial
justice
values,
and
this
came
from
an
internal
audit
that
gave
us
similar
data
to
the
one
that
we
have
here
on
city
hall
in
terms
of
inequities
and
promotions
and
pay
scales.
G
So
one
I
want
to
offer
that
this
is
doable,
that
we
have
a
proof
of
concept
from
other
city
government
agencies
on
what
it
looks
like
to
really
put
racial
justice
at
the
forefront
and
to
say
that
this
is
just
the
beginning
of
what
will
be
a
long
process
to
ensure
that
not
only
the
work
that
we
do,
but
how
we
do.
Our
work
inside
of
city
hall
is
in
alignment
with
our
values
as
a
city.
So
I'm
excited
to
hear
from
folks
and
ask
questions
during
this
hearing.
Thank
you.
I
Thank
you
chair
and
thank
you
to
councilman
for
bringing
this
important
topic
forward
and
I'm
here
for
the
conversation.
I
think
this
is
a
very
important
issue,
making
sure
that
we
use
all
of
our
city
tools
to
help
in
economic
mobility
of
for
everyone
here
in
the
city
of
boston.
So
I'm
excited
for
this
conversation.
A
Thank
you,
councilworld
and
so
to
be
clear.
We
have
folks
in
the
attendees
section
that
will
be
on
the
second
panel.
You
will
speak
as
part
of
the
second
panel
after
the
administration.
We
have
folks
signed
up
for
public
comment
who
are
not
part
of
a
panel
right
now.
I
only
see
hector
matthias
with
his
hand.
A
Up,
I
see
terence
williams
is
here,
but
I'm
not
sure
if
he
would
like
to
speak
at
this
time
or
at
the
end
of
the
at
the
end
of
the
hearing,
and
so
if
you
would
prefer
to
speak
at
the
end
of
the
hearing,
mr
williams,
you
can
leave
your
hand
down,
but
at
this
time
I
just
want
to
let
hector
machias
go
first
and
get
his
two
minutes
of
public
comment
before
we
go
to
the
administration.
So
all
right,
mr
mahesh,
we'll
make
sure
we
send
that
to
you.
B
A
J
Thank
you
so
much
arroyo,
I
am
my
name-
is
hector
mahesh
I've
been
working
for
the
city
for
20
plus
years.
I'm
a
latino
employee
and
my
complaint
with
what's
going
on,
is
that
in
the
years
that
I've
been
working
with
the
city,
I
have
yet
to
see
a
latino
supervisor
hold
the
position
there.
I
have
yet
to
see
a
latino
that
has
the
qualifications,
the
leadership
skills,
to
help
the
city
move
forward
as
the
slogan
that
they
use
moving
forward.
J
You
know
they
they
continue
to
use
their
their
their
backdoor
ways
or
their
bad
mannerisms
to
make
employees
not
want
to
work
here.
On
top
of
that,
they
call
this
people
opportunity,
but
in
reality
there
is
no
equal
opportunity,
because
if
I
go
into
an
interview
with
20
plus
years
and
experience
they
turn
around
and
they
give
it
the
precision
to
an
individual
with
six
months
to
a
year.
Just
because
of
he's
a
friend
of
the
person,
that's
interviewing
you
and
they
turn
around
and
they
use
the
hr.
J
When
you
follow
grievance
or
you
end
up
using
legal
representation,
that's
unnecessary
when
you
should
just
did
the
right
thing
in
the
first
place.
On
top
of
that,
you
have
people
like
patricia
casey,
head
of
hr.
You
have
people
like
michael
bro,
whatever
he's
calling
himself
now,
chief
administrator
or
whatever
it
is
now
or
you
have
people
like
danny
knees,
assistant,
superintendent
or
norman
parks,
an
african-american
assistant
superintendent.
J
J
How
do
you
tell
someone
that
that's
sitting
there
in
front
of
you
in
an
interview
that
you're
wasting
your
time
interviewing
when
you
bring
all
the
qualifications
that
they're
looking
for,
and
sometimes
even
more,
it's
heartbroken
to
know
that
latinos
and
also
other
african-americans
are
being
treated
like
this?
It's
sad
to
know
that
these
same
individuals
they
make
their
decisions
upon
the
power
that
they
hold
upon
their
own
feelings
in
their.
J
J
Knowing
that
hr
protects
them-
and
it's
just
sad
to
me,
it's
it's
a
it's
a
horrible
way
to
have
to
come
to
work
feeling
that
way,
knowing
that
anything
that
they
say
anything
that
they
do,
they
can
get
away
with
it.
The
same
as
the
promotions,
whether
you
qualify,
you
don't
qualify,
it
doesn't
matter
what
color
shape
size.
You
are,
if
you're,
not
part
of
their
clique
they're,
just
gonna
evolve.
You
they're
gonna
blackball
as
simple
as
that,
and
it's
a
hurtful
feeling,
and
basically
that's
basically
what
I
have
to
say.
A
Thank
you
for
coming,
mr
mahesh.
I'm
sorry
that
you're
experiencing
that
I
can't
even
imagine,
but
I
thank
you
for
taking
the
time
to
be
here
and
share
that
and
encourage
that
you've
shown
today.
You
can
stay
for
the
hearing.
We're
gonna
move
you
back
to
the
to
the
attendee
room,
so
you
can
hear
the
hearing,
but
thank
you
for
sharing
your
truth.
I
appreciate
you.
Thank
you.
A
B
Yes,
thank
you,
so
this
came
in
for
from
a
police
officer
and
I'm
just
going
to
read
it.
Thank
you
all
for
allowing
me
to
submit
my
statement
for
the
record
on
behalf
of
this
ordinance.
I
have
been
a
police
officer
for
the
bpd
for
the
past
eight
years
and
I've
called
boston
quote
unquote
home
for
the
past
31
years
I
earned
my
associate's
degree
for
paralegal
studies
from
mass
bay
community
college
and
a
master's
degree
in
criminal
justice
from
bridgewater
state
barriers
and
police.
B
Promotional
opportunities
exist
largely
due
to
the
fact
that
promotions
seem
to
be
based
on
either,
who
you
know
quote
unquote
or
familial
ties
rather
than
merits.
This
reality
is
no
secret
if
anyone
needs
proof
of
the
influence
that
family
ties
has
on
promotions
within
the
bpd.
Take
a
look
at
past
and
current
promotional
lists
and
compare
the
last
names
on
those
lists
to
the
last
names
of
those
that
any
that
held
any
supervisor
managerial
or
command
staff.
Titles.
B
When
I
ambitiously
took
the
most
recent
promotional
test
for
a
police
sergeant,
it
was
my
understanding
that
the
promotional
process
would
be
fair
and
transparent,
but
what
occurred
post-exam
was
far
from
it.
This
process
has
fallen
short
of
my
expectations
due
largely
to
the
method
at
weight,
distribute
distribution
of
exam
component.
Instead
of
using
a
standardized
objective
method,
the
bpd
uses
subjective
methods
to
grade
and
place
most
of
the
weight
on
those
portions.
B
To
further
add
salt
to
injury,
I
requested
through
civil
service
and
the
bpd
examiner
administrator
and
was
denied
access
to
a
breakdown
of
the
scores
of
each
individual
component
that
made
up
the
overall
score.
This
breakdown
would
be
transparent,
a
transparent
way
of
keeping
track
of
who
and
how
certain
individuals
are
ranked
and
promoted.
