►
Description
Docket #0625 - Hearing regarding policy briefings to explore and recommend diversity initiatives for the City of Boston public safety agencies
A
They're
of
Public
Safety
in
criminal
justice,
I'm
joined
today
by
the
president
of
the
City
Council
and
co-sponsor
of
this
order.
Number
docket
number
zero
625
councillor,
Campbell
I'm,
also
joined
by
my
colleague
from
South
Boston
counselor,
Edie
Flynn
I
want
to
remind
everybody
that
this
is
a
public
hearing,
it's
being
recorded
and
broadcast
on
Comcast
8:00
and
RCN
82
the
rise
in
1964
and
it's
also
being
streamed,
live
on
Boston
gov.
A
Please
silence
your
cell
phones
and
other
devices
we'll
be
taking
public
testimony
and
would
appreciate
if
you
sign
and
check
in
in
the
box
over
to
my
left,
your
right
I'll
open
with
just
a
quick
statement
and
welcome
everybody
again
to
the
kristeva
Anela
chamber.
We've
also
been
joined
by
councillor
Kim
Janey
I
just
want
to
welcome
all
of
the
the
staff
from
our
first
responders
in
Boston,
which
are
second
to
none
in
my
opinion.
So
as
we
continue
on
I
just
want
to
show
that
greeting
so
without
further
ado.
B
Thank
You
councillor
McCarthy,
and
thank
you
for
your
partnership
on
this
I
also
want
to
thank
the
agencies
that
are
represented
today.
Chief
Fuli,
Commissioner,
Finn
I
know
Commissioner
Evans
couldn't
be
with
us
today,
he'll
be
here
for
a
later
hearing,
so
Michael
Gaskins,
thank
you
for
being
here
as
a
diversity
officer
for
BPD,
Danielson,
Thank,
You,
chief
of
diversity.
Thank
you
for
being
here
trend,
thank
you
for
being
here
and
the
work
that
your
department
does
Juan.
Thank
you
for
being
here,
as
well
as
the
staff
that
are
sitting
in
the
chamber.
B
I
also
want
to
thank
the
advocates
who
are
representing
various
organizations
who
are
also
here:
lawyers
Committee
for
civil
rights,
Michael
Devon,
who
represents
many
of
the
veterans,
not
just
in
the
city
of
Boston,
but
Massachusetts.
The
goal
of
this
hearing
is
to
include
as
many
folks
as
possible
and
to
make
sure
that
we're
not
framing
this
as
an
issue
of
people
of
color
versus
veterans
or
people
of
color
versus
women.
The
goal
is
quite
simple:
to
make
sure
that
this
is
a
series
of
conversations
a
series
of
hearings
Paul
see
briefings.
B
However,
we
want
to
refer
to
them
to
get
to
short-term
and
long-term
goals,
to
change
the
numbers
currently
within
our
public
safety
agencies,
so
that
they're,
more
reflective
and
representative
of
the
demographics
of
the
City
of
Boston
I
know
there
are
a
lot
of
protected
categories.
Frankly,
I'm
only
focusing
on
two
for
now
and
taking
on
specifically
women
and
folks
of
color,
and
how
do
we
develop
short-term
and
long-term
solutions
to
change
the
numbers
in
our
a
public
safety
agencies?
B
This
conversation,
this
first
hearing,
is
an
opportunity
one
to
hear
from
the
agencies
one
what
the
numbers
are,
what
diversity
means?
I
sort
of
submitted
some
questions.
You
could
look
at
what
it
means
to
your
agency,
what
initiatives
you
have
been
working
on,
some
of
which
I
think
aren't
known
to
the
public.
Many
folks
don't
know
about
what
you
think
the
barriers
are
and
that
that
will
hopefully
set
the
context
for
further
conversations
on
developing
solutions
that
are
short
term
long
term
and
also
defining
those
solutions
in
a
certain
way.
B
Some
of
these
things
may
be
within
the
power
and
the
control
of
the
city
of
Boston.
Others
may
be
within
the
power
and
control
of
the
state,
and
so
we
want
to
make
sure
we
define
that
because,
obviously
we
have
authority
at
the
city
level.
We
do
not
have
a
story
at
the
state
level
we
can
advocate,
but
sometimes
we
send
things
up
there
and
it
just
they
just
die.
B
So
how
can
we
as
a
collective,
make
this
issue
a
priority
and
also
work
on
things
as
a
collective
to
make
sure
the
numbers
change
and
aren't
the
same
say
in
two
three,
five
or
ten
years?
I
look
forward
to
being
a
partner
in
this
work
and
I'm
only
in
my
second
term,
but
I've
built
some
great
relationships
with
the
folks
sitting
here,
as
well
as
many
of
your
team
members
and
I
appreciate
the
work
you
guys
do.
Every
single
day,
like
I,
often
tell
I,
think
Commissioner,
Finn
and
chief
Huli
and
Commissioner
Evans.
B
When
something
happens
in
the
city
of
Boston.
That
is
heinous
or
disturbing.
You
know,
folks,
don't
call
me
they
call
you
guys.
You
guys
are
in
the
front
lines
along
with
the
woman
and
that's
served
with
you
and
so
I
respect
and
appreciate
your
service
and
look
forward
to
just
having
this
conversation
today
and
also
being
respectful
of
folks
time.
So
I'm
gonna
stop
here,
but
thank
you,
council
McCarthy
for
your
partnership.
Thank
You
councillor,
Flynn
and
counselor
Janie
for
being
here,
counselor.
C
You
counsel,
McCarthy,
and
thank
you
to
counsel
Campbell
counsel
McCarthy
for
sponsoring
this
hearing.
Boston
is
a
vibrant
in
diverse
City
I'm
excited
to
join
this
hearing
work
together
to
see
how
we
can
ensure
our
emergency
and
government
services
can
best
work
together.
I
also
know
that
under
under
Mayor
Walsh,
that
progress
has
been
has
been
made
and
I'm
looking
forward
to
being
part
of
the
dialogue.
C
I
also
want
to
thank
all
the
first
responders
for
what
you
do
every
day
and
every
night
Boston's
lucky
to
have
such
a
great
and
dedicated
diverse
group
of
people
that
serve
our
city
every
day
and
I'm
fairly
new
to
the
City
Council,
but
I
know
the
great
work
that
your
organization's
have
done
for
so
many
years
across
the
city,
so
I'm
looking
forward
to
on
learning
more
about
the
issues
and
how
how
we
all
can
work
together.
Thank
you.
Thank.
D
A
E
Along
good
morning,
mr.
chair,
madam
president,
councillors,
Janey
and
Flynn
Danielson,
savaris
chief
diversity
officer,
there's
a
quick
synopsis.
My
my
role
is
simply
so
as
chief
diversity
officer,
my
role
is
ensuring
that
the
city
of
Boston
workforce
is
as
reflective
of
the
people
as
we
serve
just
for
context.
Roughly
37
percent
of
our
workforce
were
persons
of
color
at
the
started
by
administration
in
2014,
and
since
that
about
44
percent
of
our
hires
have
been
people
of
color,
so
I
think
we're
doing
pretty
well.
E
When
it
comes
to
diversity,
I
think
we
struggle
in
specific
areas.
I
know
there
are
some
areas
we've
done
better
than
others,
for
example
our
Public
Safety
offices,
which
have
their
own
challenges
instead
of,
as
as
the
councillor
mentioned,
having
some
state
hurdles
that
we
sort
of
needs
to
get
around.
So
we
do
recognize.
There
are
challenges
we
have
been
proactive
in
those
areas,
for
example
in
the
Boston
Police
Department.
We
dislodged
our
second
cadet
program.
E
The
first
cadet
program
was
roughly
67%
kids
of
color
and
I
know
we
have
a
recruit
class,
which
is
one
of
the
largest
classes
we've
had
when
it
comes
to
diversity,
following
in
and
followed
by
a
second
Cadet
class
that
will
be
coming
in.
So
we
feel,
like
we've,
got
a
good
pipeline
coming
in
to
be
a
BPD,
but
there
there's
still
some
areas
that
we
continue
to
sort
of
think
about.
How
do
we?
How
do
we
continue
to
diversify?
And
one
of
the
questions
here
is
simply
how
you
define
diversity
and
I.
E
Think
for
me
it's
just
the
recognition
recognition
that
every
individual
is
different
and
that's
just
not
sort
of
on
race
that
can
be
an
ethnicity,
sexual
orientation,
socioeconomic
status
as
physical
disabilities,
religious
beliefs,
so
we're
sort
of
always
keeping
that
in
mind
as
we
sort
of
develop
our
policies.
One
thing
we've
done
to
sort
of
ensure
that
we
increase
diversity
is
we
were
one
of
the
first
cities
in
the
country
to
have
a
public-facing
dashboard
in
terms
of
being
able
to
access
our
workforce
demographics.
E
So
if
you
go
to
city
of
Boston,
gov
forest
laughs
diversity,
you
can
see
how
we
break
down
on
every
department
based
on
race,
salary,
gender
in
tenure,
and
that's
that
information
is
auto-generated,
so
you
can
always
go
up
and
see
sort
of
how
we
are
in
terms
of
diversity.
The
other
thing
we've
done
is
sort
of
we've
launched
these
quarterly
reports
that
simply
states
in
the
last
90
days.
Here's
how
your
department
has
done
in
terms
of
diversity.
E
We
found
that
sort
of
keeping
sort
of
this
focus
has
sort
of
forced
our
colleagues
when
there
are
openings
reached
out
the
diversity
office,
so
I
think
it's
created
this
sort
of
partnership.
That's
what
we've
done
on
the
numbers
end,
but
I'd
still
think
sort
of
we've
got
to
figure
out.
How
do
we
contain
to
have
a
conversation
around
what
it
means
to
have
an
inclusive
work,
workforce,
a
diverse
workforce,
and
how
do
we
make
sure
that
our
managers
understand
the
challenges
that
our
sort
of
work
force
deals
with
every
day?
E
Just
a
quick
sort
of
announcement?
I'm
happy
announce
that
this
morning
the
mayor
announced
a
$500,000
plants
that
have
workforce
sensibility
training,
including
the
next
year's
budget.
This
funding
will
support
expanded
training
on
racial
and
gender
bias,
sexual
harassment
and
employee
awareness
through
initiatives
such
as
workshops
for
employees
and
managers,
hiring
facilitators
to
lead
discussions
on
these
important
issues
in
updating
policies
and
training
manuals.
So
thank
you.
F
Thank
You
mr.
chair
councillor,
Campbell
council,
Janey,
councillor
Finn,
Flynn,
chief
diversity,
officer,
tuck,
Tavares
and
chief
fan
pleasure
to
be
here.
My
name
is
Michael
Gaskins
I'm,
the
new
diversity,
recruitment
officer
for
the
Boston,
Police,
Department
and
exam
administrator.
My
job
is
solely
to
recruit
officers
and
cadets
for
the
Boston
Police
Department.
This
is
the
first
time
the
department
has
had
a
dedicated
position
in
response
to
the
community's
cry
or
need
for
diversity.
We
do
a
lot
of
outreach.
We
work
with
our
partners,
including
the
Boston
Fire
and
workforce
development.
F
The
Commissioner
has
the
ability
to
add
cadets
up
to
1/3
to
any
recruit
class
going
forward
after
the
two
years
of
service
gives
us
a
great
opportunity
to
address
certain
neighborhoods
that
might
be
underserved
in
terms
of
representation
within
the
force,
as
well
as
work
directly
with
some
of
our
pipeline
programs
like
English
hi,
Madison
Park,
where
they
have
Explorer
programs
and
law
enforcement.
Curriculum.
That's
specific
to
to
the
department
I've
been
at
the
department
for
a
little
bit
over
a
year.
I
sat
with
the
commissioner
and
I
asked
him.
F
Can
we
changed
the
admission
statement
and
what
would
it
take?
What
do
we
need
to
convene
the
board?
What
do
we
need
to
do,
and
he
told
me
Michael,
write
it
and
we'll
we'll
make
that
our
mission
statement
so
I
just
kind
of
enhanced.
The
mission
statement
to
include
the
Boston
Police
Department
is
dedicated
to
working
in
partnership
with
the
community
to
fight
crime,
reduce
fear
and
improve
the
quality
of
life
in
our
neighborhoods.
Our
mission
is
community
policing
with
the
desire
and
a
commitment
to
be
a
reflection
of
the
residents.
F
We
serve
acknowledging
our
collective
power
and
responsibility
to
create
a
culture
and
inclusive
environment
that
mirrors
the
best
of
us
all.
So
we
do
have
a
desire
to
be
a
reflection
of
the
people
that
we
serve
and
we
look
forward
to
speaking
more
and
sharing
about
the
strategic
initiatives
that
we've
taken
in
the
last
year
or
so.
Thank.
G
H
Good
morning
my
counselors
council
food
council
joannec
outside
McCarthy
council
president
Campbell,
so
just
really
briefly
just
to
go
off
of
what
the
Commissioner
said.
We
definitely
feel
the
same
and
have
the
same
values
as
the
police
department
and
the
chief
of
diversity
Donnie
Tavares
his
office.
H
That's
a
kind
of
a
long-term
strategy
for
us
short
term,
I,
think
being
visible
being
on
the
community,
for
us
is
important.
I
think
you
know
partnering
up
with
community
community
facilities
through
youth
development,
youth
engagement
through
sports
I
think
those
are
all
important
moving
forward
into
the
new
school
year.
H
We
have
an
explorer's
program
that
we're
kind
of
revamping,
which
is
something
that
we
had
in
the
past,
we're
gonna
kind
of
use,
we're
working
with
Boston
Police,
to
kind
of
increase
awareness
and
our
visibility
in
the
schools,
because
they're
pretty
they're
pretty
active
in
the
school.
So
we
feel
that,
like
that's
another
place
where
we
could
do
some
some
great
recruitment
for
us
moving
forward
again,
we
have
a
lot
of
partnerships
with
military
personnel.
Military
different
military
branches
recruit
military,
the
MEPS
building
processing.