B
Instead,
we
are
simply
provided
a
list
that
contains
our
rank
on
the
list
and
expected
to
blindly
trust
the
process,
while
the
score
or
a
protocol
standard
civil
service,
promotional
exam
may
have
numerous
issues.
In
terms
of
where
am
I
in
in
terms
where
am
I?
Oh,
my
god,
I
lost
my
space
in
terms
of
high
of
how
high
scores
translate
into
actual
supervisory
abilities.
It
does
not.
It
does
call
for
a
completely
objective
assessment,
since
the
current
process
has
take
has
steps
that
involve
completely
subjective
assessments.
B
It
is
very
important
that
this
include
how
promotions
are
made
and,
ultimately
how
the
department
is
managed.
This
level
of
transparency
will
also
benefit
officers
promoted
to
supervisory
positions,
who
have
family
or
fall
into
who
you
know
category.
The
relative
of
a
current
supervisor
could
easily
validate
their
promotion
by
having
high
scores
on
all
areas
of
assessment.
B
It
would
be
hard
to
argue
with
the
qualifications
of
a
candidate
who
had
a
very
high
score
on
the
objective
portion
and
the
subjective
portion.
Of
course.
Without
this
transparency,
the
subjective
portion
of
the
assessment
will
raise
questions
for
the
merits
of
a
candidate's
promotional
eligibility
in
cases
where
they
did
score
poorly
or
the
written
exam
and
very
well
on
the
subjective.
B
B
In
closing,
I
support
the
passage
of
this
ordinance
because
it
serves
as
a
guiding
point
a
reminder
that
officers
of
all
backgrounds
need
to
be
afforded
equal
opportunities
for
promotions
through
a
fair
and
transparent
process.
While
such
an
ordinance
by
itself
may
not
break
the
glass
ceiling
combined
with
other
thoughtful
and
deliberate
action
from
this
council,
it
has
the
ability
to
completely
shatter
those
barriers
that
folks
of
color
face
every
day
in
the
work
place,
and
this
was
submitted
by
oscar
guerrero,
who
is
a
high
park
district
5
resident.
A
Thank
you,
and
so
with
that
I'm
going
to
go
to
the
administration
and
then
we'll
follow
it
up.
With
the
panel
of
advocates
for
the
administration,
we
have
chief
manager,
solis
cervera
here
from
the
office
office
of
equity
and
inclusion
and
chiefs
of
from
the
office
of
economic
development.
I
don't
know
what
order
or
how
you'd
like
to
present,
but
the
floor
is
yours
until
you
seated
back
for
questions
from
the
counselors,
so
thank
you
both.
K
K
I
also
want
to
thank
the
different
individuals
who
have
already
spoken
and
the
ones
that
will
be
speaking,
I'm
looking
forward
to
what
you'll
be
teaching
me
and
what
I
can,
what
we
can
do
in
partnership
alongside
you
and
the
and
the
council.
My
name
is
maria
angeli
and
I'm
the
chief
of
equity
and
inclusion.
I
want
to
say
before
I
share
anything
with
regards
to
the
job.
I
just
want
to
say
that
I
am,
I
see
you
and
I
feel
you.
K
I
am
the
daughter
of
latino
parents
who
have
often
been
overlooked,
or
just
straight
up,
neglected
for
any
form
of
promotional
opportunities
in
their
roles,
simply
because
to
what
was
said
earlier,
the
skills
weren't
there
I
also
as
now
of
working
professional.
I
also
recognized
that
the
opportunities
just
weren't
presented
to
them
and
that
they
also
weren't
offer
any
form
of
training
or
coaching.
So
I
hear
you
and
I'm
really
grateful
for
your
courage
and
speaking
up
today
with
alongside
the
council.
K
And
so
you
know
when
we
think
about
the
mission
of
this
cabinet
is
really
thinking
about
the
opportunity
gaps
that
we
need
to
close
and
what
are
our
responsibilities
in
every
single
department
to
ensure
that
we
are
doing
that,
whether
that's
hiring
practices,
standardizing
our
promotional
processes
etc?
To
closing
the
race
wealth
gap,
which
you
know,
chief
eduard,
can
speak
more
on.
K
L
But
you
know
discrimination
and
retaliation
that
we're
hearing
about
today
is,
of
course,
reprehensible
and
contrary
to
the
work
that
all
of
us
are
working
together
to
do,
particularly
as
it
relates
to
creating
opportunities
to
build
generational
wealth,
which
is
part
of
the
vision
of
our
cabinet
in
economic
opportunity
and
inclusion.
Counselor
bach
actually
mentioned
earlier
the
importance
of
the
path
to
the
middle
class,
and
I
have
to
say
that
there
were
two
ways
that
many
people,
many
families
found
their
way
into
the
middle
class.
L
One
was
the
gi
bill
and
the
other
was
work
within
their
local
or
state
government.
We
know
that
there
are
generations
of
families
that
have
had
opportunities
to
work
in
local
and
state
government
to
be
promoted
and
excel
within
local
and
state
government,
and
that's
how
their
families
have
either
made
their
way
to
or
remained
in
the
middle
class
or
exceeded
being
in
the
middle
class.
And
so
one
of
the
reasons
that
many
people
of
color
many
women
are
not
able
to
break.
L
That
barrier
is
because
of
the
lack
of
opportunities,
the
lack
of
access
to
these
opportunities,
and
so
this
is
an
important
conversation
again
to
have
out
loud.
Many
of
these
conversations
happen
in
community
spaces,
where
all
of
us
are
around
family
and
friends.
They
happen
at
the
kitchen
table,
and
so
I
want
to
thank
the
council
for
having
this
be
an
official
conversation
to
talk
about
how
we
truly
address
this
discrimination
prevents
all
of
our
communities
from
from
being
able
to
achieve
their
true
potential.
L
L
So
while
I
look
forward
to
the
questions
that
the
council
will
ask,
I
more
so,
like
all
of
you,
I'm
looking
forward
to
hearing
from
members
of
the
public
to
hear
their
testimony
and
look
forward
to
the
working
sessions
where
we
can
work
together
to
address
some
of
the
questions
that
you'll
raise
today.
So
thank
you
all
very
much.
A
B
Counselor
arroyo,
I
just
wanted
to
be
a
little
bit
disruptive
here,
really
quick
and
I'm
curious
if
you'd
be
willing
to
allow
the
folks
who
are
the
second
panel
to
to
go
first
and
allow
at
least
a
few
of
those
voices
to
be
heard
before
we
dive
into
questions.
Because
I
do
believe
that,
based
on
some
of
the
things
that
we
may
hear
it
might
help
inform
some
of
the
questions
that
my
colleagues
may
have.
B
A
L
A
Okay,
fantastic,
and
so
I
guess
the
question
is
we
have
anybody
who
has
a
specific
question
at
this
moment
for
sagan?
I
don't
see
any
hands
for
that
all
right,
and
so
in
that,
in
that
case,
if
we
have
our
second
panel
here,
if
you
can
let
them
in
and
then
we'll
go
right
through
the
second
panel
to
questions.
B
A
Okay,
so
we're
being
joined
by
jeffrey
lopes,
the
president
of
memileo
jerome
hargrove,
the
president
of
local,
lodge
100,
boston,
water
and
sewer
commission,
daryl
hingenbottom,
the
president
of
vulcans
and
I
believe,
dennis
bynum
is
present
from
emts,
and
so
I'm
gonna,
let
you
all
go
in
an
order
here.
I'm
gonna
start
with
mr
lopes,
the
president
of
manlao,
if
you're,
if
you're
able
to
unmute
and
go
and
then
we'll
we'll
go
through
there,
mr
higginbottom
you'll
be
next,
so
you
can
prepare.
M
Awesome
am
I
good
to
go
yes,
okay,
great!
Thank
you
so
good
morning,
members
of
the
boston
city
council,
special
thanks
to
council
arroyo,
house
of
mejia
for
being
the
sponsors
of
this
bill.
I
thank
you
all
for
giving
me
this
time
to
testify
this
morning
on
this
very
important
issue.
I'd
like
to
also
begin
by.
M
You
know
emphasizing
that
I'm
testifying
today
as
president
of
mam
leo
and
not
as
a
representative
of
the
city
of
boston,
the
question
about
what
fair
chances
and
opportunities
mean
for
black
and
brown
city
employees
has
been
around
for
decades.
In
fact,
leo
was
founded
because
fair,
fair,
fair
practices
and
fair
chances
did
not
exist
for
those
who
did
not
identify
as
white.
You
know
we're
asking
the
city
council,
as
well
as
the
mayor's
office,
to
approach
equity
and
inclusion
with
a
holistic
perspective,
not
just
to
check
a
box.
M
This
is
not
about
the
traditional
meaning
of
what
nepotism
is
where
nepotism
is
about:
taking
care
of
family
and
friends.
It's
about
challenging
the
city
and
changing
the
faces
of
what
leadership
looks
like
and
how
it's
reflective
within
our
city
departments.
It
means
focusing
on
removing
the
continued
exclusion
of
black
and
brown
people
from
leadership
positions
in
the
city
of
boston,
especially
in
the
boston
police
department,
for
example,
in
the
boston
police
department.
We
are
about
34.5
percent
of
the
workforce
identifies
by
far
the
rank
of
captain
only
includes
8.7
percent
of
bypoc
individuals.
M
The
rank
of
captain
are
district
commanders
who
are
in
charge
of
commanding
local
districts
that
represent
our
local
neighborhood
stations,
for
the
rank
of
captain
detective,
not
one
person
of
bipark
identification
is
represent,
is
represented
in
that
rank
for
the
rank
of
lieutenant.
Only
one
bipod
individual
is
represented
within
that
category,
for
the
rank
of
lieutenant
detective,
only
two
are
represented
and
for
the
rank
of
sergeant,
only
15.6
percent
of
bypoc
individuals
are
represented.
Now
this
is
just
to
name
a
few
of
the
supervisory
ranks.
M
You
know
this
means
really
taking
politics
out
of
hiring
promotion
and
movement
to
specialize
units
within
the
police
department.
We
all
understand
that
the
police
department
is
a
department
of
the
city,
but
there
is
too
much
political
influence
in
how
business
is
conducted
within
the
police
department.
It
means
looking
at
the
department's
strengths
and
asking
why
are
specialized
units
who
engage
the
most
with
the
community.
M
Even
after
securing
a
victory.
The
city
continued
to
fight
extending
the
time
that
those
officers
saw
justice
for
those
unfair
practices.
Very
little
has
changed
since
then
in
the
promotional
testing
process,
and
some
of
those
same
issues
remain
today.
In
fact,
the
department's
strengths
reflect
that
we
have
a
serious
disparity
when
it
comes
to
superior
officer.
Ranks
promotions
remain
to
be
done
by
seniority
when
promotional
bans
are
reached.
M
Despite
the
disparities
in
the
and
the
department's
ability
to
promote
members
of
color
and
fema
and
women
representation,
family
members
have
sued
as
a
result
of
this
of
a
discriminatory
drug
test,
a
lawsuit
that
was
won
despite
winning
that
suit.
There
are
members
who
are
who
are
wrongfully
terminated
who
have
not
received
their
settlement,
and
the
city
continues
to
fight
this
and
has
not
reached
an
agreement
with
manlio
and
those
officers
that
sued
the
city.
M
This
is
a
legal
battle
that
took
over
a
decade,
and
members
are
still
waiting
for
the
city
to
do
the
right
thing.
We
continue
to
highlight
the
disparities
that
exist
and
discipline
and
challenge
the
city
to
look
into
disciplinary
practices,
as
members
of
color
in
the
city
in
the
city
of
boston,
police
department
continue
to
be
disproportionately
disciplined.
M
I
came
into
government
because
I
have
a
concept
and
lived
experience
to
make
change
focused
on
creating
portals
of
equity.
We
need
true
advancement
for
people
of
color,
not
putting
temporary
fixes
on
permanent
problems.
We
must
continue
to
garnish
allies
in
the
space
to
make
changes
that
will
impact
the
generations
to
come
every
time
it
appears
that
we
are
making
progress.
We
are
quickly
reminded
that
the
progress
is
only
temporary,
depending
on
who
the
leadership
is.
We
have
city
cabinet
level,
positions
and
city
departments
that
are
looking
into
diversity,
equity
inclusion.
M
However,
organizations
such
as
manual
have
never
heard
from
these
organizations.
We've
never
had
conversations
with
these
organizations,
despite
lawsuits
that
have
been
filed
despite
case
law
and
precedent
that
has
been
filed.
None
of
these
organizations
care
about
our
issues.
It
oftentimes
appears
that
the
police
department
operates
differently
than
the
city
of
boston.
When
we
are
a
core
component
of
the
city
of
boston,
it
should
reflect
the
city
of
boston
and
our
issues
should
be
taken
into
consideration
and
spread
as
president
of
manlio.
I
really
urge
the
city
council
to
really
look
into
these
issues.
M
A
N
N
I've
been
on
the
department
since
98
and
just
like
dr
lope
said,
I'm
representing
the
views
of
the
boston
society
of
balkans
and
not
the
fire
department,
I'm
also
a
captain
on
a
fire
department
at
hyde
park.
Thank
you
to
the
city
council,
especially
council
mejia,
for
inviting
us
and
council
arroyo
for
sponsoring
the
bill,
and
I
look
forward
to
working
with
the
council
on
these
matters
and
future
matters.
N
N
N
Black
and
brown
at
that
point
consisted
of
about
40
plus
percent
close
to
parity
with
the
city
of
the
fire
department.
Now
we're
down
to
about
28,
the
city
is
still
increasing:
50
plus
percent
of
people
of
color
according
to
the
2021
vfd
demographics,
there's
1471
personnel,
72
percent
of
white
19,
black
8
latinx,
one
percent
18.
N
In
2018,
we
found
that
90
percent
of
the
new
hires
were
white
men
and
since
the
end
of
the
quarter
consent
decree,
the
black
and
brown
communities
are
losing
significant
economic
opportunities.
Public
safety
careers
are
some
of
the
most
well-paid
that
translates
to
to
rank
and
it's
a
quality
of
life.
N
Average
so
I'll
just
like
to
identify
that
the
economic
loss
that
we're
seeing
2021
city
of
boston
data,
the
average
salary
of
firefighters,
which
is
the
first
rank,
is
157
000
right
and
you
translate
that
to
the
data
of
the
demographics
and
each
rank
that
increases
incrementally
lieutenant
182
000,
captain
188
000
district
chief
228
000,
deputy
chief
270
000
economic
loss.
We
address
this
council
on
the
same
problem.
N
Well,
over
a
decade
ago,
I've
sat
in
front
of
councillor
yancey
turner,
presley,
flaherty
and
yoon,
just
to
name
a
few,
and
so
this
fair
chance
act
gives
the
ability
to
identify
the
problem
with
accurate
demographics.