H
Again,
we
feel,
like
those
are
short-term,
because
we
have
we're
reaching
out
to
recruit
basically
new
recruits
that
are
coming
out
or
going
into
the
military,
so
it
would
feel
if
we
can
reach
them.
At
that
point,
we
have
a
quicker
turnaround
as
far
as
the
return
of
of
our
recruitment
strategy
and
that's
pretty
much
I
mean
we
have
several
other
things.
I
don't
know
for
a
while.
H
I
can
cut
it
short
and
we
can
get
into
it
if,
whatever
you
feel
comfortable
with
okay,
okay,
we
have
a
partnership
with
ABC
d
and
b
c
YF,
which
is
for
our
team
fire
academy.
This
is
a
second
year.
Last
year
was
our
pilot
program.
We
started
off
with
2022
students
all
from
inner
city,
all
with
the
ABCD,
through
our
partnership,
the
ABCD
we
also
this
year-
we're
including,
where
we're
adding
another
20
students
up
to
40
we're
partnering
up
with
BC
YF
as
well.
H
So
we
have
kids
from
ABCD,
MP
c
YF
that
are
going
to
be
included
in
this
teen
academy.
Again,
the
commissioner
has
kind
of
made
a
commitment
to
the
teen
academy
and-
and
he
feels
you
know
this-
this
is
a
great
recruitment
tool
for
us
and
we
have
a
community
engagement
element
to
it.
Where
we
have
kids
go
on
to
the
community,
Greater
Boston
Food
Bank
give
back
to
the
community.
The
kids
get
an
idea
of
what
it's
like
to
be
on
the
actual
Boston
Fire
Department
that
go
to
the
Fire
Academy.
H
They
do
function
as
functional
skills
training
they
this
year,
we're
partnering
up
with
the
Red
Cross
to
get
them
CPR
certified
and
then
those
are
all
the
Red.
Cross
partnership
is
fairly
new.
This
is
new
this
year
and
then
we
get
to
take
them
out
into
the
Marine
unit
and
get
to
see
all
different
elements
of
what
it's
like
to
be
on
the
job,
including
a
military
week.
H
So
we
have
different
branches
of
military,
come
in
speak
with
the
kids
talk
about
job
opportunities
that
could
not
necessarily
that
could
translate
into
civilian,
so
that
I
feel,
like
that's
important,
a
lot
of
the
kids
that
we
reach
out
to
not
really
aware
of
the
job
opportunities
that
are
in
the
military.
So
we
feel,
like
that's,
really
important,
to
get
an
idea
that
if
they
do
get
a
job
in
the
military
it
can
translate
into
civilian
life.
A
I
Morning,
everyone
Thank
You
councillor,
Campbell
or
counselor
McCarthy,
councillor
Janey
and
councillor
Flynn,
for
bringing
us
together
to
talk
about
this
very
important
issue,
and
while
the
city
is
not
perfect
and
are
all
of
the
work
that
we
do
is
not
perfect,
I
think
it's
really
important
to
continue
the
dialogue
to
make
sure
that
this
is
a
priority,
and
we
can
also
communicate
back
to
you
on
some
of
the
efforts
that
we're
doing
within
the
city
departments
and
Mayor
Walsh's
administration
at
the
same
time.
So
thank
you
for
coordinating
this
hearing.
I
I
You
know,
caveats
policies
and
even
inform
us
and
train
us
how
their
departments
work
so
that
we
can
work
together
on
a
more
tailored
approach.
Our
office
is
unique
in
a
sense
that
we
are
more.
Our
role
is
more
of
a
pre
trainer
outreach
and
pre
qualified
entity
and
agency.
We
think
we've
we
fit
well
within
this
continuum,
and
so
within
these
partners.
Our
office
plays
that
role.
We
are
the
fiscal
agent
of
two
major
one-stop
Career
Centers
in
the
city
of
Boston,
and
those
Career
Center's
have
about
14
thousand
residents
entering
those
community
centers.
I
We
also
have
very
strong
partnerships
and
funding
partnerships
with
65,
competitive
nonprofit
agencies
that
provide
workforce
training.
So
that
we
can
recruit
from
that
base
as
well,
we
work
very
closely
with
over
320
employers
so
that
we
know
where
the
low-wage
workers
are
and
that
we
can
get
them
into
these
pipelines
if
they
had
the
technical
assistance,
relationship
and
direct
pipelines
into
the
industries
and
the
departments
that
you
see
and
hear
here.
And
so
the
role
we
play
is
that
kind
of
partnerships.
I
We
also
have
been
working
with
the
Department
of
Public
Works
to
understand
their
workforce
needs,
for
example,
in
heavy
equipment
operators
and
commercial
driving
licenses,
and
so
we
provide
that
technical
assistance
and
that
funding
for
Boston
pre-qualified,
Boston
residents,
who's
interested
in
that
industry,
pre-qualified
them
with
the
necessary
licensure
and
then
to
direct
them
into
that
pipeline
to
be
able
to
compete
for
the
openings
once
they
open
up.
So
those
are
some
examples
in
which
we
have
a
more
tailored
approach
that
provides
qualified
talent
pool
from
Boston's
neighborhoods
as
well.
I
One
last
thought
is:
we
are
working
with
the
fire,
the
fire
department
and
the
Boston
police
departments
on.
We
know
that
they
have
cadet
training,
and
so
what
we
think
our
role
could
be
is
to
work
with
Boston,
public
schools,
middle
schools
and
high
schools
to
do
X,
D
career
exploration
and
also
stipends.
In
these.
A
J
Oh,
thank
you
thank
you
and
now.
Thanks
for
your
attendance
I
know
counseling
Campbell.
You
would
play
in
the
Komen
at
the
last
minute.
Something
came
up
and
I
certainly
relayed
that
did
you
wish
you
had
been
with
us.
Thank
you
very
much
then
thank
you
for
inviting
me
here
today
to
as
I'm
sorry,
Madam,
President
and
rest
of
the
council
is
good
morning.
J
There
was
something
you
you
was
saying
in
your
opening
statement.
Accounts
are
about
just
getting
the
conversation
going
and
even
just
getting
the
request
for
information.
As
you
know,
in
council,
McCarthy
were
putting
the
order
together
and
the
different
information
you
asked
for
during
the
budget
hearing
was
a
good
good
place
to
get
the
conversations
continuing.
Although
I
will
say
it
did.
It
did
start
a
long
time
ago
before
that,
but
it
is
good
to
keep
us
on
point
to
keep
us
focused
on
that.
So
we
welcome
that.
J
So
my
name
is
Jim
Willie
and
I'm,
the
chief
of
Boston
EMS
and
next
week,
I'll
mock
my
40th
year
at
the
department
Boston
EMS
was
recently
approved
for
395
uniformed
positions
and
to
support
the
provision
of
pre-hospital
care
for
over
126
thousand
incidents
per
year,
resulting
in
more
than
86,000
transports.
Last
year,
as
referenced
in
the
docket
68%
of
our
uniformed
personnel
identify
as
white
13%,
black
7%
Hispanic,
1%,
Asian
and
9%
have
elected
not
to
specify
a
total
of
32
percent
of
our
personnel.
A
female,
although
I,
don't
have
a
specific
figure.
J
We
also
have
a
large
number
of
members
who
are
bilingual.
It's
important
to
note
that
all
uniformed
personnel
at
Boston
EMS
started
their
employment.
This
emergency
medical
technician
recruits,
but
they
must
first
hold
EMT.
State
certification
prior
to
applying
all
of
the
ranks
are
filled
for
internal
promotion.
J
Thus,
the
ability
of
the
department
to
hire
a
diverse
workforce
is
constrained
by
the
demographics
of
the
eligible
EMT
applicant
pool.
So
our
first
challenge
is
to
get
young
people
interested
in
becoming
EMTs,
and
we've
we've
focused
on
that
over
the
years.
In
a
lot
of
ways,
one
was
we
developed
our
own
in-house
community
MT
class,
which
has
been
a
pretty
successful,
probably
our
most
successful
route
forward,
getting
young
people
from
Boston's
neighborhoods
to
get
certified
as
an
EMT
and
come
to
apply
for
us,
but
we
also
have
worked
with
many
of
the
commissioned
programs.
J
Bay
hack,
a
lot
of
their
summer
programs
at
Boston,
Public,
Health
Commission
we've
worked
with
City
heroes
program,
that's
run
in
cooperation
with
the
Transit
Police
and
our
department,
like
community
services,
where
we
offer
up
short
classes,
maybe
19
hours,
basic
first
aid
CPR
and
a
few
things
just
to
give
some
there's
still
adolescents
before
they're
ready
to
make
decisions
like
this.
But
to
give
him
a
give
him
a
taste,
maybe
try
to
give
him
a
some
incentive
to
think
about
coming
on
with
us.
J
Last
year
last
summer
we
brought
on
a
we
bring
on
interns
when
we
can
and
when
the
budget
allows.
Last
summer
we
brought
an
intern,
a
young
african-american
woman
from
fields
corner.
She
was
a
17
year
old,
high
school
student
artist
with
the
idea
of
coming
in
and
looking
at
our
promotional
material.
What
are
we
putting
out?
What
are
we
missing
in
this?
J
What
what's
gonna
catch
the
eye
of
somebody,
her
age
of
somebody
from
her
racial
background,
so
trying
to
look
at
everything
to
try
to
attract
people
first
and
then,
when
it
comes
to
our
testing
and
recruiting
for
our
we
post
examinations,
we
give
sufficient
notice
for
that.
We
set
out
the
requirements.
What
people
are
going
to
have
to
do.
J
For
example,
the
minimums
written
school
you'll
need
to
move
on
to
the
practice
what's
required
in
the
practical
exam
and
that
we
offer
review
sessions
father
written
for
the
practical,
it's
not
required,
but
we
encourage
people
to
come
because
we
want
them
to
do
well.
We
I
I'd
rather
be
having
an
interview.
170
people
for
20
positions,
then
interview
in
30
as
crazy
as
that
sounds
I'd
rather
have
that
diverse
group
in
front
of
us.
So
we
do
that
and
then,
when
we
do
get
to
the
interview
process
is
my
schedule.
J
Permits
and
I
do
prioritize.
It
I
try
to
make
every
emt
candidate
interview
personally,
along
with
the
team.
Our
team
always
includes
senior
personnel,
the
last
group
three
or
african-american
from
the
interview
team,
Latino
and
two
women.
It's
imperative
that
we
select
candidates
who
have
excellent
clinical
skills,
embodied
professionalism
and
will
be
able
to
relate
to
their
patients,
whether
that
is
sharing
the
same
race,
gender,
ethnic
background,
language
or
just
having
a
compassion
in
nature.
Medical
emergencies
can
be
scary
and
they're
very
high-stress
occasions.
J
Understanding
the
persons
of
color
have
a
disproportionate
burden
of
morbidity
and
mortality
in
from
medical
conditions.
We
recognize
the
importance
of
having
a
diverse
workforce
in
its
role
and
improving
health
equity.
That's
a
strategic
priority
for
both
our
department
and
the
Boston
Public
Health
Commission,
with
the
goal
of
health
and
all
policies
and
giving
it
that
more.
If
you
later,
if
you
like,
through
workforce
diversity,
we
are
able
to
provide
more
linguistic,
I'm,
sorry,
more
linguistically
and
culturally
appropriate
care
for
our
patients
and
just
as
important,
we
were
able
to
educate
each
other.
J
So
through
workforce
diversity,
we
were
able
to
provide
oh
I'm,
sorry
repeat
it
and
we
were
able
to
engage
diverse
communities
and
efforts
to
improve
child
car
seat
safety,
CPR
education
and
emergency
preparedness
in
our
public
safety
role.
The
trust
that
we
build
with
communities
across
the
city
is
very
much
influenced
by
ties
to
the
personnel
who
live
in
those
communities.
We
need
people
to
be
able
to
trust
us.
J
Some
cases
of
every
obvious
someone's
got
a
broken
leg:
okay,
but
there's
some
cases
where
there
may
be
subtle
signs
that
perhaps
has
been
abuse
going
on
or
neglect.
Well,
maybe
someone
has
even
been
the
victim
of
human
trafficking
and
to
get
people
to
maybe
open
up
most
suspected
they.
They
have
to
really
be
able
to
trust
us.
Many
years
ago,
Boston
EMS
saw
that
the
cost
of
an
EMT
certification
was
a
barrier
for
residents
and
it
instituted
a
community
EMT
training
program
that
I
spoke
of
earlier,
the
course
which
is
offered
twice.
J
The
number
of
women
is
increased
by
over
18
percent
during
this
time
period,
while
I'm
proud
to
say
that
nine
out
of
our
twenty
EMTs
that
council,
you
saw
graduated
the
other
day
this
past
Monday
our
female
one,
shy
of
fifty
fifty
a
department
we
use
a
department
recognized.
There
is
more
that
we
could
do
to
enhance
diversity
within
our
department.
This
past
year,
we've
been
working
closely
with
the
mayor's
office
of
Workforce
Development
to
assist
in
strengthening
the
diversity
of
residents
eligible
to
work
for
Boston
EMS.
J
Through
this
City
Academy,
the
office
of
Workforce
Development
is
supporting
an
EMT
career
pathway
for
residents.
They
are
actively
pre-screening
residents
interested
in
employment
with
Boston
EMS
who
meet
basic
hiring
requirements
and
with
approximately
over
300
applicants.
Now
they
have
a
difficult
task
ahead:
selecting
25
to
participate
in
the
upcoming
Boston
EMS
EMT
class,
with
all
cost
wave,
as
well
as
a
three-week
bridge
clause
cause
prior
to
the
start
of
the
class
and
an
option
for
an
internship
after
the
course.
J
Throughout
the
process,
candidates
will
be
offered
mentorship
and
support,
helping
them
pass
the
course
and
the
exams
and
the
hiring
process
as
a
matter
of
fact,
they're
doing
physical
testing
qualification
today,
where
we
saw
them
in
my
headquarters
when
I'm
in
our
Academy
when
I
was
so
many
way
here
today.