It's
even
hard
to
get
the
demographic
data
from
the
department
at
times
we're
still
waiting
on
the
most
recent.
N
The
fair
chance
act
is
important,
since
it
requires
that
chief
diversity
officer
to
provide
a
quarterly
and
an
annual
report
with
details
and
figures
document
in
progress
towards
the
diversity
goals.
Civil
service
preferences
create
unintended
consequences
that
limit
diversity.
Of
course,
we've
heard
all
the
reasons
why
the
city
of
boston
lags
in
progressive
hiring
policies
and
there's
a
lack
of
transparency
in
hiring,
which
I
heard
in
the
letter
from
the
police
officer
earlier
so
outside
of
just
identifying
the
problems:
the
boston
vulcans.
N
We
have
worked
with
several
agencies,
especially
the
lawyers
for
civil
rights,
to
identify
solutions
to
the
problems.
It
must
be
intentional
right,
so
we
can't
just
hope
that
things
happen.
It
must
be
intentional.
In
2017,
the
metropolitan
area
planning
council,
their
report
identified
boston's
struggles
with
job
disparity,
disparity
and
noted
in
the
ordinance
for
boston,
fair
chance
act.
N
The
same
reason.
The
report
also
noted
that
disparity
in
jobs
income
is
reduced
with
specific
policy
changes
such
as
state
laws,
city
laws,
ordinances
policies.
So
in
2011
myself
and
the
past
president
captain
rachael
johnson,
we
testified
on
behalf
of
the
city,
which
is
the
former
commissioner
of
fraser
to
advocate
for
language
preference.
This
is
one
of
the
solutions
that
we
identified
within
the
current
civil
service
law
that
can
be
used
in
the
first
time
the
bfd
ever
used
that
policy,
after
winning
at
the
civil
service
level.
N
The
human
resource
division
argued
that
veterans,
preference
and
language
preference
should
be
used
to
complement
one
another.
It's
not
a
dichotomy,
it
doesn't
have
to
be
either
or
you
can.
You
can
have
both
this
language.
Preference
policy
has
the
direct
effect
on
increasing
the
number
of
several
groups,
like
asians
haitian
creole,
k,
verdians
and
spanish
speakers.
N
N
N
These
people
will
be
promoted
by
merit,
which
is
their
test
scores.
It's
a
merit-based
promotion,
it's
not
appointed
and
it's
also
time
sensitive.
Also
at
the
deputy
chief
level,
we
have
zero
of
18
deputy
cheese
and
there's
an
opportunity
that
there's
going
to
be
a
change
in
the
command
staff.
If
promoted
within
the
fire
department,
we
could
get
one
black
district
chief
promoted
to
the
commands
to
the
command
staff.
It's
a
deputy,
so
the
true
reform
really
needs
the
civil
service
reform.
These
are
the
reasons
that
we've
been
told
all
along.
N
N
O
O
I
watched
my
mother
struggle
to
raise
us
properly
and
to
make
sure
that
we
had
skills
sketch
skill
sets
that
would
take
us
further
than
she
could
go.
My
mother
placed
us
in
the
metro
school
program
because
she
thought
education
somewhere
else
other
than
boston
may
give
us
an
edge
to
strive
for
excellence
in
our
lives.
O
P
P
I
had
more
supervisory
experience
and
experience
in
dealing
with
department
issues
than
any
of
the
people
that
he
promoted,
and
so
basically
I
mean
we
have
a.
We
have
quite
a
few
issues.
Internal
politics
like
just
about
every
department
has
we
have
a
we've
had
issues
and
we
still
do
have
issues
in
terms
of
equity
and
quality,
particularly
in
terms
of
hiring.
We
have
horrible
horrible
issues
in
terms
of
promotions.
P
I've
made
light
of
it.
I've
I've
made
actually
quite
a
bit
of
stink
about
it
in
the
last
promotional
hiring
the
chief
and
I
get
along
very
well,
but
he
knows
I
am
a
stickler
for
accountability,
particularly
in
when
you're
a
manager
when
you're
running
an
apartment.
I
am
a
stickler
for
diversity.
One
of
the
biggest
problems
that
we
have
in
this
country
now
is
the
lack
of
diversity.
P
That's
what's
killing
us
this
country
and
until
every
department
and
everybody
realizes
that
as
a
whole,
we're
gonna
work
better
together
than
being
a
part
so,
and
I'm
just
gonna,
give
you
some
brief
numbers,
and
this
is
how
long
I've
been
involved
in
this
process,
and
this
this
goes
back,
probably
a
little
bit
before
2015-ish
or
so
that
I
wrote
to
mayor
walsh.
I
got
him
involved
to
try
to
get
him
involved.
P
I've
written
through
the
intro
mayor
cheney,
in
terms
of
my
position
and
in
terms
of
the
issues
that
we
have
within
the
department
to
try
and
get
the
city
involved.
This
is
essentially
exactly
where
you
guys
need
to
be
involved
in
to
make
sure
that
we
have
better
ways
in
trying
to
manage
these
issues.
I
mean
these
are
some
core
issues
that
the
city
really
needs
to
be
addressing
and
I'm
glad
to
see,
there's
some
type
of
forum
here
where
we
can
address
those
issues
so
very
quickly.
This
is
again.
P
P
P
We
not
five
of
them
are
black
one,
latin
female
and
out
of
the
five
that
are
black.
We
have
two
female
two
black
females,
which
is
a
lot
better,
we've
improved,
and
I
I
like
to
think
that
I
had
a
lot
to
do
with
that,
because
I
was
on
the
case
in
terms
of
our
captains,
though
we
can
certainly
do
better.
P
There
were
a
whole
lot
of
issues
in
terms
of
where
we
are
in
the
apartment
where
we're
gonna
go,
but
I
will
say
this:
I
really
do
think
that
the
city
needs
to
be
a
lot
more
involved,
particularly
ems
and
well.
I
shouldn't
say
that
in
all
of
our
in
police,
fire
and
ems,
because
we
have
a
lot
of
issues
and
listen-
I
I
like
our
chief,
but
our
chief
is,
is
great.
P
Our
promotional
process
is
horrible.
Just
to
give
you
a
quick
quick
example:
the
lieutenants
have
to
take
a
written
and
practical
exam
superintendents
just
take
a
they
just
have
a
essentially
a
an
interview
and
may
have
to
do
an
essay,
so
I
mean
those
these
are
guys
who
are
in
a
higher
position,
but
have
to
do
less
in
order
to
get
the
position.
P
So
I
I
I
realize
some
of
this
may
be
contractual,
but
it
certainly
can
be
worked
out
and
addressed.
So
again,
we've
got
a
lot
of
issues
and
I
appreciate
the
opportunity
to
be
able
to.
I
mention
a
lot
of
what
goes
on
here
at
boston
ems
and
I
won't
get
into
any
other
in
to
other
things,
any
other
things.
I've
left
quite
a
bit
of
literature,
for
you
guys
to
look
over
presented
to
you
guys,
you
can
look
over.
You
can
see
where
I've
come
from.
P
A
Thank
you,
mr
bynum.
I'm
gonna
go
now
to
the
counselors
starting
with
counselor
mejia
and
then
in
order
of
arrival,
your
questions
can
be
for
the
administration
or
this
panel.
I
will
just
ask
there's
a
number
of
attendees
who
have
not
signed
up
on
our
official
sign
up
list
for
giving
public
testimony.