Well,
all
the
candidates
will
be
subject
to
the
same
EMT
hiring
standards.
We
are
confident
that
they
will
have
every
resource
at
their
disposal
to
optimize
their
success.
That
EMT
course
starts.
J
August,
14th
and
I'll
be
happy
to
report
back
with
the
demographic
breakdown
of
the
participants
in
that
city
and
Academy
program.
We
also
will
still
have
roughly
thirty
paying
participants
in
that
class
who,
for
the
first
time,
will
be
prioritized
for
admission
based
on
Boston
residency
as
part
of
the
partnership
of
the
office
of
workforce
development.
Boston
EMS
is
also
secured.
J
Approval
from
the
state's
executive
office
of
labor
and
workforce
development
for
our
EMT
course,
our
training
program
to
be
recognized
as
a
pre
pre
apprenticeship
and
that
the
Boston
EMS
EMT
Academy
to
become
certified
as
an
apprenticeship.
This
will
make
the
department
eligible
for
funding
sources
earmarked
for
apprenticeships
and
helped
to
establish
articulation
agreements
with
local
colleges.
J
In
addition
to
efforts
focused
on
strengthening
the
diversity
of
our
EMT
pool.
Boston
EMS
also
looks
closely
at
the
race
and
gender
composition
of
those
we
promote
in
the
last
training.
Captain
paramedic
and
lieutenant
promotions.
We've
seen
positive
steps,
an
increasing
number
of
women
and
persons
of
color
and
most
senior
ranks
plus
numerous
currently
has
three
deputy
superintendents
to
training
captain's,
four
lieutenants
and
13
paramedics
who
are
female,
as
well
as
our
female
medical
director.
J
Additionally,
one
superintendent,
two
deputy
superintendents,
two
captains,
one
training,
captain
six
lieutenants
and
six
paramedics
from
recent
promotions,
all
identify
as
persons
of
color
I'm.
Confident
that,
as
we
increase
the
diversity
at
the
rank
of
EMT,
we
will
continue
to
see
impact
in
the
most
senior
ranks.
I
appreciate
you
a
time
and
investment
in
this
important
topic
and
happy
to
answer
any
other
questions
you
might
have.
Thank.
A
K
B
You
councillor
McCarthy
and
think
the
panelists,
just
for
the
record
and
folks
who
may
not
actually
have
these
numbers
in
front
of
them
just
quickly
want
to
go
through
them
for
the
record.
So
obviously
the
city
of
Boston's
population
is
43
46.
This
is
based
on
BPD's
recent
data,
46.3%
residents
or
white
22.8%,
or
black
19%,
or
hispanic
9.3
or
asian
52%
of
the
residents
are
female
and
37.1%
of
the
resident
speak
a
language
other
than
English
at
home.
B
So
Boston
EMS,
chief
superintendents
captains
and
lieutenants
73
percent
or
white
18
percent
or
black
9
percent-
are
Hispanic
0%,
er,
Asian
and
20
percent
or
female
I
just
wanted
to
say
that
those
numbers
and
I
want
to
thank
the
departments
for
getting
those
numbers
to
us,
starting
with
the
chief
of
diversity,
Tavarez.
So
I
know
you
mentioned
the
dashboard
and
the
quarterly
reports
right
now.
If
you
look
at
the
dashboard
or
the
quarterly
reports,
you
don't
see
these
breakdowns.
B
To
obviously
email
and
and
the
departments
are
very
responsive
in
getting
this
information,
but
I
think
if
we're
truly
gonna
hold
ourselves
accountable,
we
should
make
it
easily
accessible.
You
can
go
on
the
website
and
find
the
quarterly
reports,
of
course,
the
dashboard,
but
if
we
could
make
these
numbers
more
transparent,
I
think
that
demonstrates
that.
Well,
this
is
a
priority
and
that
we
have
work
to
do
yeah.
E
E
B
B
Moving
on
to
Michael
Gaskins,
obviously,
just
some
just
to
give
you
another
opportunity
to
add
some
more
I'd
love
to
hear
from
you,
outside
of
your
hiring
of
course,
and
and
and
your
freedom
to
do
recruitment
and
other
things
and
I
want
to
applaud
you,
particularly
for
the
cadet
program.
The
outreach,
even
the
flyering,
looks
different,
so
people,
it's
more
user
friendly
people
are
coming
forth
and
applying
in
higher
numbers
from
various
communities
in
the
city
of
Boston.
F
Thank
you
very
much
so
I'll
start
with
in
terms
of
what
we're
doing.
We
definitely
have
strategic
initiatives
for
outreach
that
includes
partnerships
with
community
programs.
We're
doing
a
lot
of
outreach
and
information
sessions
within
the
community
organizations,
be
CYF,
YMCAs,
Boys
and
Girls
Clubs
we're
also
partnering
with
the
city
on
their
career,
fair
series,
so
we've
participated
in
pretty
much
in
every
one
of
their
neighbourhood
career,
fair
series,
again
outreach
making
sure
people
understand
the
process.
We
worked
with
the
cities.
F
Do
a
team
to
have
a
our
own
website,
which
is
a
Boston
gov
force,
slash
police.
Now
you
can
click
there
and
you
get
more
information
on
the
process.
Taking
the
civil
service
exam
number
of
weeks
or
more
weeks
in
the
Academy,
we
even
have
links
and
resources
back
to
civil
service
to
prepare
for
the
actual
exam.
F
You
can
also
click
on
the
cadet
program
to
to
give
you
a
good
overview,
so
our
ArtReach
definitely
includes
partnerships,
as
I
mentioned
before,
with
the
diversity
office,
as
well
as
workforce
development,
we
look
forward
to
developing
a
programming
that
might
help
with
people
people
preparing
for
the
civil
service
exam.
Maybe
even
to
offset
some
of
the
expenses
that
a
cadet
would
incur
in
terms
of
tuition
reimbursement
things
that
nature.
We
look
forward
to
those
types
of
discussions
for
our
most
recent
class
that
graduated
in
April.
F
We,
we
did
a
lot
of
outreach
prior
to
the
exam,
as
well
as
making
sure
that
the
people
that
took
the
exam
understood
the
process,
the
hiring
process
for
the
first
time
in
a
long
time
we
partnered
with
civil
service,
MBA
transit,
and
we
we
had
a
joint
session
to
go
over
the
application
process.
Oftentimes
people
don't
understand
you
take
the
test
in
2017.
You
might
not
get
a
call
until
February
of
2018
and
what
that
entails.
F
You
get
an
email
from
the
civil
service
to
let
you
know
that
Boston
Police
is
hiring
and
then
you're
required
to
come
and
sign
the
list.
If
you
miss
that
you
fail
to
respond
to
the
vacancy
and
then
essentially,
you'd
have
to
wait
another
two
years
in
order
to
take
the
exam
and
get
back
on
the
get
back
on
the
cycle.
So
I
think
one
of
the
things
that
we're
trying
to
do
is
give
the
community
more
information
about
the
application
process.
F
What
we've
also
done
in
terms
of
partnerships,
we
received
data
from
the
office
of
immigration,
immigration
advancement
as
well
as
Boston
Public
Schools.
We
looked
at
9-1-1
calls
that
required
a
officer
to
come
with
a
language
to
translate
and
we
gathered
that
data
and
shared
that
information
and
made
our
case
with
the
service,
and
we
were
able
to
get
language
certification
which
allows
us
to
add
value
to
our
existing
applicant
pool.
The
most
recent
pool
that
we
had
for
2017.
We
started
with
130
applicants
24
identified
as
white
America.
F
F
Our
recruit
class
languages
included
Albanian
Cantonese
Cape
Verdean
Creole
French,
Haitian,
Creole,
Italian,
Portuguese
Romanian.
In
Spanish
of
those
again,
we
received
the
language
certification
for
Cantonese
Vietnamese,
Haitian,
Creole
Spanish.
We
asked
for
Cape
Verdean
but
were
denied,
and
we
look
forward
to
continuing
to
to
ask
for
those,
as
our
Cape
Verdean
population
is
very
apparent
in
the
Boston
area
this
year
we
are
in
our
process.
Now,
as
as
developing
our
recruit
applicants
and
developing
those
of
profiles,
we
were
granted
the
same
number
130
mine
GB.
F
We
graduated
ninety
seven
of
the
hundred
and
thirty
last
year,
so
we
hope
to
improve
on
that
number,
but
the
numbers
were
pretty
much
the
same:
fifty
nine
percent,
almost
60
percent
white
American,
twenty-one
percent,
almost
22
percent
african-american
fifteen
point
four
percent,
Latino
American
and
then
three
percent
Asian
American.
So
we
were
granted
permission
to
have
a
class
of
130
this
year
as
well.
We
were
also
given
permission
for
the
language
certification.
F
What's
also
important
to
note
is
our
cadets
are
up
on
their
two
year
of
completion,
so
they'll
be
able
to
be
added
upon
the
commissioners
consent
to
any
upcoming
class,
so
we'll
have
another
diverse
pool.
What's
important
to
note
as
well
is
of
the
130,
we
only
had
six
veterans
that
were
recognized
by
civil
service
in
that
last
class,
so
I
think
sometimes
our
our
recruits
are.
The
situation
might
be
conflated
because
we
have
a
larger
population
for
our
recruit
class,
whereas
fire
other
partners
might
have
a
smaller
class.
F
F
We
lose
about
20
percent
of
our
applicants
in
the
Academy,
so
once
they
get
into
the
Academy
more
than
about
eighty
percent
of
those
that
that
aren't
able
to
complete
aren't
able
to
handle
the
physical
rigors
of
the
Academy
I'm
47
I
say
this
all
the
time.
I'd
have
no
problems
faster
than
the
p80
today,
I'm,
not
an
athlete
an
elite
athlete
in
any
stretch
of
the
imagination,
but
I
might
have
no
problems
fast
in
the
p80,
which
is
the
physical
physical
abilities
test
issued
by
the
state.
F
My
probably
lasts
a
day,
maybe
two
in
the
Academy.
It's
just
that!
That's
tough!
So
what
we
are
doing
is
trying
to
develop
programs
with
civil
service
and
information
within
our
department.
As
soon
as
you
take
the
test,
we
want
to
do
an
information
session
that
says
okay,
you're,
taking
the
test.
Here's
what
to
expect
the
time
line
in
terms
of
when
you
can
expect
to
be
called
but
get
in
shape
and
maybe
have
a
weekly
check-in
with
some
of
those
folks
that
have
taken
the
test.
B
Just
and
I'm
gonna
turn
it
over.
So
other
folks
can
ask
questions.
I
can
come
back
in
the
next
round.
Do
you
have
a
sense
of
those
folks
who
don't
make
it
through
the
physical
fitness
piece?
How
many
are
people
of
color
or
women
in
terms
of
those
numbers
and
then
in
terms
of
supports
outside
of
checking
in
with
them
and
making
sure
they
understand
the
rigors
as
you're
coming
in
as
an
applicant?
B
F
Do
keep
a
week-by-week
tally?
We
haven't
seen
a
disparate
impact
in
terms
of
one
group
over
another,
but
when
you
have
six
asian-americans
in
the
in
the
class
and
you
lose
one,
that's
you
know
a
greater
or
greater
impact.
So
we
can
look
at
that
and
I
think
we
can
look
at
that,
maybe
over
the
next
three
to
five
years,
to
see,
if
there's
any
any
trends
in
that,
so
that
we
can
speak
to
that.
We
again
we
had
27
women
into
the
class
19
finished,
so
that
was
a
pretty
pretty
good
number.
F
Have
I
can
break
down
that
data
with
with
you,
but
eighty
percent
of
those
that
dropped
out
we
was
due
to
physical
and
twenty
percent
was
was
academic.
The
Academy
does
a
great
job
at
assessment
and
they
can
actually
tell
on
the
first
day,
if
you're,
in
a
critical
area,
where
you're
not
able
to
handle
those
requirements.
F
B
A
Ma'am,
thank
you
very
much.
Counselor
I
think
you
selling
yourself
short,
Michael
I!
Think
you
pretty
good
shape.
Thank
you.
All
right,
I
have
just
really
really
one
quick
question:
it's
to
Michael
and
Juan,
and
it's
more
of
your
opinions
and
your
thoughts
behind
this
as
the
police
and
fire
in
particular
in
EMS
as
well
recruiting.
A
You
know
it
always
comes
back
to
me,
like
the
desire,
like
the
desire
in
that
community,
whether
it's
the
black
community,
the
Asian
community,
the
gay
community,
whatever
community
the
desire
to
want
that
job
more
than
anything
else,
so
whether
it's
the
desire
to
make
sure
that
you're
physically
fit.
So
you
don't
wash
out
the
desire
to
stay
off
of
drugs,
so
you
you
don't
wash
out
because
the
drug
test
mentally
that
you
don't
you
know,
break
down
because
you've
got
a
sergeant
yelling
at
you
and
then
there's
also
the
military
aspect.
A
Where
you
know
I
know,
I
can
name
ten
families
off
the
top
of
my
head's,
where
their
kids
surpassed
college
or
went
to
college
and
then
join
the
military,
because
their
desire
to
join
the
police
force
or
join
the
fire
department
was
that
great
the
sacrifice
that
they
were
willing
to
make
whether
it
was
joining
you
know
the
Marines,
the
army
or
whatever
they
had
that
desire
where
they
wanted
to
follow
dad
they
wanted
to
follow
their
uncle.
They
wanted
to
follow
somebody
and
they
put
everything
aside
for
that
desire.
A
Do
you
feel
that
that
there's
a
burning
desire
in
in
your
community
the
communities
that
you're
in
particularly
working
for
with
do
you
feel
it
is
a
desire
that
that
we're
turning
people
away
because
of
just
those
lists,
or
how
do
we
get?
How
do
we
get?
Basically,
what
I'm
saying
is
you're
in
Madison
Park
in
English?
How
do
you
get
those
kids
to
say?
You
know
what
this
is.
The
job
I
want.
A
I
want
to
be
a
firefighter
more
than
anything
else
in
the
world,
and
you
know
what,
if
I
have
to
join
the
army
for
three
years?
I'm
gonna
do
it
I'm
gonna
come
back
I'm
gonna
be
in
shape.
I'm
gonna
stay
off
drugs,
I'm
gonna
be
focused,
I
already
ready
to
go.
How
do
we
do
that?
You
just
kind
of
talked
me
through
that
I.
H
Feel
like
the
desires,
definitely
there
when
I,
when
I
go
to
the
high
schools
and
I
do
have
some
of
the
kids
from
the
teen
Academy
like
last
year.
I,
like
a
lot
of
the
kids,
are
really
interested
in
the
Boston
Fire
Department,
where
restricted
and
how
we
hire
and
I
think
the
press
being
so
public
and
and
the
negative
press
really
puts
a
negative
spin
on
our
recruitment
process
in
our
hiring
process,
where
it
really
is
like
focused
on
military.
H
So
a
lot
of
the
kids
get
discouraged,
because
what
I
see
is
just
there's
a
lack
of
representation
as
far
as
veterans
in
the
minority
community.
So
there's
not
very
there's
not
that
many
visuals
for
them
in
terms
of
veterans,
so
I
feel
like
a
lot
of
these
kids.
Don't
really
understand
and
grasp
that
the
benefits
of
the
military
in
a
lot
of
ways,
because
there's
not
that
many
visuals
and
there's
not
that
many
veterans
who
are
like
gung-ho
that
the
fire
department
that
I
out
in
the
community.
H
So
those
are
things
we're
trying
to
change
and
try
to
create
a
more
mentor
mentor
program.
That's
who
are
on
the
job
currently
to
kind
of
show
and
direct
some
of
these
kids
who
do
have
that
desire
like
this
is
the
clearest
path
for
you
right
now.
Joe
in
the
military
is
the
absolute
definitive
way
of
you
getting
a
strong
chance
of
getting
on,
whereas
in
the
civilian,
because
we
have
such
a
high,
we
have
such
a
high
number
of
veterans
and
disabled
veterans
taking
the
exam.
H
It's
really
tough
to
get
down
to
the
civilian
numbers
where
we
where
we
want
to
be,
but
in
order
to
counter
that
you
have
to
join
the
military
and
I
feel
like
pushing
that
and
pushing
that
agenda
in
some
of
these
communities
is
the
key
way
to
kind
of
increase
that
for
us.
So,
but
the
desire,
like
I,
said
to
answer
your
question.
The
desire
is
definitely
there
and
I
just
think,
like
the
negative
press
and
recently
just
around
our
recruitment
process.
H
Definitely
just
encourage
and
and
also
the
fee,
definitely
discourages
a
bunch
of
a
bunch
of
the
younger
kids
getting
on
like
the
18
19
year-old
kids,
who
have
like
really
desire
really
designed
to
you
know
what
is
the
fee
it's
$200,
but
that
includes
the
L
pad
as
well
and
if
you
sign
up
after
the
date
listed
on
the
actual
flyer,
it's
a
50
and
additional
$50.
We
do
host
informational
sessions
currently
like
this
past
year.
During
our
recruitment
process,
we
held
several
info
informational
sessions
and
we
do
offer
waivers.
H
The
state
does
offer
a
waiver,
but
you
have
to
have
a
specific.
They
certain
requirements
in
order
to
qualify
and
I
think
it's
some
sort
of
it's
a
form
of
government
assistance
within
a
year
and
not
a
lot,
and
it's
very
specific
government
assistant
programs
that
are
listed
in
the
waiver
request.
So
you
have
to
fill
that
out
prior
to
the
deadline.
Okay,
Michael.
F
F
And
so,
when
we
talk
about
that
socio-economic
impact
that
it
can
have
over
generations,
it's
difficult
to
go
into
a
home
and
say
maybe
think
about
you
know
joining
the
service,
and
that's
just
a
challenge
that
we
that
we
can
find
again.
Our
department
isn't
as
impacted
because
we
have
larger
classes
where
we
can
have
civilians
that
that
get
on
on
the
job.
So
it's
the
matter
of
how
you
prepare
for
the
test
and
how
high
you
reign.
F
F
There
are
some
challenges
in
terms
of
information,
how
things
are
shared,
where
a
kid
could
say:
I'm
interested
in
being
a
police
officer,
and
if
they
have
someone,
that's
influential
in
their
life.
That
says:
don't
do
it,
because
you're
wasting
your
time.
That
has
a
significant
impact,
a
long-term
impact
on
us.
Now
we
do
have
our
cadet
program.
We
did
receive
over
350
applications
for
33
slots.
F
This
poke
this
most
recent
time
frame,
I
mean
and
again
we
did
a
lot
of
outreach
information
sessions
and
so
I
think
people
are
aware,
but
there
there
are
some
challenges.
There
are
challenges
in
terms
of
people
just
taking
the
police
exam
I'm
talking
to
officers
that
have
been
on
the
job
for
twenty
years
and
they
they
say
there
were
10,000
people
lines
around
the
corner.
F
People
signed
up
to
take
the
exam,
and
now
we
have
maybe
less
than
2,000
that
isn't
so
much
of
a
concern
for
me
because
I'm
not
so
much
concerned
with
10,000
people,
I'm
concerned
with
130
that
were
put
into
the
recruit
class,
so
we're
still
looking
at
quality,
we're
still
looking
at
the
people
that
have
interests
in
desire.
This
is
a
special
calling,
whether
you're
going
to
be
a
police
officer
or
a
fire
to
fire
a
fireman.
It's
it's
a
firefighter.
F
C
Thank
You
counsel,
McCarthy
and
again
I
just
want
to
say
thank
you
to
the
panelists
for
for
being
here,
I
enjoyed
learning
more
about
the
issues
that
you're
talking
about.
I
I
also
understand
the
some
of
the
issues,
as
it
relates
to
veterans
preference
having
having
served
25
years
in
the
Navy
and
having
served
overseas
as
well.
C
I
had
a
conversation
with
councilor
Edwards
a
couple
weeks
ago,
and
we
were
talking
about
the
Junior
ROTC
program
in
the
in
the
high
schools
and
I
have
the
opportunity
to
visit
these
high
schools
frequently
and
when
I
do
visit
them.
That
that's
where
I
left
to
visit
is
talking
to
the
young
kids
and
most
of
the
young
kids,
the
young
students.
They
are
community
kids
from
the
communities
of
color
a
lot
of
woman.
C
So
maybe
we
can
do
more
outreach
into
the
Junior
ROTC
program
as
well
in
the
high
school.
Is
that
something
I'd
love
to
help
out
with
and
be
part
of
that
and
again
I
just
want
to
I
heard
the
opening
comments
that
you
made
about
the
$500,000
that
would
be
put
in
the
budget
mostly
for
training
and,
if
that's
a
great
step
as
well.
E
E
I
think
the
realism
s
set
in
that
you
know
this
is
this:
is
the
process
against
the
Boston
Fire
Department
and
the
keyboard,
the
Boston
Police
Department
and
the
kids
I
talked
to
see
no
need
and
paying
a
200
Auto
fee
if
they
have
no
chance
of
getting
into
the
department?
The
other
point
I'll
make
is
you
know
telling
setting
kids
on
the
path
to
sort
of
join.
The
military
also
doesn't
guarantee
their
slots
into
these
departments.
E
If
you
look
at
the
fact
that,
generally
in
the
Northeast,
the
applicant
pools
are
dominated
by
white
applicants,
I
don't
think
sending
a
few
kids
and
sort
of
saying
you
know
this
was
the
Pats
against
the
department
guarantees
that
the
numbers
are
going
to
move
the
way
we
want
considering
the
fact.
The
way
we
do
present
preferences
with
DAV,
z--
and
sort
of
veteran
so
I
do
think
we
need
a
more
strategic
plan
to
sort
of
gets
where
we
get
sue.
But
I.
C
C
C
He
works
hard
and
he's
he's
determined
to
make
sure
that
Boston
Fire
is
it's
a
great
department.
You
know
we'll
be
a
more
diverse,
Department
and
I'm
thankful
for
the
leadership
of
the
fire.
Commissioner,
just
on
on
one
issue:
if,
if
someone
doesn't
have
the
$200,
is
there
any
other
option
for
that
person?
I
mean
this
city
is
very
wealthy,
we're
doing
a
lot
of
economic
development
throughout
the
city.
This
skyscrapers
going
up
every
day.
C
E
So
there
are
organizations
like
the
Vulcans
who
work
in
the
fire
department.
I
do
sponsor
some
test,
preps
for
their
members
and
I
know:
Mayo
Mayo
does
the
same
things
on
Boston,
Police
and
I
know:
there's
some
other
resources
out
there,
but
again
I'd
point
to
the
fact
that
you
know
taking
being
able
to
take
the
exam
is
great,
but
you
know
it
just
almost
doesn't
matter.
If
you
know
you
have
no
shot
and
get
an
end
right
now,
if
you're
not
a
veteran.
E
C
C
You
know,
follow
up
with
that
person,
because
I'd
hate
to
see
someone
lose
a
job
because
of
you
know
miscommunication
and
an
email,
but
can
we
have
a
good
contact
information
for
a
potential
applicant?
Give
them
a
call
visit
their
home.
Just
don't
rely
on
an
email
and
say
you
know
we
we
tried,
let's
try
a
couple
different
times,
whether
it's
so
knock
on
the
door
or
a
phone
call
give
that
person
as
much
opportunity
to
get
on
the
fire
and
get
on
the
police.
E
And
I
could
speak
to
it.
From
my
perspective,
working
on
on
sort
of
jobs,
and
so
generally
the
way
I
do
outreach
is,
will
use
every
contact
information.
That's
provided,
meaning
we'll
use
the
phone
number
we'll
use
email
and
if
it
comes
to
worse,
you
know
there
are
a
lot
of
relationships,
folks
being
recommended
and
so
we'll
reach
out
to
a
third
party.
Maybe
maybe
it's
a
sponsor.
E
Maybe
it's
a
family
member
and
I
think
having
those
relationships
is
important,
so
we
try
as
best
as
we
can
to
make
sure
that
you
know
you
know
not
getting
that
phone
call
or
that
or
an
email
is
a
barrier.
I
know
it
is.
It
does
happen
at
times,
but
we
try
to
go
to
extra
step,
whether
it's
reaching
out
to
a
mentor
or
a
sponsor
or
someone
who
may
know
the
candidate
just
to
make
sure
that
the
contact
is
being
made.
C
If,
if,
if
there's
absolutely
no
way
to
reach
a
person,
would
you
notify
the
City
Council
and
we
could
also
reach
out
to
them
we're
in
the
neighborhood
every
day
and
I'd
love
to
someone
applicant
was
in
my
district?
I'll
have
to
go
by
and
knock
on
their
door
and
and
try
to
give
them
some
good
news,
but
I'm
sure
my
other
colleagues
would
do
the
same.
But
yeah.
E
F
Sir,
you
know
eight
HR
D
is
really
at
the
the
center
of
this.
In
terms
of
the
testers
of
the
people
that
are
taking
the
tests,
they
have
their
information,
they
don't
share
the
information
until
then
tell
the
call
for
the
list,
but
what
we're
looking
forward
to
doing
is
again
having
an
information
session
jointly
with
HR
d
with
civil
service,
to
make
sure
that,
right
after
someone
takes
a
test,
we
can
have
them
come
to
an
event,
and
at
that
point
we
can
get
several
contact
points
for
them.
F
We
can
get
them
via
email,
get
their
telephone
number
and
then,
when
the
call
for
the
list
does
happen,
we
can
communicate
to
them
as
well
as
well
as
publicize
through
our
various
partners
to
say,
hey.
The
call
for
the
list
is
made.
If
you
took
the
test,
look
to
see
whether
or
not
you
receive
that
notification.
If
you
have
not,
you
can
contact
civil
service
and
follow-up.
Thank
you.
So
is
it?
Thank.
D
Oh
here
we
go.
Thank
you
again
and
I
certainly
want
to
thank
you,
chief
and
and
Michael
and
Juan
earlier
for
really
clarifying.
You
know
the
and
putting
out
there
that
this
is
a
these
are
structural
barriers
that
we're
dealing
with
and
I
I
know.
You
know
you
wanted
to
highlight
the
importance
of
hard
work
and
certainly
hard
work
and
and
in
really
wanting
this
is
important,
but
it's
easy
to
kind
of
fall
into
this
trap
of.
If
we
don't
have
enough
it's
because
people
don't
want
it,
people
are
homeless.
D
What
happens?
What
lists
do
they
get
on
so
you
mentioned?
You
know
we
have
the
veterans
preference
list,
there's
a
civilians
list,
I'm
also
interested
in
what
is
happening
in
terms
of
retention.
How
we're
dealing
with
workplace
environment
I
know
when
we
have
incidents
of
just
looking
at
the
numbers.
So
if
I'm
looking
at
these
numbers,
they
and
I.
D
Thank
you
for
putting
that
into
the
record
council
president
Campbell,
so
we're
looking
at
the
numbers
we
see,
particularly
for
the
Hispanic
community
and
Asian
community,
looking
at
the
residence
in
the
City
of
Boston
and
then
compared
to
Boston
police
fire
and
EMT
huge
gaps.
I
mean
they're
gaps
all
across
but
I
mean
like
double.
You
know
it's
it's
it's
crazy,
and
so,
when
you
have
a
small
number
of
people
represented
in
any
particular
department,
there's
certainly
the
opportunity
for
folks
to
feel
very
isolated.
D
There's,
certainly,
you
know
issues
around
implicit
and
explicit
bias
that
happens
in
the
workplace
when
we
think
about
the
women
who
are
not
being
represented
and
we've
seen
the
incidents
happening
play
out
in
the
globe
around
what's
happening
with
the
women
on
the
fire
department
and
that's
very
difficult.