If
you
can
please
email,
michelle.a,
goldberg,
that's
m-I-c-h-e-l-l-e
dot,
a
dot
goldberg
g-o-l-d-b-e-r-g
at
boston.gov,
so
we
can
put
you
on
our
official
public
testimony
list.
So
if
you
are
sitting
the
attendees,
please
email
michelle.a.goldberg
boston.gov.
B
Yeah,
thank
you
and
thank
you
again
to
all
of
our
panelists
for
sharing
your
truth
and
and
bringing
to
light
your
experiences.
This
is
the
only
way
we're
going
to
move
the
work
forward
if
people
are
willing
to
do
just
what
you
did
today.
So
thank
you
for
that.
I
just
have
two
questions
because
I
know
we
have
a
lot
of
our
council
colleagues
and
more
public
testimonies.
So
I'll
be
brief.
B
So
when
it's,
your
turn
is
given
each
of
your
lived
experiences.
Do
you
feel
like
this
ordinance
addresses
some
of
the
difficulties
and
discrimination
that
you
have
experienced
and
if
you
could
design
a
process
that
allows
for
hard-working
employees
such
as
yourself
to
be
promoted
without
discriminatory
practices?
What
would
that
look
like?
So
that's
the
questions
for
the
advocates,
if
you
can
think
about
that,
so
you
can
share.
That
would
be
great
and
I'd
love
to
hear
from
the
administration.
First.
K
Yes,
the
first
question
I'll
answer
to
the
best
of
my
ability.
I
am
my
understanding
of
what
the
diversity
office's
office
sorry
was
doing
prior
to
the
woo
administration
were
threefold
and
I'm
sure
I'm
missing
a
lot
of
context
here,
but
they
were
doing
work
around
the
cadet
program
and
something
that
I'm
glad
that
I
was
brought
in
today.
Something
that
I'm
hoping
to
do
is
start
communicating
with
folks
outside
of
the
city
hall
building
as
well.
K
So
we
can
start
thinking
about
what
are
some
of
those
projects
that
we
need
to
pick
up
and
like
run
with,
especially
for
the
ones
that
you've
named
are
sort
of
high
impact,
low,
low,
lift,
also
just
dashboard
that
sorry,
the
diversity
dashboard
that
was
created
a
couple
of
years
years
ago.
My
understanding
is
that
that
came
from
the
diversity
office
as
well.
It
has
been
kept
up
by
jewitt
by
the
department
of
information
technology
and
also
what
is
housed
currently
under
the
diversity
office.
K
Are
the
employee
resource
groups
that,
due
to
the
pandemic
and
a
couple
other
in
the
transitions
last
year,
are
just
now
starting
to
kick
off
and
we
are
hoping
to
move
that
work
forward?
Your
second
question,
any
feedback
to
the
current
ordinance
is
that
what
you
not
feedback?
I
I
am
looking
forward
to
engaging
in
an
encounter
in
a
dialogue
about
this.
I
think
one
thing
that
I
can
talk
about
already
is
you
know
our
vision
is.
This
is
more
like
a
midterm.
K
And
so
I'm
one
thing
that
I'm
going
to
be
asking
a
lot
about
is
like.
How
can
we
work
together
to
make
sure
that
you
know
in
asking
about
your
quarterly
reports?
What
are
some
of
the
benchmarks
that
you
actually
want
to
see,
etc,
but
no
feedback?
Yet
I
think
it's
it's
very
aligned
to
to
one
at
least
one
of
the
tools
that
we're
going
to
use
as
a
cabinet
moving
forward.
A
B
B
Why
don't
we
go,
then,
if
I'm
gonna
have
to
call
people
out
I'll
I'll
dr
lopes,
if
you
could
give
me
some
thoughts
around,
you
know
what
you're,
what
you're
thinking
about
the
way
the
ordinance
is
written?
Does
it
address
some
of
the
difficulties
and
discrimination
ubix?
You
know
that
you
and
your
colleagues
have
experienced
and
if
you
could
design
a
process
that
allows
for
hard-working
employees
such
as
yourself
to
be
promoted
without
discriminatory
practices,
what
would
that
look
like
would
just
love
to
get
some
feedback
from
some
of
the
advocates.
M
M
The
ordnance
doesn't
really
talk
about
how
we
really
come
back,
come
together
as
a
collective
to
address
some
of
these
issues,
and
it
oftentimes
appears
that
everyone
is
operating
on
different
silos,
and
I
want
to
appreciate
you
counseling
right
here
for
your
leadership,
because
you
recently
brought
all
of
the
different
departments
together
to
have
a
conversation
and
all
of
our
respective
departments
are
going
through
the
same
exact
issues
in
terms
of
diversity.
At
conclusion,
and
that's
what
we're
not
talking
about
everyone's
operating
on
our
own
little
silos
and
having
these
conversations
independently.
M
But
how
does
city
hall
make
sure
that
we're
all
having
those
conversations
as
a
multi-disciplinary
team
to
address
them
as
a
collective
versus
independent
conversation?
So
that's
what
I'd
like
to
see
more
out
of
the
bill
is:
how
do
we
come
together
as
a
city
as
a
whole
city
and
not
independently,
as
prospective
departments
in
terms
of
promotional
opportunities?
I'd
really
like
us
to
really
go
back
and
look
like
look
at
in
the
boston
police
department.
M
Our
promotions
are,
are
historically,
have
been
done
based
on
exams,
but
those
exams
do
not
determine
whether
or
not
you
get
promoted.
You
know
they
have
assessment,
centers
and
education
experience
and
all
those
other
additional
components
that
add
additional
points
to
exams.
What
we
fail
to
realize
is
that
oftentimes
there
are
there's
double
dipping
in
terms
of
access
to
points
or
there's
other
opportunities
that
oftentimes
people
of
color
don't
even
know
about.
M
Until
we
take
the
exam
that
you
could
get
additional
points
from
a
b
c
and
d,
one
of
the
things
that
you
know
I
propose
to
the
civil
service
is
really
looking
at
new
york
civil
service
law.
New
york,
civil
service
law
only
allows
veteran
preference
to
be
used
either
upon
hiring
or
upon
promotional,
because
what
we've
seen
is
well.
While
we
want
to
make
sure
that
veterans
get
preference,
the
other
preference
categories
do
not
get
additional
points
on
promotional
practice
exams.
M
So,
while
the
veterans
will
give
points
to
join
the
profession
and
also
get
points
to
promote
the
other
preferences
that
people
receive
when
they
get
on
a
job
such
as
language,
preference,
cadet
preference,
those
are
not
factored
into
your
promotional
opportunities.
So
it
appears
that
in
certain
categories,
people
are
getting
preference
on
hiring
as
well
as
on
promotion,
while
others
only
will
get
maybe
preference
on
upon
hiring
but
not
on
promotion.
B
C
Thank
you.
Thank
you,
mr
chair,
and
it
was
the
opportunity
over
the
over
the
weekend
to
see
dr
lopes
at
the
memorial
service
for
the
superintendent
celester
over
morningstar
baptist
church.
It's
good.
It
was
good
to
see
him
and
in
other
in
other
police
offices
as
well.
So
I
guess
my
my
question
to
to
dr
lopes
and
I
want
to
want
to
thank
meme
leo
for
the
important
work
that
they
do.
C
But
are
there
any
other
unique
ways
that
we're
able
to
consider
promoting
promoting
offices
that
other
cities
might
be
doing
something
that
we
might
want
to
look
at?
We
might
want
to
study.
We
might
want
to
include
just
want
to
see
what
your
thoughts
might
be.