So
what
are
we
doing
around
the
retention
piece
and
to
deal
with
so
I
want
to
hear
the
app
the
applications,
the
hiring
recruitment,
but
also
the
retention
and
the
training?
So
any
of
you
can
respond
to
those
please
so.
E
Applicant
pool
data
is
something
that's
very
important
to
us,
so
you
know
it's
your
point,
talking
about
sort
of
the
barriers
to
being
hired.
One
thing
we
had
heard
early
on
in
the
diversity
offices.
Parts
of
the
reason
we're
not
hitting
the
numbers
we
want
to
see
is
because
we
don't
have
the
applicants
coming
in.
So
we
did
a.
We
did
a
simple
test.
We
said,
let's
go
back
five
years
and
look
at
what
the
applicant
pool
actually
is
for
every
single
position.
E
E
Of
color,
on
average,
for
every
position,
that's
posted
in
the
city,
HRT
is
a
little
different.
We've
requested
the
applicant
pool
information.
It's
been
a
little
bit
difficult
to
get.
Maybe
Michael
wanting
to
speak
a
little
bit
more
to
that,
but
I
don't
believe
they
actually
collect
information
on
race
to
be
able
to
say
you
know,
X
percentage
of
people
are
purchases
of
color,
taking
the
exam
or
not.
So
it's
it's
difficult
to
do
that
analysis,
but
we
do
know
that
you
know
applicant
pools
in
the
Northeast
adopt
predominantly
white.
F
Essentially
they
do,
they
do
oftentimes
have
some
anecdotal
information
for
us,
but
again
we
we
look
forward
to
partnering
with
HRD
on
getting
the
information
prior.
What
we
can
do
as
a
department
is
to
make
sure
that
we're
gathering
data
of
the
people
that
are
coming
to
sign
the
list,
and
that's
at
that
point
we're
able
to
get
information
in
terms
of
how
who
they're
at
identifying
and
language
and
things
of
that
nature,
but
the
partnership
with
HRT
needs
to
be
strengthened.
Definitely
to
be
able
to
provide
that
kind
of
data.
F
G
G
D
G
D
G
D
G
G
Takeaway
is
I
think
we
know
need
more
community
involvement.
We
need
to
be
out
there
and
I
think
the
important
piece
they
think
has
been
talked
about
on
a
number
of
by
the
number
of
different
panelists
as
the
education
of
those
communities
that
are
underrepresented,
that
they
understand
the
pathway
to
these
jobs
are
doing
Chris
job
opportunity
is
by
veterans,
preference
I.
Think
that's
the
message
that
look
at
lack
of
some
legislative
change
to
the
veterans
preference
law
at
the
Statehouse.
That
is
your
pathway.
How.
D
G
G
Okay,
returning
veterans,
if
they
enlisted
in
the
city
in
the
state
of
Massachusetts
and
discharged
to
the
state
of
Massachusetts,
have
90
days
to
establish
preference
residents,
I
should
say
in
the
municipality,
the
seeking
employment,
that's
state
law,
that's
civil
service,
so
I
know,
there's
a
notion
out
there
there's
a
lot
of
people
from
different
areas
of
the
country
coming
to
Boston
to
if
you
will
be
employed
as
firefighters,
I'll
speak
for
Fire
Department.
I
won't
speak
for
police
if
they
fall
within
state
law.
G
I
think
they're
applicants,
but
you
know
the
1980s
I
find
you
know.
There's
been
a
lot
of
misrepresentation
around
that
that
people
are
discharging
who
enlisted
in
Alabama,
say
and
came
to.
Boston
I
got
a
job
they
had
to
have
enlisted
in
the
state
of
Massachusetts
to
receive
that
preference
and
they
have
90
days
to
establish
that
residency.
So
those
applicants
have
followed
the
rules
and
those
are
the
rules
of
civil
service
and
those
are
state
law.
G
So
I
think
the
quarrel
lies
if
you're
looking
to
change
the
preference
and
I
think
there's
a
piece
of
legislation
around
the
3-year
piece.
That's
residing
up
the
State
House
now
on
residency.
I
think
that's
something
that
should
be
pursued
but
I
caution
you
on
that
to
it,
because
I
think
it
cuts
both
ways.
I
think
it
cuts
both
ways.
The
fact
that
you
could
end
up
eliminating
the
returning
minority
veterans
if
they
come
if
they
say
they
reside
in
Brockton
from
another
part
of
the
kind
of
the
state
from
being.
K
You
know
that
really
concerns
me,
because
my
mother
would
have
been
one
of
those
folks
provided
she
was
interested
or
recruited
or
talked
to
about
being
a
firefighter
that
may
have
happily
have
taken
that
opportunity.
She
was
not
now
and
that's
that's
where
we
retired
over
in
Michigan,
but
that
would
that
led
me
to
an
immediate
question.
You
know
that
would
have
helped
us
a
great
deal
financially.
If
my
mother
had
even
been
talked
to
about
working
in
these
kinds
of
fields,
no
one
did
no
one
reached
out
to
her.
K
We
certainly
struggled
I
was
on
free
lunch,
even
though
she
was
a
veteran
and
ma'am
and
I
look
at
the
the
benefits
well
earned
and
hard
fought
for
not
questioning
them
at
all.
I
think
well:
well,
where
are
you
when
there
are
women,
when
there
are
people
of
color
about
to
retire
and
getting
out
of
the
military?
What
are
your
recruitment
services
there.
F
When
you
come
back,
here's
a
number
that
you
can
call
to
make
sure
that
you
can
take
a
makeup
exam
and
do
outreach
that
way.
Army
pays
is
one
of
the
programs
right
now,
where
they
work
with
a
number
of
corporations
and
as
well
as
agencies,
to
make
sure
that
their
recruits
are
able
to
get
interviews
things
that
nature
we're
looking
to
partner
with
them
to
make
sure
that
they
get
the
resources
and
information
saying
this
is
this
is
what
veterans
preference
is.
F
F
So
those
are
the
types
of
things
that
we
look
for
in
just
officers
and
so
we're
going
to
continue
to
do
that
type
of
outreach
as
well,
and
we
do
work
with
the
Junior
ROTC
programs
within
the
city,
especially
as
it
relates
to
our
cadet
program
and
again,
as
I
mentioned,
we
work
with
an
English
High
and
Madison
Park
Charlestown
any
high
school.
That
has
any
type
of
leadership
program
and
we
look
to
plant
seeds
and
let
them
know
that
these
types
of
opportunities
are
available
to
them.
K
H
So,
just
to
touch
on
the
ROTC
element
that
you
had
broadened
up
and
we
we
definitely
have
had
personnel
in
their
previous.
We're
actually
gonna,
be
revamping
you
weren't
here
early,
but
I
was
talking
about
rebound.
Revamping
our
explorers
program
and
part
of
that
is
kind
of
restraining
and
going
out
into
the
ROTC
at
Madison
and
English.
H
There
was
something
there
that
we
could
actually
you
move
forward
and
give
them
the
proper
information
that
they
need.
That
page
program,
you
know
I
introduced
Michael
to
it
over
at
the
Boston
Police
we've
had
the
program
for
I
want
to
say
a
couple
of
years.
Now
it's
definitely
a
beneficial
program.
It
locates
Boston,
specific
veterans
returning
home.
They
identify
their
phone
numbers
and
their
emails.
You
can
talk
with
transition
councils
directly
at
all
these
military
installations
and
it
breaks
it
down
month
by
month
of
what
veterans
are
coming
home
in
what
year.
H
This
is
just
for
the
Avianca,
so
that's
been,
you
know
we
utilize
that
as
a
recruitment
tool,
this
passed
this
past
recruitment
effort
back
from
November
to
January
of
November
to
February,
and
we
had
some
success.
Some
of
the
information
is
outdated,
but
again
that
goes
with
working
with
transition,
couches,
revamping
that
program
and
and
working
with
police,
and
hopefully
collectively
we
can
come
up
with
something
together
and
increasing
and
making
it
more
more
of
a
solid
recruitment
tool
for
us
and
then
yeah
I
think
that
was
it
right.
H
G
Consular
just
add
to
what
Warren
mentioned
I
was
elaborating
on,
is
meant
I
just
mentioned
that
it
cuts
both
ways
that
three-year
piece.
So
if
you
have
discharging
veterans
from
any
branch
of
service,
that
of
color
of
females
coming
discharging,
if
the
three-year
piece
goes
in
when
it
cuts
that
way,
they'd
have
to
reside
three
years
prior.
So
if
they
were
mentioned,
I
believe
you
mentioned
discharging
from
an
IV,
the
ami
or
in
particular,
some
remote
location.
G
Other
than
two
sets
are
being
a
veteran
from
the
state
of
Massachusetts,
say
you're,
a
veteran
from
Michigan,
and
you
thought
Boston
Fire
be
a
great
opportunity
for
you
and
your
person
of
color
that
three
year
will
cut
you.
Currently
it's
with
the
one
year
piece.
If
it
goes
to
three,
you
eliminate
that
candidate
and
you
basically
situation
your
time.
Yeah
most
people
are
not
gonna,
make
an
investment
for
three
years
and
then
what
the
potential
no
guarantee
right.
K
So
when
you
do
have
recruits
who
are
the
veterans
or
who
have
made
it
through,
who
are
part
of
your
each
individual
agencies,
they're
women,
they're
people
of
color
retention,
they've
demonstrated
their
desire
or
matter
of
fact
they
demonstrated
their
qualifications.
They
are
they're
working
and
serving
the
people
of
Boston
right
now
trying
to
save
their
lives
so
tell
me
about
what
you're
doing
to
retain
them
and
keep
keep
them
there
and
keeping
them
safe.
F
Our
average
age
or
time
frame
for
our
officers
are
about
25
years,
so
you
get
the
job,
you
keep
the
job
and
you
love
the
job.
So
we
are
looking
at
programming.
We're
excited
about
the
programming
that
the
the
mayor
just
announced
today
with
regard
to
diversity
and
training,
we
already
have
bias-free
training
in
the
Academy
and
in-service
training
for
those
officers
that
have
graduated
you
know
decades
ago,
that
can
now
go
online
and
get
that
training.
F
So
we
do
a
lot
of
bias,
free
training
and
cultural
awareness
within
the
Academy,
our
superintendent,
Lisa,
Holmes,
just
retired,
and
she
brought
in
a
number
of
community
organizations
to
the
Academy
as
part
of
the
training
to
tap
some
inclusivity
there
as
well,
but
I.
Think
our
retention
for
the
most
part
is
is
is
very
good
in
that
again.
People
that
wish
to
serve
in
this
way
continue
to
learn
and
continue
to
grow.
F
One
thing
that
we're
trying
to
do
is
to
make
sure
that
the
promotional
exams
are
available
to
them
on
a
pretty
regular
basis.
We
just
finished
our
detectives
exam
in
June
and
we
had
a
good
turnout.
We
had
a
total
of
six
hundred
and
fifty-two
applicants
signing
up
for
the
Texas
Sammy
had
to
have
a
minimum
of
three
years
as
an
officer
in
order
to
be
eligible
for
the
detectives
exam
we
had
about
3%
Asian
turnout,
23%,
african-american
10%,
that's
Latino
and
64
percent
white
and
223
women
sat
for
that
particular
exam.
H
H
H
K
You're,
a
retention
under
my
knowledge,
yes,
okay,
all
right
and
then
I
think
so
again
on
the
topic
of
desire,
I
guess
I'm
not
really,
or
you
can
speak
to
your
own
desires,
I
suppose
about
leadership
and
pushing
and
moving
something
at
the
state
level.
To
do
something
about
this.
If
you
all
came
and
testified
and
said,
diversity
is
a
priority
and
this
something
that
you
want
to
see
happen
and
then
say
at
the
same
time.
Well,
but
then
there's
that
list.
So,
oh
well
and
there's
nothing
we
can
do
about
it.
K
Tell
me
about
your
own
desires.
What
would
you
like
to
see
the
state
veteran
preference
look
like
that
balances
because,
as
you
know,
I'm
a
daughter
of
a
veteran
and
she
certainly
was
able
to
work
at
the
VA
and
other
institutions
when
we
did
get
work,
but
how
would
you
design
the
veterans
preference
to
balance
both
veterans
coming
home,
but
also
our
desire
to
to
have
Bostonian
agencies,
safety
agencies?
Look
like
Boston,
so.
H
H
You
know,
veterans
deserve
an
opportunity
to
get
on
to
these
jobs,
firsthand
I
think
with
the
veterans
preference
it
allows
them
to
get
those
jobs
in
it
to
sell
because
they
do
serve
their
country.
They
do
make
that
effort.
They
do
sign
the
list
and
they
do
put
their
lives
on
the
line,
but
again
I'd
love
to
see
city
residents
on
there
as
well.
H
You
know
you
just
have
to
find
a
balance
and
I
think
that
comes
with
working
with
the
veteran
groups
and
getting
those
groups
together
in
the
same
room
and
figuring
out
a
way
that
we
can
make
all
parties
happy
so
I've
had
these
conversations
with
representative
homes,
I've
gone
up
there
and
spoken
to
state
senator
Nick
Collins
on
several
occasions,
based
around
the
legislation
on
these
specific
issues,
and
the
problem
is,
is
to
get
everybody
on
the
same
page
to
go
against
veterans.
It's
just
not
realistic.
A
lot
of
these
people
just
either.
H
They
don't
want
to
go
against
the
vets
or
they
just
have
a
problem
over
and
forward.
So
it
never
Russell
home,
for
instance,
came
up
with
a
piece
of
legislation.
I
think
it
was
to
change
I,
think
either
the
preference
on
the
police
I
forget
exactly
what
it
was,
but
that
never
even
made
it
to
the
House
floor.
I,
don't
think,
and
if
it
did
I
think
it
got
voted
down
pretty
swiftly,
and
that
was
that
was
to
help
and
benefit
some
of
these
public
agencies
in
the
city.
K
Sure,
apart
that
yeah
I'm
sure
representative
Holmes
may
have
his
own
opinion
about
it
and
I
try
not
to
discuss
the
person's
efforts
or
conversations
about
what
happened
and
in
the
other
house.
The
question
I
had
was:
what
would
you
do
differently
if
it's
nothing,
then
that's
fun,
but
right
now,
according
to
the
National
Pew
Center,
you
know
research,
I,
think
of
veterans
in
2016,
77%
or
white
7%,
no
12
percent
black
and
2
percent
women.
K
So
this
preference
is
going
to
be
continuing
if
not
actually
making
us
less
diverse,
because
those
numbers
are
less
than
what
we
have
right
now.
So
the
question
is:
how
do
you
balance
both
I
mentioned
before
again
and
I?
Don't
want
this
to
be
interpreted
as
coming
out
against
the
vets.
I
think
you
said
that
and
I'm
not
I'm,
asking
from
your
creativity
from
your
experience
and
actually
from
your
leadership
and
please
demonstrate
some
desire.
What
would
you
do
differently
in
the
state
legislation
to
help
us
reflect
Boston.
E
K
E
E
You're,
not
a
veteran,
so
I
think
the
question
is
shouldn't,
be
around
veterans
or
I.
Think
we
all
support
our
veterans
and
we
hold
them
to
the
highest
esteem
and
sort
of
honor.
There
are
examples
about
out
there
of
cities
who
are
doing
both,
for
example,
our
State
Police
assigns
two
points
to
our
veterans:
that's
not
absolute
preference,
so
I
do
think
there
are
systems
and
examples
out
there
where
you
can
have
better
and
preference
sort
of
give
preference
to
veterans,
but
also
think
about
sort
of
diversity
and
inclusion.
F
Think
from
the
Boston
Police
standpoint,
we've
we've
seen
some
success
again
with
the
language
preference
that
we're
getting
through
again
partnerships
with
the
various
agencies
in
the
city
to
get
the
create
data
at
the
at
the
end
of
the
day.
We
want
to
serve
the
population
so,
and
we
want
to
be
a
reflection
of
that
so
being
able
to
give
the
right
information
and
utilize
those
resources,
I'll
also
say
the
cadet
program.
Now
the
cadet
program
is
is
a
civilian
position.
F
We
have
a
lot
more
control
over
the
applicants.
We
still
interview,
we
still
make
it
across
the
board,
but
we
definitely
address
the
socio-economic
issues
again,
that
poor
white
kid
from
South
Boston
should
have
the
same
opportunity
as
the
kid
from
Mattapan.
So
far,
our
cadet
program.
We
try
to
make
get
that
balance
and
we
feel
that
we're
working
talk
to
that
end.
The
Commissioner
again
has
the
ability
to
put
cadets
into
an
immediate
class,
provided
they
pass
the
civil
service,
so
they
get
their
own
kind
of
preference.
F
Drawing
from
the
various
baskets
I
think
gives
us
some
kind
of
balance
and
doesn't
necessarily
displace
any
veterans
or
have
issues
with
veterans
preference
I
want
to
emphasize.
We
have
larger
classes
than
that
of
our
brothers
with
the
fire
department,
so
it
we
have
a
little
bit
more
flexibility
in
that
area.
But
if
we
had
say
40
people
coming
in,
we
will
probably
be
impacted
by
that
veteran
preference
as
well.
M
G
Like
this
conversation,
there's
a
couple
things
first
off,
there's
a
number
of
federal
laws
that
will
come
into
play.
Okay,
USERRA
is
one
law
that
protects
veterans,
rights
in
employment
and
reemployment.
You
have
the
ad
a
marries,
a
Disabilities
Act,
the
Avs
would
fall
under.
You
have
veterans
and
now
protected
class
in
Massachusetts,
governor
Baker
signed
that
in
2016
they
just
strengthened
it
with
the
brave
back,
which
was
I,
believe
it's
not
passed
yet,
but
I
believe
it's
ready
for
signature,
there's
a
lot
there.
G
That
needs
to
be
discussed
other
than
just
desire.
There's
a
lot
of
legal
challenges.
In
my
opinion,
they're
gonna
be
brought
forward,
but
anything
that
looks
like
it
is
being
diluting
or
disadvantaging
or
discriminate
against
veterans.
That's
not
Joel
friend's
opinion.
That's
the
opinion
of
a
lot
of
people
who
are
looking
at
the
topic,
so
I
just
think
that
discussion
has
to
be
on
the
table.
People
need
to
know
that
those
are
some
significant
hurdles
that
people
have
to
understand
and
embrace
that
understand
that
this
could
be
what
could
potentially
come
of
this.
G
K
But
I
think
my
question
was
not
about
the
hurdles
and
I.
Don't
think
we're
I'm
confused
that
there
are
issues
I
asked
about
within
your
mind
and
your
thoughts
about
looking
at
the
state
veteran
preferences.
Is
there
a
balance
and
what
balance
could
you
would
you'd
like
to
see
in
the
law
now
leave
all
of
the
legal
issues
aside,
there's
not
one
where
we're
not
doing
anything
I'm.
K
Just
wanting
to
see
that
leadership
and
desire
in
you
and
to
tell
me
looking
at
the
law
and
veteran
preferences,
if
there's
nothing
if
there,
if
there
is
no
desire
to
move
or
change
it,
that's
fine
I
can
accept
that.
But
I
want
to
know
looking
at
this
law
it
one
suggestion
was
maybe
having
a
point
system
to
it
would
be.
Does
the
list
really
have
to
be
as
as
firm
as
it
is?
I
mean,
there's
I'm
wondering
in
your
own
mind
and
creativity
leave
the
legalese
aside.
What's
there
well.
G
Listen
I
think
the
system
is
fair
as
far
as
veterans.
Okay,
when
you
ask
me
my
opinion,
I
won't
be
very
careful.
How
I
answer
that
question
around
a
couple
reasons,
because
I
know
MCAD
I
could
be
personally
liable
if
I'm
build
is,
if
you
will
purport
in
a
position
to
discriminate
against
another
class
in
veterans
to
protect
the
class
that
happened
in
2016,
so
I
think
it's.
We
certainly
want
to
be
that
diverse
Department
and
representative
of
the
communities
we
serve
it's.
How
do
we
strike
that
balance?
I.
G
And
I
think
and
I
believe
that
the
point
of
these
hearings
to
get
everybody
at
the
table
and
discuss
how
best
we
do
that
in
the
short
term
goals
and
long-term
goals,
I
think
that
the
long-term
goals
we
got
to
be
thinking
about
is
three
to
five
year
window.
That's
the
reality,
I,
don't
think
it's
you
know.
Does
anybody
any
good
to
sit
here
and
speculate
on?
What
can't
what
could?
Possibly
you
not
be
possibly
done
in
the
next
one
a
year,
12
months,
18
months,
I
think
people
are
going
to
stand.
B
I'm,
just
gonna
quickly
take
this
over
and
councillor
Edwards.
Thank
you.
We're
gonna
keep
going
through
some
rounds
because
two
things
one
I
want
to
give
up.
Obviously
councillor
pressing
opportunity
to
speak.
We
also
have
Sophia
from
the
lawyers
Committee
for
civil
rights.
I
know
she
has
to
leave
at
a
certain
time.
I
also
want
to
give
her
an
opportunity
to
speak
before
noon,
but
I'll
quickly,
add
I,
think
you
know
what
I
think
is
abundantly
clear
from
this
conversation.
B
Thus
far
is
that
we
need
a
strategic
plan
that
includes
both
short
term
and
long
term
goals
to
change
these
numbers.
While
I
hear
you
Commission,
we've
talked
about
this
offline
as
well.
There
are
many
protected
categories
protected
by
numerous
laws:
blacks
veterans,
people
of
color.
Those
were
disabled.
One
thing
we
have
the
power
to
do
at
this
level
is
to
change
laws
and
then
to
advocate
for
the
state
to
do
the
same,
and
we
can
change
the
laws.
That's
the
only
way
I'm
going
to
be
able
to
create
this
balance
and
civil
service
I.
B
Think
one
of
the
examples
you
were
that
was
mentioned
earlier
about
State
Police.
We
I've
State
Police
that
live
in
my
district.
This
conversation
around
diversity
within
the
city's
public
safety
agencies
has
prompted
them
to
want
to
talk
to
me
about
the
state.
You
have
the
two
points
system
there,
but
they're
having
their
own
struggles
with
diversity.
So
one
question
I
had
before
turning
over
the
councilor
Pressley
and
then
Sophia
is
has
the
city
of
Boston
ever
studied,
and
this
came
up
came
up
from
someone
who's
here.
Studied
the
civil
service.
B
B
117
black
folks
were
some
of
those
veterans,
so
if
they
weren't,
they
were
what
happened
there,
but
as
the
city
of
Boston
ever
study
the
civil
service,
the
benefits
the
city
gets
and
then
what
we
don't
get
out
of
it,
because
I
think
that
is
a
meaningful
step
that
we
should
take
because
we're
talking
about
it,
everyone
has
their
different
perspectives.
So
I
want
to
leave
you
with
that
question
chief
and
then
councilor
Pressley,
so.
E
Not
to
the
comprehensive
where
you've
just
described,
I
think
so.
For
example,
when
I,
when
I
our
office
has
reached
out
to
HR
D,
for
example,
just
get
an
access
to
the
data
hasn't
been
difficult,
so
I
think
that
I
think
that's
something
we
can
know
is
going
to
take
some
collaboration.
I
think
we
can
work
with
BFD
and
BPD
more
it's
a
sort
of
shared
data
and
analyze
data
and
sort
of
look
at
sort
of
work.
Some
of
the
shortfalls
are,
let's
hear
your
question.
No,
we
have
I,
don't
believe.
L
Come
in
the
makers
they
counselor
Campo
and
McCarthy
for
spearheading
this
important
conversation
and
I.
Thank
you
for
your
testimony
of
thus
far,
which
is
I've
been
very
informative
and
I.
Thank
my
colleagues
for
their
robust
line
of
questioning
and
just
picking
up
on
the
point
offered
by
councillor
Campbell
relative
to
sorry
picking
up
on
the
point
offered
by
did
you
guys
hear
all
the
thank-yous?
L
It's
also
about
culture
and
engagement,
and
so
you
know,
I
want
that
date
and
I
want
us
keeping
track
of
that,
because
you
know
someone
should
have
reached
back
out
to
that
person
reapply
or
consider
being
a
veteran
or
something
but
based
on
their
one
experience
and
I.
Don't
believe
that
they're,
an
anomaly
I,
think
that's
a
systemic
issue.
The
other
thing
that
I
wanted
to
say
is
it's
just
my
fundamental
belief
that
and
I
know
many
of
my
colleagues
share
this,
that
the
solutions
rests
with
those
who
have
walked
this
walk
and
so
I.
L
Actively
listening
to
and
integrating
the
recommendations
of,
ma'am
Leo
are
the
Vulcans
or
any
of
the
advocacy
organizations
or
in
internal
organizations
that
support
these
communities
that
are
in
the
minority
within
both
forces.
So
could
you
speak
to
that?
What's
your
partnership,
what
collaborative
efforts,
what
strategies
and
what
recommendations
have
come
out
of
mammal
EO
and
the
Vulcans
have
any
of
those
things
been
implemented
so.
E
I
would
say
the
the
encourage
encouraging
thing
going
forward
is
I.
Think
it's
your
point.
We
have
sort
of
cultivated
some
of
these
relationships.
I
know
we
had
sat
down
with
Commissioner
the
Vulcans
myself
I
believe
Sofia
Hall
was
in
that
meeting
as
well
and
part
of
the
recommendations
in
we've
adopted.
Some
of
those
was
having
a
language
preference,
so
I
know
in
the
last
class
that
was
a
recommendation
from
the
Vulcans.
We
got
12,
Spanish
speaking
and
I
believe
three
Haitian
Creole
preferences.
So
that's
going
to
diversify
this
next
class
a
little
bit.
E
That
was
a
direct
conversation
and
recommendation
for
me,
I'm
Leah,
from
from
the
Vulcans
one
other
recommendation
of
theirs
was
moving
from
the
one
to
three
year
residency
requirement,
which
I
think
is
another
move
the
commissioners
looking
to
make.
So
we
have
begun
to
take
some
of
those
recommendations.
L
E
L
E
So
those
those
were
from
ongoing
conversations
and
those
conversations
continue
so
I'm
speaking,
so
you
know
me
me
oh
and
the
volkens,
but
almost
weekly,
so
they
weren't
port
for
this
sort
of
a
set
of
recommendations
per
se,
but
those
those
recommendations
were
communicated
so
myself,
one,
the
Commissioner
and
I
believe
of
those
five
recommendations.
Three
have
been
implemented
already
and
so
they're
small
steps,
but
they're
good
steps.
I
think
you
know
having
folks
at
the
table.
E
Hearing
their
concerns
is
important
and
making
them
feel
as
a
part
of
the
process
which
I
think
folks
haven't
felt
in
the
past
right.
So
I
think
those
are
positive
steps
going
forward,
but
still
it's
it's.
How
do
we
do
more?
A
lot
of
these
things
are
band-aids
right.
The
cadet
program,
the
language
preference
it
doesn't
exist-
address
the
overarching
issues
which
the
Commission
appointed
a
lot
of.
It
is
sort
of
alright.
We
feelin,
like
our
hands,
are
tied
right
so
so.
L
Let
me
ask
this:
are
these?
Are
these
limitations
these
these
sort
of
legal
statutes?
If
you
will
that
have
created
some
inherent
challenges
over
time,
that'll
lead
us
to
where
we
are
to
day
that
get
in
the
way,
perhaps
of
desire
and
will
and
the
opportunity
to
really
lead
on
this
in
the
way
that
we
would
like.
We
can't
be
the
only
municipality,
that's
that
in
the
same
crosshairs
legally,
and
yet
there
are
municipalities
who
are
poor,
besting
us
in
this
space
and
so
I'm
just
curious
have
from
the
space
of
research.
L
Have
we
looked
at
best
practices
in
other
cities?