Certainly
we
we
don't
have
all
the
answers
here
in
boston,
but
it's
also
important
to
look
around
to
see
what
other,
what
other
people
are
doing,
and
that
might
be
a
way
for
us
to
at
least
at
least
study
a
couple
options.
M
Absolutely
and
I'd
like
to
begin
by,
you
know
thanking
you,
council,
president,
for
your
leadership,
but
also
for
you
know,
for
stopping
by
the
services
of
the
retired
deputy
celeste,
who
was
a
founding
member
of
leona.
Thank
you
for
your
leadership,
as
well
as
your
father
mayor
flynn,
for
his
leadership
in
advancing
diversity,
equity,
inclusion
issues
here
for
the
boston
police
department.
I
think
that
we
have
to
look
at
you
know
again.
We
we
create
language
lists
to
recruit
more
people
of
color
who
speak
different
languages
to
represent
the
city
of
boston.
M
Maybe
that's
something
that
we
do
for
promotional
practice
as
well.
Looking
at
identifying
different
diversity
categories
that
we
really
need
to
hire
to
meet
our
strengths
and
our
goals
within
the
police
department
and
creating
separate
lists
to
say,
hey,
we
need
to
we
need
these
categories
need
to
be
filled.
That's
something.
That'll
have
to
be
done
through
civil
service,
so
similar
to
our
recruitment
practices
where
we
could
certify
language
lists
or
lists
for
other
categories.
I
think
that's
something
we
could
do
and
I
think
other
police
departments
have
done
that.
M
M
You
know,
within
the
police
department,
there's
a
lack
of
professional
development,
so
oftentimes
people
who
go
take
these
exams
are
not
prepared
to
take
the
exams
because
they
don't
know
the
process,
and
you
have
people
who
have
generational
legacies
within
the
police
department
who
overwhelmingly
do
do
better
because
their
families
have
that
experience
so
before
they
even
get
the
walk
in
the
door
to
take
the
exam.
They
already
know
what
to
expect
when
they
walk
in
the
door.
M
So
we
could
do
better
at
the
city
at
provided
professional
development,
around
promotional
opportunities
for
for
police
candidates,
and
then
you
know,
there's
a
lot
of
subjectivity
that
comes
into
the
assessment
process
and
those
are
the
things
that
we
have
to
look
at,
sometimes
depending
on
your
zip
code
or
what
section
of
the
city
you
live
in.
People
seem
to.
You
know:
favor
you
over
other
people,
but
also
like
I
mentioned
earlier,
when
we're
promoting.
M
You
know
the
policeman,
the
police
promotional
process
is
done
in
banding,
so,
depending
on
the
score
you
get
if
everyone
gets
the
same
score,
they're
lumped
together
in
one
score
group
and
the
commissioner
at
his
or
her
discretion
can
promote.
Based
on
that
entire
score
group.
Now,
oftentimes
that's
been
done
based
on
seniority,
however,
those
who,
once
you
get
your
score,
seniority's
already
been
factored
into
your
score.
So
if
we
know
we
lack,
we
lack
in
the
diversity
space.
M
Why
aren't
we
promoting
promoting
based
on
the
diversity
categories
as
well
as
women
women?
We
see
significant
disparity
within
women
in
supervisory
ranks,
so
oftentimes
when
we
get
to
those
bands,
the
the
commissioner
or
his
or
her
destiny
has
the
ability
to
promote
anyone
within
those
score
groups,
and
it
would
be
good
to
see
them
try
to
meet
their
department
strengths
around
diversity
by
by
promoting
the
bypoc
individuals
and
women
first
within
a
score
group
that
would
that
would
really
give
us
a
upper
hand
in
terms
of
promotion
within
the
police
department.
C
C
I
I
have
the
opportunity,
like
my
colleagues,
to
talk
to
the
command
staff
of
the
boston
police
department.
Certainly
the
command
staff
is
is
a
diversified
group
of
men
and
women.
I
I
guess
my
question
dr
lopes,
is
what
I
want
you
to
re.
I
won't
use
the
word
responsibility,
but
what
what
is
the
role
of
the
command
staff
of
the
boston
police
as
it
relates
to
mentoring,
developing
talking
to
young
officers
of
color
women
of
color?
M
Unfortunately,
there
isn't,
unfortunately,
there's
zero
commitment
to
mentorship
from
the
top,
and
what
you
will
see
is
there
are
a
few
members
of
the
command
staff
who
go
out
of
their
way
to
mentor
officers
and
to
speak
to
officers
and
to
engage
with
officers,
but
there
are
great
bulk
of
the
command
staff
that
have
zero
interest
in
even
saying
hello
to
an
officer,
and
so
there's
a
culture
within
the
bpd
where
there
seems
to
be
this.
This
command
structure,
where
oftentimes
those
of
us
who
they
consider
at
the
bottom
are
not
even
respected.
M
You
walk
into
a
room
with
members
of
the
command
staff,
members
of
different
superior
officer
groups
and
they
won't
even
say
hello,
hello
to
you,
so
they're
not
going
to
mentor
you
as
well.
Now,
if
you
come
from
a
family
where
they
have
history
within
the
police
department,
you
have
different
generations
that
have
been
through
the
police
department
you're
going
to
get
that
mentorship,
because
your
your
relative
know
your
other
relative
or
you
grew
up
in
high
park
or
you
grew
up
in
dorchester.
M
You
go
from
west
roxbury,
depending
on
the
pocket
of
the
city
that
you're
from
you're
going
to
get
that
ability
to
to
gain
that
mentorship,
but
unfortunately,
mentorship
is
non-existent
in
the
boston
police
department.
I
have
to
commend.
There
are
certain
leaders
on
the
command
staff
who
have
really
gone
out
of
their
way,
to
speak,
to
officers,
to
mentor
officers
to
make
sure
that
they
have
information,
that's
crucial
to
their
advancement.
But
it's
not
you
know.
M
It's
overwhelmingly
has
not
been
a
culture
where
they've
cared
about
a
mentorship,
nor
have
they
cared
about
professional
development.
I
mean
that's
not
all
of
them,
but
unfortunately
it
that
just
doesn't
exist
and
unfortunately,
when
we
look
at
it
it's
not.
The
diversity
categories
are
not
represented
that
mentorship.
If
it's
happening.
C
C
Maybe
part
of
this
discussion
should
also
be
the
role
of
the
command
staff
in
educating
offices
about
about
the
job,
about
training,
about
education,
about
development.
I
I
had
the
opportunity
to
serve
in
the
military
25
years,
and
so
I'm
I'm
familiar
with
that
type
of
environment,
but
so
I
I
was
promoted
many
times,
but
it
was,
but
when,
when
you're
in
that
type
of
environment,
it's
not
about
it's
not
about
you.
C
It's
the
people
underneath
you
making
sure
that
my
job
was
to
make
sure
that
they
had
the
training
education
experience
so
that
they
could
get
advanced
so
that
they
can
get
it
promoted
it.
Wouldn't
it
wasn't
about
me
getting
promoted,
it
was
about
the
younger
people
underneath
underneath
me
getting
promoted.
So
maybe
maybe
we
have
to
continue
working
on
that
type
of
that
type
of
message
more
in
a
formal
way.
C
D
Thank
you
chair
and
thank
you
to
all
the
panelists.
I
I
don't
really
have
questions.
I
think
counselor
mejia
asked
one
of
my
questions.
You
know
I.
I
think
this
ordinance
is
great
in
terms
of
shining
a
light
on
the
transparency
needed
throughout
the
hiring
and
promotion
process,
especially
to
get
at
things
like
the
subjectivity
that
dr
lopes
talked
about
through
the
process.
I
think
sunlight
can
be
the
best
disinfectant
here
when
it
comes
to
practices
that
are
based
and
rooted
in
nepotism
and
favoritism.
D
I
also
look
forward
to
more
conversations
about
our
preference
system
and
about
how
we
make
our
preference
system
align
more
with
our
values
in
terms
of
promoting
and
making
sure
that
our
diverse
workforce
can
get
promoted
in
the
doors
and
promoted,
especially
our
boston
residents
and
by
park
residents.
So
just
thank
you
to
all
the
panelists
for
giving
time
and
I
look
forward
to
further
conversations.
E
Yeah,
thank
you.
Thank
you,
everyone
for
testifying,
and
I
really
learned
from
listening
to
your
stories
and
my
big
takeaway.
It's
not
really
a
question,
but
is,
if
we're
waiting
for
the
time
when
the
employee
wants
to
apply
for
a
promotion,
we've
kind
of
missed
the
opportunity
we
shouldn't
wait
till
then
so
making
sure
as
people
are
hired
into
all
of
the
different
city
departments
that
we're
giving
them
support
from
the
beginning,
so
that
there
isn't
a
question
about
if
that
professional
development
was
there
if
they
were
prepared
for
whatever
test
is
in
place.
E
I
know
through,
like
many
of
you,
may
know,
that
lego
boston
organization,
you
know
their
mission
is
to
start
supporting.
You
know
latino
candidates
to
applying
into
law
enforcement,
because
that
came
out
of
seeing
like
we
don't
see,
people
that
look
like
us
in
you
know
the
upper
levels
of
the
police
force.
So
you
know
they
support.
E
G
Thank
you
chair.
I
want
to
say
first
that
it's
really
disheartening
to
see
so
many
first
responders
on
this
first
panel.
I
think
that
when
the
public
scrutinizes
their
department's
treatment
of
people
of
color,
they
often
have
to
stand
in
support
of
said
departments,
sometimes
in
fear
of
retaliation,
while
also
watching
those
same
discriminatory
practices
play
out
internally,
and
so
you
know
it's
not
lost
on
me
how
difficult
that
must
be
to
navigate.
G
It's
really
evident
that
we
have
both
a
structural
and
cultural
issue
within
our
city
departments
and
we
have
a
collective
responsibility,
not
just
as
a
city
council,
but
all
of
us
to
correct
both
of
them,
and
I
know
that
today,
we're
really
here
to
talk
about
structural
fix.
It's
becoming
obvious
to
me
that
the
level
of
discretion
that's
afforded
to
supervisors
when
making
decisions
about
who
gets
promoted
is
allowing
for
this
inequity
to
persist.
G
I
think
the
reason
why
implementing
policies
is
so
important
is
because
they
to
some
level
reduce
opportunities
for
our
own
biases
to
spill
into
our
work.
So
my
question
for
chief
solicitor,
veda
and
any
of
the
panelists
here
is
about
the
evaluation
processes
that
we
currently
have
in
place.
Since
evaluations
are
often
considered
a
part
of
the
promotion
process,
is
it
required
that
evaluations
are
used
when
making
decisions
to
promote
workers?
Is
there
an
opportunity
to
standardize
our
evaluation
processes
where
appropriate?
Right
now?
G
K
I'm
happy
to
start
there
and
I
I
will
do
a
lot
more
digging
in
as
I
keep
building
relationships
with
hr
et
cetera.
But
short
answer
is.
Maybe
it
is
a
very
decentralized
model.
The
human
resource
space
here
is
very
decentralized
as
department
by
department
and
it's
very
responsive
to
sort
of
like
the
current
leadership
and
management
style
of
every
department.
K
G
N
P
I
so
basically
the
same.
We
do
test
scores
and
they
are.
What
do
you
call
it
do?
We've
they
take
an
essay
in
terms
of
promotions.
I
do
want
to
make
a
comment,
though
it
was
mentioned,
how
we
go
about
to
try
and
make
things
better.
First
of
all,
the
forum
is
certainly
a
start,
but
I
think
in
terms
of
access
in
terms
of
eyes,
on
the
promotional
process
and
the
hiring
practices
as
a
city,
I
mean
it.
P
P
P
Adversity,
diversity
officer
within
their
apartment
that
reports
directly
to
the
mayor
to
mayor's
office.
That's
how
you
can
have
some
type
of
dialogue
in
terms
of
what's
going
on
in
your
department
in
each
department,
and
we
can.
It
would
be
a
better
recipe
in
terms
of
trying
to
deal
with
these
types
of
unfair
practices
and
and
it
would
be
a
lot
more
transparent
in
terms
of
how
to
address
these
issues.
So
I
just
wanted
to
make
one
of
the
suggestions.
A
O
O
That
loyalties
also
play
a
big
role
in
why
things
don't
get
looked
into,
or
even
information
that
is
asked
by
someone
investigating
it's
very
watered
down.
You
know
it
is
not
this
all.
The
information
is
not
there.
So
that's.
The
first
thing,
second
is.
As
I
was
listening
to
everybody,
I
was
trying
to
figure
out.
How
exactly
does
this
ordinance
work?
O
What
is
the
process
or
is
there
a
process
being
developed
for
me
to
go
through?
Where
I
could
have,
I
can
go
to
the
I
have
a
straight
line
to
the
diversity
office.
They
could
gather
my
information
and
they
can
dig
deep
into
why
I
was
not
promoted
or
a
bunch
of
us
weren't,
promoted
or
because
we're
having
such
we
don't
have
diversity
in
these
supervisory
or
managerial
areas.
O
B
B
Not
only
will
the
language
be
solidified,
but
I
think
it's
an
opportunity
for
us
to
go
back
and
forth
with
the
administration
in
terms
of
how
we
will
streamline
this
process,
and
I
do
believe
that
you
know
your
point
is
well
taken
in
regards
to
loyalty
that
those
who
you
appoint
usually
seem
to
be
loyal
to
to
those
who
who
put
them
there
right.
So
I
think
that
there
is
a
level
of
of
of
trust
that
we
have
seen.
That
has
been
broken
time
and
time
again.
B
So
I
think
that,
as
we
continue
to
move
forward
in
this
process,
there
needs
to
be
a
number
of
different
layers
that
we
are
going
to
need
to
peel
back
on,
so
that
we
can
make
sure
that
once
this
gets
codified
into
law
that
these
loopholes
are
are
addressed.
And
I
think
your
point
is
well
taken
and-
and
I
think
that
the
working
session
will
provide
us
a
platform
to
to
address
that,
and
I
I
do
believe
dennis.
B
I
really
like
your
idea
around,
or
I
forget
which
one
who
it
was
but
having
different
folks
from
different
departments
serve
as
as
representatives
from
each
of
the
different
departments.
I
think
that
that's
a
really
great
way
to
kind
of
look
at
this
in
the
working
session
in
terms
of
like
implementation,
because
to
dr
jeff's
point
earlier,
we
were
really
intentional
about
how
we
moved
and
even
crafting
up.
B
A
Thank
you
councilman
here
and
I
would
just
say
the
ordinance
is
to
build
sort
of
a
standardized
system
to
prevent
folks
from
being
in
a
position
where
they
have
to
file
a
grievance
in
the
first
place,
but
the
actual
ordinance
does
already
require
a
grievance
procedure.