Have
we
figured
out
why
Chicago
is
doing
such
an
excellent
job
on
this
front
or
why
Philadelphia
is
doing
such
an
excellent
job?
On
this
front,
I
mean,
what's
the
closest
apples
to
apples,
comparison
in
terms
of
demographics
and
population
and
the
same
statutes
that
we
could
look
to
so.
E
So
my
office
does
do
that
out
a
matter
of
fact.
We
have
our
intern
here,
whose
sole
focus
is
looking
at
comparative
cities
across
the
country
to
figure
out
what
they're
doing
so.
For
example,
Chicago
has
a
program
where
you
know
50%
of
the
pool
the
applicants
are
reserved
for
veterans,
I,
believe
25%
of
reserved
for
the
public
school
system
graduates.
E
L
L
Just
to
the
quick
follow-up
points,
so
thank
you
for
that
and
appreciate
having
those
best
practice
examples
on
the
record
and
we'll
certainly
circle
back
on
those
things.
My
other
question
is
I.
Do
think
a
lot
of
this
councillor
Edwards
was
raising
the
point
about.
Maybe
people
leave
because
they
feel
as
such.
They
feel
uncomfortable
or
or
marginalized,
or
you
know
whatever
those
things
are
often
harder
to
quantify.
It's
it's
just
like
Public
Safety
work.
You
know,
we
count
the
you
tease,
but
you
can't.
L
You
can't
speak
to
the
lives
you've
saved,
always
you
can
or
that
you
change
your
influence
right
and
so
I
think.
The
same
is
true
on
the
flip
side,
in
terms
of
when
people
feel
marginalized
or
unsafe,
or
that
an
environment
is
hostile,
you
know
perhaps
that
information,
it's
not
always
going
to
be
captured.
But
my
point
is,
you
know
we
can.
You
know,
pursue
these
best
practices,
but
it
still
is
going
to
come
back
to
climate.
L
They
want
to
be
welcomed,
they
want
to
feel
included,
and
that
doesn't
just
happen
organically.
Those
are
things
we
have
to
be
very
intentional
about
fostering
and
about
doing
so,
you
know
I
want
us
to
continue
to
explore.
You
know
legal
avenues
and
and
all
these
things,
but
could
you
just
speak
to
culture
and
climate,
and
what
can
we
do
to
address
that
because
that's
our
best
calling
card?
That's
our
best
advertisement.
L
F
That
definitely
an
ongoing
conversation
I'm.
One
of
the
first
conversations
that
I
had
when
I
came
on
to
the
department
in
February
was
with
our
president
of
ma'am.
Leo
and
Larry
has
been
phenomenal
at
sharing
his
experience
as
an
african-american
officer,
I
get
an
opportunity
to
talk
to
two
women
that
have
been
on
the
job
and
talk
about
their
experience.
F
How
we
can
improve
upon
their
experience,
I
think
we
could
probably
do
a
better
job
at
profiling
officers
and
telling
their
story
about
how
they
got
to
where
they
are
so
we'll
be
working
with
our
graphics
team
and
a
YouTube
channel.
I.
Think
that
would
be
helpful
to
not
only
show
the
public
but
just
internally
the
struggles
that
someone
might
kind
of
come
up
against
again.
F
I'll
use,
Superintendent
of
Homes
Lisa,
Holmes
who's,
just
retired
came
from
Academy
homes,
which
is
a
project
in
Boston
and
to
the
helm
of
the
Academy
as
a
superintendent.
That's
a
tremendous
story
and
I
think
something
that
we
could
share
with
the
public
to
make
sure
that
they're
aware,
but
also
to
kind
of
dig
into
some
of
those
issues
that
she
might
have
as
an
african-american
woman
in
a
predominantly
white
department
and
what
that
meant
in
terms
of
going
up
the
ranks
and
some
of
the
challenges.
F
L
And
the
last
thing,
I
would
just
say
is
that
you
know
we
care
about
this,
not
simply
from
a
place
of
fairness
and
representation.
This
is
also
about
two
things
and
I
would
be
interested
in
the
projections.
How
many
firefighters
and
police
officers
are
up
for
retirement?
You
know
we're.
This
is
a.
This
is
an
issue
the
trades
are
dealing
with
this.
We
have
a
number
of
forces
that
are
aging
out,
so
you
know
yes,
it's
frustrating
that
they're,
not
representative
of
the
diversity
of
the
city,
but
it's
also
that
folks
are
aging
out.
L
We
need
to
be
onboarding
people
and
then,
if
we
are
really
serious
about
addressing
economic
inequality,
the
wealth
and
wage
gap,
these
are
good
jobs
and
I
want
as
many
Bostonians
as
possible
to
have
access
to
these
jobs.
So
in
order
to
address
those
larger
goals
to
onboard
as
we
are
losing,
and
also
to
address
economic
inequality,
the
wealth
and
wage
gap,
what
are
your
projections?
Because
that's
the
other
reason
why
we
have
to
accelerate
what
we're
doing
here.
Can
you
give
a
sense
of
how
many
people
are
up
are
eligible
for
retirement,
so.
G
Each
year
oh
yeah,
we're
gonna,
probably
eat
red
60
to
65
and
of
that
60
65
is
probably
35
mandatories
mandatory
time
in
65,
and
then
we
have
disability,
retirements
and
I
can
see
cases
and
I
cardiac
cases,
and
things
like
that.
So
on
average
it's
hard
to
eat.
If
you
looked
at
it
rod
numbers
just
on
age,
you
can
come
to
a
number,
but
I
think
that's
not
to
truly
transparent,
because
we
do
have
a
disability
side,
which
is
significant,
that
we
have
members
retiring
early
with
that.
So.
L
G
G
It's
getting
ready
to
graduate
actually
in
a
couple
of
weeks
is
a
class
of
60
and
we're
going
to
be
processing
another
class
of
60
and
in
that
class
of
60
that
we're
going
to
graduate
we
did
use
the
language,
preference
or
parry,
and
we
were
able
to
attract
11
candidates
through
language
and
we
filed
for
this
next
class.
We're
gonna
be
looking
to
attract
15
to
20
and
we're
actually
going
to
be
adding
the
female
component
to
it
to
see
if
we
can,
which
is
difficult.
G
G
I'm,
a
married
man,
the
34
years-
I'm,
not
gonna,
argue,
but
you
know
we
just
filed
if
you
will
with
civil
service
yesterday
on
which
was
mentioned
today.
The
Asian
community,
a
population
of
departments,
certainly
lacking,
so
we
went
through
and
looked
at
the
eligible
list
as
far
as
the
aging
population
in
the
city
and
we
filed
a
pie
rate
to
to
hire
three
chinese
cantonese
speakers
and
two
vietnamese
speakers,
would
they
they
what
the
ones
will
reside
on
the
list.
So
we're
gonna
go
to
try
to
capture
and.
L
Thank
you
very
often
and
I
appreciate,
counsel,
Campbell's
line
of
questioning
earlier.
When
we
talk
about
diversity,
people
can
just
define
it
by
race,
not
consider
gender
and
even
when
they're
talking
about
race,
often
just
only
talk
about
Latinos
and
African
Americans,
so
do
appreciate.
You
know
that
focus
on
the
under-representation
of
Asians
as
well,
so
up
close
and
personal
in
charlestown.
How
lives
were
saved
three
years
ago
because
you
had
Cantonese
speaking
firefighters,
so
it
does
make
a
difference.
So
thank
you
for
that
and
then
I
just
and
then
before
they
turn
over.
F
Absolutely
Warren
our
numbers
are
going
to
fluctuate
between
80
and
90
for
the
next
three
to
five
years.
The
the
mayor
has
been
great
at
giving
us
a
budget
of
130,
but
the
two
thousand
two
thousand
and
seventeen
candidates
we've
been
given
another
on
130
I'd
like
to
go
on
record,
to
say
if
we
had
a
larger
Academy
that
was
not
on
in
High
Park,
like
a
West
Roxbury,
High
School.
That
might
be
closing.
That
would
be
phenomenal
and
I.
F
Think
we
put
out
we've
even
be
able
to
share
resources
with
the
fire
and
other
agencies
that
would
need
that
that
type
of
training
it's
a
great
facility,
we
would
probably
be
able
to
have
you-
have
a
larger
classes,
provided
the
budget
could
can
match
that,
but
our
attrition
is
going
to
be
directly
related
to
classes
that
are
up.
For
you
know
retirement.
F
A
I
think
you
just
checked
the
box
and
they
chief
cross.
Now
what
was
your
lunch?
You
know
that
was
well
I
like
the
way
you
put
that
right
in
there
we're
just
gonna
go
too
quickly
to
some
public
testimony
to
respect
the
people's
time
to
people
have
signed
up
to
speak,
Sophia,
Hall
and
Michael,
Doron
or
Devon.
M
Good
afternoon
now,
madam
president,
mr.
chief
consulars,
for
those
of
you
that
I
have
not
yet
had
the
privilege
to
collaborate
with
there,
we
go.
My
name
is
Sophia
Hall
I'm,
an
attorney
with
the
lawyers
Committee
for
civil
rights
and
economic
justice.
For
those
of
you
who
are
not
familiar,
we
are
a
50
year
old,
nonprofit,
nonpartisan
legal
organization.
We
provide
pro
bono,
free
legal
advocacy
and
representation
to
community
members
who
experience
discrimination
and
racial
injustice
to
their
race
and
national
origin.
M
You
know
I
really
enjoyed
today
listening
to
this
conversation,
because
even
though
this
is
a
conversation
that
I
have
been
engaging
with,
in
others
from
the
lawyers
Committee
for
years
with
a
lot
of
the
people
present
here
today.
To
be
frank,
this
was
one
of
the
most
helpful
conversations
I've
heard.
Part
of
it
is
because
we're
getting
updated
information
about
initiatives
that
come
to
me,
despite
my
requests,
part
of
it
is
because
it
finally
feels
as
though
it's
time
to
make
movement.
M
Yeah
I
don't
intend
to
play
daddy
down
er,
but
the
reality
is.
This
is
not
a
new
problem
and
what
I
really
appreciate
about
the
way
we
have
framed.
The
conversation
today
is
that
it's
not
just
a
problem
in
terms
of
recruitment
and
it's
not
just
a
problem
in
terms
of
retention.
It's
a
really
severe
problem
in
terms
of
promotion.
I
wanted
to
share
a
little
bit
about
some
of
the
low-hanging
fruit
or
the
solutions
that
we
have
offered
over
the
last
several
years.
M
The
one
thing
I
want
to
say
too
to
the
council
is
that
nobody's
hands
are
tied.
These
are
not
impossibility.
What
they
require
is
a
dedication
and
the
time
and
their
resources
to
take
on
this
issue.
What
I
can
tell
you
is
that
what
I
see
from
other
communities
throughout
Massachusetts
is
that
their
leadership
from
the
top
engages
day
to
day
in
these
initiatives.
So,
for
example,
when
talking
about
language
certification,
while
I
recognize
there
has
been
some
progress,
more
can
be
made.
Those
requests
can
be
for
higher
numbers
for
more
languages.
M
M
M
You
know
I
recognize
that
there
are
issues,
but,
as
a
lawyer,
I
also
believe
that
there
are
always
solutions,
even
if
they
require
us
to
be
litoris,
sometimes
that's
what
it
takes,
but
I
will
certainly
request
that,
as
you
guys
think
about
how
you
engage
in
these
conversations,
use
your
weight
on
Beacon
Hill,
because
we
haven't
seen
enough
weight
thrown
around
yet
at
the
Statehouse.
There
are
initiatives
that
we
have
seen
in
other
spaces
where
the
mayor
and
other
high
ranking
officials
get
involved
and
they
see
change.
We
need
that
to
be
done
for
diversity.
M
We
need
to
see
the
commitment
that
we
see
in
other
areas
to
people
of
color
into
women
and
the
reality
is.
We
do
not
see
that
and
then
you
talked
a
little
bit
about
your
engagement
with
the
community.
I
have
to
say
councilor
Campbell
you
hit
the
nail
on
the
head
when
you
started
talking
about
my
partner's
the
Vulcans
and
Manlio.
M
Excuse
me
these
I
mean
these
are
not
just
groups
who
are
here
to
have
conversations
with
or
grab
coffee
with
and
talk
about.
What
do
they
see
and
what
can
they
do?
These
are
people
that
ought
to
have
a
meaningful
seat
at
the
table.
They
should
be
given
part
of
your
budget
and
part
of
your
resources
to
help
you
recruit.
They
should
be
people
that
sit
at
the
roundtable
to
help
make
decisions
about
who
you
hire.
They
should
be
part
of
those
interview
panels
who
decide
who
you
promote.
That's
meaningful
access.
M
That
is
not
something
that
they
currently
have.
Those
are
organizations
who
come
directly
from
the
community
who
speak
to
whose
offices
are
in
the
community.
That's
your
direct
gate.
There
is
no
money
required
to
make
them
a
more
meaningful
player
in
these
decisions.
In
fact,
all
of
the
things
that
I've
just
talked
about
require
little
to
no
money
whatsoever
and
they're
the
things
that,
even
if
they're
band-aids
over
bigger
problems,
doing
them
meaningfully
can
make
real
change.
I.
M
Mentioned
to
you
that
we
held
a
forum
June
of
last
year,
we
held
it
at
ma'am
Leo's
office
on
Columbia
Ave.
We
partnered
with
the
Vulcans,
with
ma'am
Leo
and
with
the
Boston
office
of
the
n-double
a-c-p
more
than
a
hundred
people
turned
out.
So
when
you
start
asking
questions
about
desire
in
the
community,
people
want
this
people
want
these
jobs.
People
want
this
security.
People
want
to
be
able
to
have
children
who
can
be
proud
of
them
because
of
who
they
serve
because
of
the
position
they
hold
in
Boston.
M
Well,
instead,
what
they
feel
and
I
will
say
this
on
their
behalf,
because
those
people
aren't
here
today
because
they're
at
jobs,
so
they
can't
offer
this
themselves-
is
that
the
failure
to
diversify
these
really
important
departments
to
them
sends
the
message
that
they
are
not
an
important
part
or
a
meaningful
part
of
this
community.