It
does
look
at
that
and
I
do
think
that
in
the
working
sessions
we
can
refine
that
and
make
that
stronger.
Mr
hargrove.
O
O
This
for
the
council
for
those
individuals,
because
even
in
my
experience,
it
seems
as
if
that
the
people
that
are
in
these
positions
to
do
these
things
that
there
is
no
they
don't
they
don't
they
don't
suffer
any
consequences
for
their
actions.
You
know
if
it
is
found
that
they
may
have
done
something
unappropriate
as
far
as
their
hiring
practices
or
things
that
that
that
they
have
that
they
have
found
to
have
done
against
someone
who
is
doing
any
kind
of
complaining.
A
Yeah
so
I'll
just
answer
that
really
briefly
and
then
go
back
to
council
laura
if
she
has
anything
left
and
then
go
to
council
laurel.
So
we
can
keep
this
on
time,
but
basically,
I'm
not
sure
what
our
ability
will
be
ultimately
to
do
something
like
that
with
higher
ups
with
union
contracts
across
a
bunch
of
different
divisions.
I
mean
we've
already
run
into
problems,
for
instance
on
the
council,
with
officers
who
are
under
investigation.
A
But
I
certainly
can
tell
you
that
during
our
working
session,
we'll
look
at
ways
we
can
put
language
in
a
framework
in
place
so
that
at
least
we
have
standardized
language
in
this
ordinance
for
that
for
city
departments
that
don't
fall
under
those
kinds
of
contracts.
And
so
hopefully
that's
that's
helpful.
I
know
that's
not
necessarily
the
answer
that
we
all
want,
but
that
is
how
this
works.
These
are
different
departments
with
different
contracts
with
different
standards,
and
so
where
we
can
and
how
we
can
impact
them.
I
Whoever
the
decision
maker
is
for
that
promotional
process
to
you
know
highlight
those
individuals
on
how
to
make
the
department
more
diverse,
and
you
know
the
other
question
I
had
when
you
just
answered
it.
Council
arroyo
was
to
see
if
there's
any
way
that
we
could
also.
I
know
we're
talking
about
promotional,
but
I've
also
heard
from
a
lot
of
our
police
department
that
there's
a
lot
of
unfair
disciplinary
actions.
A
So
I'll
just
jump
in
on
that
just
to
be
clear,
we've
the
globe
has
also
documented
a
history
in
a
database
and
a
record
of
in
in
in
equal
discipline.
So
that's
not
just
the
complaint
we
have.
We
have
the
data
and
the
documentation
to
show
that
at
bpd,
black
and
latino
officers
face
stiffer
punishments.
Faced
more
often
face
punishment.
More
often
that
has
been
very
public
and
very
detailed.
A
So
I
just
want
to
be
clear
for
folks
that
are
listening,
that
it's
not
just
some
folks
make
complaints.
There's
data
to
show
that,
and
so
the
hope
is
a
council
around
that,
yes,
in
some
way
shape
or
form
we
can
get
to
that
through
this,
but
again,
there's
also
that
union
negotiation
process
on
that
contract
and
we
want
to
make
sure
that
things
like
that
are
discussed
in
that
as
well.
A
Ultimately,
we
can't
negotiate
that
contract,
there's
obvious
rules
between
the
city,
council
and
and
that,
but
I
think
it's
it's
safe
to
say
that
we
all
want
mechanisms
to
address
things
like
that,
especially
things
that
show
racial
bias
in
that
way,
and
so
with
that,
I
whatever
questions
I
did
have
have
been
asked,
but
I
also
just
want
to
make
sure
we
give
folks
that
are
here.
I
have
waited
patiently
to
give
public
comment
a
chance.
A
goldberg
at
boston.gov,
so
she
can
put
you
in
the
list
and
also
if
your
your
zoom
name
is
not
your
your
your
name.
Please
change
it
to
your
name.
So
if
it's
your
initials
or
anything
like
that,
please
please
do
that.
The
miley
simmons,
and
just
so
everybody
knows
I'll,
say
it
one
time
we
have
two
two
minutes
each
so
miss
simmons.
If
you
can
go
the
floor,
is
yours.
Thank
you.
Q
Q
Q
It
states
in
company
handbooks
and
contacts.
Excuse
me
it
sinks
in
company,
handbooks
and
contracts.
None
of
this
will
be
tolerated.
However,
it
still
continues
to
happen
a
lot,
no
matter
what
we
say
in
what
we
do.
Nothing
has
been
done
to
upper
management
because
of
fear
of
retaliation
and
no
accountability
is
being
taken
from
management
which
has
happened.
Q
A
R
R
S
S
I
want
to
emphasize
something
we
are
the
only
individuals
within
our
department
that
is
a
voice
to
hold
holding
individuals
accountable
for
equality
and
inclusion
and
and
reason
why
I
want
that
to
be
something
that
you
guys
hear
is
that
we
are
we're
employees
of
the
city
we
work
for
the
mayor's
office.
We
work
for
our
communities
and
we
work
for
you
guys
and
we
should
not
have
to
hold
our
supervisors,
our
leaders,
accountable
for
for
equality
and
inclusion
for
the
hiring
processes
and
making
sure
that
it's
clear.
S
We
should
not
be
standing
up
there
and
being
the
sole
personnel
doing
this.
This
should
be
incumbent
upon
you
all
to
make
sure
that
you
hold
our
departments
accountable
for
equality
and
inclusion.
We
fight
for
this
every
single
day.
It's
not
just,
but
one
day
like
today,
you
guys
are
out
here
and
listening
to
what
we
have
to
say.
We
do
this
every
day
and
it
can
be
tiring
because
sometimes
we
feel
like
we
are
alone.
S
S
If
we
talk
about
equality
and
inclusion,
inclusion
is
important
and
if
you're
talking
about
inclusion,
we
want
to
hear
from
the
individuals
in
of
color
within
the
department
as
well,
who
are
not
representing
the
top
part
of
our
department.
That's
all
I
have
to
say,
and
I
want
to
say
thank
you
all.
Thank
you.
Councillor
mejia,
and
I
appreciate
you
guys
having
us
on
today.
A
So
with
that
I'm
going
to
adjourn
our
council
hearing,
there
will
be
council
working
sessions.
We
will
be
moving
this
forward.
I
appreciate
the
outpouring
of
support
from
counselors,
who
have
been
here
today
on
an
issue
like
this.
I
do
want
to
give
counselor
mejia
as
an
original
co-sponsor
a
chance
to
speak
and
give
a
closing
statement
before
we
adjourn.
B
So
just
wanted
to
really
thank
everyone
for
not
bringing
this
issue
to
the
forefront,
but
for
rallying
around
and
supporting
each
other
in
this
process.
So
thank
you
to
all
the
panelists
who
have
worked
alongside
our
offices
to
bring
it
to
this
point,
and
I
also
just
want
to
thank
chief
for
reaching
out
to
us
and
and
also
walking
into
the
space
ready
to
roll
up
your
sleeves
and
to
do
this
work.
I
always
say
that
this
is
not
hard
work.
B
So
thank
you,
everyone
for
your
partnership,
and
I
want
to
give
a
special
shout
out
to
my
chief
of
policy
and
communication,
jacob
the
blackport
for
organizing
all
of
this
and
getting
us
all
together
and
for
working
so
diligently
on
crafting,
alongside
jasmine
from
console
arroyo's
office,
to
put
together
an
ordinance
that
really
reflects
the
needs
of
this
moment.
So
so,
thank
you.
Both.