It
sends
a
message
that
their
dignity
is
not
respected.
It
sends
the
message
that
their
concerns
in
their
community,
where
people
of
a
white
descent
don't
live,
are
not
important.
M
M
M
We
commit
we
commit
to
being
a
mouthpiece
for
the
people
who
can't
be
here
and
I
commit
to
being
a
partner
in
some
of
this
low-hanging
fruit,
because
again
some
things
are
litigious,
but
not
everything
is,
and
if
you
called
me
or
you
sent
me
information
about
a
language
certificate
as
I
asked,
I
would
write
a
letter
to
HR
D
and
push
for
that.
If
you
talked
about
creating
surveys
or
things
to
get
the
data,
you
need
to
get
those
initiatives
moving
forward.
M
I
would
have
rallied
community
members
to
create
focus
groups
to
get
you
that
data
I
think
the
Vulcans
and
man.
We
all
would
be
very
happy
to
do
those
things
for
you,
but
we
don't
get
asked
so,
as
you
continue
these
conversations,
we
hope
that
we're
a
meaningful
partner
here,
but
what
I
want
you
to
know
again
is
that
this
isn't
new
and
what
we
really
hope
is
that
this
is
not
a
one-off
thing.
Thank
you.
Thank.
N
Thanks
for
having
me
here
today,
little
tall
for
the
microphone
and
then
also
a
request
that
in
the
future
budget,
if
we
can
just
have
better
seats
for
the
audience
just
kidding
so
councilor
Janie,
the
data
that
you
requested
on
the
applicant
pool
is
from
prior
years.
I
have
that
when
I
was
last
time
in
the
chambers,
I
had
known
so
statistics
but
I'll
follow
up
with
an
email
to
all
the
counselors
and
provide
that,
and
if
you
can
can
be
pleased
to
share
with
with
the
commissioners
of
each
department.
N
So
moving
forward,
I
know
that
this
is
a
three
part
series
Madam
President.
Thanks
for
keeping
me
updated
on
that
I
I
think
for
diversity.
We
should
also
start
asking
our
diversity
officers.
What
are
the
numbers
of
LGBTQ
within
there
within
their
departments?
What
are
the
veterans?
What
are
the
religious
breakdowns
and
what
are
the
persons
with
disability
for
their
statistics?
N
Has
this
been
Pride
Month?
Obviously
it's
something
that
we
take
seriously
in
this
city,
first
city
in
the
United
States,
to
adopt
gay
marriage,
and
we
should
be
proud
of
that.
So
let's
keep
pushing
diversity
across
all
all
numbers
and
then
I'd
also
ask
what
are
the
language
numbers?
Those
are
the
common
themes
that
we've
seen
throughout.
N
The
issue,
as
it
stated
today,
is
that
the
safety
of
our
communities
is
not
being
represented
by
the
people
of
the
community.
I'm
of
the
belief
of
Bostonian
is
Bostonian,
no
matter
who
they
identify
as,
however
I
certainly
understand
where
somebody
would
disagree
and
why
they
would
so
what
solutions
do
we
have
continue?
Bublik
discourse
like
this
is
great:
it's
a
great
step
in
achieving
solutions,
public
discourse
on
key
issues,
a
bedrock
of
this
country.
We
should
be
proud
of
that
and
we
should
always
keep
pushing
for
it.
N
But
discourse
is
the
way
to
understand
the
problem
and
I
pathi
sighs
the
solution,
race
and
gender
disparity
or
issues
presented
today
and
they
exist
is
my
belief.
Long-Term
solutions
will
require
moral
analysis
and
buy-in
from
these
key
stakeholders
here
today.
So
public
hearings
aren't
just
enough.
We
need
closed-door
meetings
where
we
can
have
frank
conversations.
We
need
to
have
phone
calls.
We
need
to
have
sit
downs,
coffee,
chats
everything
from
everybody,
especially
our
key
leaders.
N
I
would
ask
the
counselors
don't
accept
the
easy
answers
or
lazy
solutions
as
a
veteran
advocate,
which
I'm
not
here
today,
as
I
mean
here
today
as
a
citizen
I,
would
ask
that
we
commissioned
a
study
on
the
cost
and
benefits
of
civil
service
for
the
city,
analyze
the
findings
and
come
to
a
consensus.
There
are
significant
costs
that
civil
service
takes
on,
but,
as
we
hear
from
the
adversity
and
law
issues
presented,
there's
also
burdens
recruit
better
and
smarter,
using
our
technological
advances,
especially
in
social
media.
We
should
know
our
citizens
of
diversity.
N
We
should
know
who
those
people
entering
the
military
are.
We
should
know
who
those
people
that
took
the
tests
four
years
ago
and
are
taking
it
again
that
marine
that
was
just
mentioned
he's
a
friend
of
mine.
If
it's
the
same,
one
could
be
more
different
one,
but
he
grew
up
in
Boston.
He
went
to
school
in
Boston
deployed
to
Afghanistan
deployed
to
Iraq,
came
back
and
got
bypassed
for
tickets
when
he
was
in
high
school,
doesn't
make
sense
when
it
comes
to
our
veteran
population.
Those
currently
serving
in
the
military.
N
The
city's
veteran
office
should
be
tied
in
with
recruitment
offices
and
being
gauged
on
finding
the
city's
veterans
and
militaries
of
color
and
the
female
veterans.
Military
members
come
from
every
neighborhood.
The
two
military
members
from
the
city
of
Boston
that
were
added
to
the
memorials
in
the
Seaport
District
commissioned
by
Massachusetts
fallen
heroes
were
people
of
color
we're
citizens
from
Roxbury
and
citizens
from
the
city.
N
They
were
of
color,
so
I
don't
accept
that
veterans
aren't
people
of
color
and
they
aren't
people
of
language.
The
military
just
published
a
study
that
we
have
the
most
diverse
military
in
our
history.
I
hear
of
the
issues
that
presented
before
with
within
the
community
and
I
understand
that
those
are
issues
not
getting
the
GI
Bill.
That's
a
shame,
if
he's
still
alive,
if
your
grandfather
is
still
alive
and
he
wants
to
use
his
GI
Bill
come
come
talk
to
us,
I'm,
not
sure
if
he
is
but
he
needs
to.
N
He
needs
to
get
those
benefits,
and
that
applies
to
everybody.
We
need
to
break
those
barriers
within
our
veteran
population
and
within
our
city's
population
short
term
solutions.
I'd
suggest
more
cops
on
the
feet:
walking
a
beat
I
run,
walk
bike
all
over
Dorchester
in
Mattapan
and
I
can't
remember
the
last
time
I
saw
our
police
officer
walking,
except
for
answering
a
call
or
on
a
detail.
It's
summertime.
N
Citizens
are
outside
police
should
be
out
of
their
cars,
have
been
talking
to
people,
it's
healthy,
healthier
for
the
police
officer,
it's
healthier
for
our
environment,
it's
healthier
for
our
budget
with
gas
and
vehicle
maintenance
evenings
and
hacking
nowadays
with
the
traffic
in
the
city.
It's
probably
even
faster
unrelated
note,
but
I
know.
Budget
season
is
upon
us
I'd
explore
where
the
city
can
start
utilizing.
Va
vocational
rehab
funds
to
pay
for
veterans
to
go
through
our
various
police,
fire
and
EMS
academies.
N
A
A
So
I
appreciate
you,
know,
Michael
and
want
thank
you
for
always
getting
back
to
me
right
away
and
I
appreciate
that
so
I'll
continue
as
the
chair
of
public
safety,
criminal
justice
to
make
sure
that
we
move
this
forward
and
we
continue
to
roll
in
the
same
direction.
So
I
appreciate
all
your
comments.
Thank
you
constantly.
D
So,
first
one
to
thank
you
Michael
for
that
very
thoughtful
testimony.
If
you
have
it
in
writing,
I
certainly
would
appreciate
seeing
it
Muhsin
want
to
thank
sophia
hall
from
the
lawyers
Committee
for
civil
rights
and
economic
justice.
I
know
she
had
to
leave
for
her
very
thoughtful
testimony.
Just
a
quick
follow-up
question
or
two.
If
I
may
Commissioner
you'd
mentioned
that
there
are
60
firefighters
retiring
each
year
and
that
you
now
have
a
class
of
60
coming
that
are
being
on
boarded
and
I'm,
really
interested
in
the
diversity
numbers
of
those
60.
D
So
how
many
people
are
we
losing
like
I
I
feel
a
deep
sense
of
urgency,
knowing
that
we
are
losing,
you
know
large
numbers
of
people
of
color
african-americans
women
whomever
who
have
come
on,
who
are
now
retiring
and
we're
not
doing
enough
to
recruit.
So
if
you
could
just
quickly
break
that
down
comment.
G
D
But
I'll
get
them
to
another
time.
That
would
be
very
helpful
to
council
press
this
point
around
this
being
an
economic
justice
issue,
I'm
wondering
if
you
could,
each
quickly
state
the
starting
salaries
and
then
average
salaries
and
the
how
much
of
that
is
included.
When
we
talk
about
we're,
doing
outreach
to
young
people,
we're
doing
outreach
to
these
different
groups,
so
starting
salary
average
salary
and
then
how
much
we
kind
of
talk
about
that.
These
are
really
good
good
jobs
for
the
residents
in
our
city.
D
Course:
okay,
not
your
self,
and
you
know
what
for
the
for
the
interest
of
time,
we
do
have
another
hearing,
I'll
request
that
as
just
a
follow-up.
Okay,
if
you
could
get
me
again
so
starting
salaries
and
average
salaries
would
be
helpful
and
then
finally,
just
again
wanted
to
say.
Thank
you
I
think
you
know
really
important
conversation
clearly,
clearly,
not
the
the
end
of
this
conversation
as
you've
already
noted
chief.
This
is
an
issue
of
equity
and
fairness.
This
is
not
about
pitting
veterans
against
people
of
color
or
people
of
color,
against
women,
etc.
D
B
B
Here
we
go.
Thank
you.
Thank
You,
Council
McCarthy
for
your
partnership
in
this,
and
thank
you
to
my
colleagues
and
councilor
Pressley
in
particular,
for
the
continuing
work
that
she's
been
doing
and
with
respect
to
this
even
before
I
got
to
the
council.
I
want
to
thank
Sophia.
Obviously
she
had
to
run
out,
but
she
made
she
was
a
lot
going
on
at
court
and
she
made
it
her
business
to
be
here
because
she
cares
and
she's,
dedicated
and
I
think
she
made
that
abundantly
clear
that
she
wants
to
be
a
partner
in
this
work.
B
I'm
I
know
she
also
talked
about
ma'am
Leo
and
the
Vulcans,
but
we
also
know
they
were
just
average
regular
citizens
who
aren't
a
part
of
even
those
groups
who
care
about
this
issue
want
to
be
a
part
of
the
conversation.
What
I
commit
to
and
I
committed
to
it
when
file
when
filing
the
hearing
order
with
councillor
McCarthy
was
to
have
a
series
of
conversations.
B
Some
of
them
will
be
public
like
this,
but
frankly,
I
think
the
next
one
will
be
around
a
table
where
we're
talking
and
not
sort
of
like
this,
but
with
each
other
and
to
each
other
and
I
also
want
to
thank
Michael
too,
for
for
coming
I
met
Michael
as
a
d4
resident
and
a
former
Marine
and
represents
in
his
formal
capacity
a
lot
of
veterans
around
the
time
we
were
having
a
conversation
about
a
cadet
program
for
the
fire
department
in
the
media
space.
He
was
probably
on
the
opposite
side.
B
I
think
we've
already
articulated
some
short-term
solutions
right
here
during
this
hearing
that
we
could
start
to
do
and
I
think
there's
some
bigger
conversations
on
how
we
interface
with
the
Statehouse
and
what
we
need
to
do
there
in
that
space.
Chief
Uli
I
also
want
it
to
be
a
part
of
this
conversation,
because
the
work
they
do
as
a
public
safety
agency
is
also
very
important
and
often
sometimes
gets
left
out
of
the
conversation.
B
I
know
you
didn't
get
a
lot
of
questions,
because
maybe
your
numbers
are
a
little
bit
better,
but
I
appreciate
your
commitment
as
well
and
we'll
continue
to
keep
you
and
Laura
who's
been
very
helpful
as
well
as
part
of
these
conversations
and
trend
you
as
well.
So
the
next
step
will
be
a
conversation
around
a
different
table
and
we
will
continue
this
and
I
commit
to
being
that
convener
and,
lastly,
I
just
want
to
make
this
two
distinctions.
B
One
is
there
there
very
much
is
state
law
here
that
we
have
to
deal
with
even
to
create
a
cadet
program
for
the
fire
department.
It
requires
us
to
go
to
the
Statehouse
or
to
do
some
of
the
innovative
things
they're
doing
in
Chicago
and
other
places.
We
don't
have
the
authority
at
the
city
level
and
the
mayor
doesn't
have
it
either
to
change
those
things
so
I
think
a
part
of
these
conversations.
B
We
need
to
continue
to
make
sure
we
make
the
distinction
between
city
and
state
law
what
what
we
have
power
and
control
over
and
what
we
don't
and
what
we
want
to
advocate
together
to
do
to
change
these
numbers.
I
am
committed.
I
am
excited
for
these
conversations.
I
thought
this
was
a
great
first
step.
I
want
to
thank
you
guys
again.
I
want
to
thank
the
folks
who
showed
up.
I
also
want
to
thank
council
McCarthy
again
for
your
partnership.
B
A
You
very
much
council
Campbell,
as
we
wrap
this
up
once
again,
thanks
everybody
in
the
panel,
this
is
docket
number
zero.
Six
to
five.
It's
a
continuing
dialogue.
It's
a
policy
briefing
to
explore
the
recommended
diversity
initiatives
in
the
City
of
Austin
for
public
safety
agencies
at
this
time,
docket
number
zero.
Six
two
five
is
adjourned.