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From YouTube: Labor, Workforce & Economic Development on April 7, 2023
Description
Labor, Workforce, & Economic Development Hearing - Docket # 0153, Order for a hearing regarding biannual review of the Boston Employment Commission and Boston Residents Jobs Policy
A
A
We
will
be
taking
opening
remarks
so
president
Flynn
and
councilor
Bach,
just
so
you
know,
for
the
record,
my
name
is
Julia.
Mejia
City
councilor
at
large
I
am
the
chair
of
the
Boston
City
councils
committee
on
labor
workforce
and
economic
development.
This
public
hearing
is
being
recorded
and
it
is
being
live
streamed
at
boston.gov,
City,
Dash,
Council,
Dash,
TV
and
broadcast
it
on
Xfinity
channel
8
RCN
channel
82
files,
Channel
964.
A
A
A
A
That
is
all
we
are
joined
today
by
the
administration
panel,
which
consists
of
genuine,
who
is
the
chief
of
worker
empowerment,
who
can
only
be
here
for
the
first
hour
y'all,
so
we'll
make
sure
that
we
get
our
questions
to
you.
First
Andre
Lima,
the
director
of
development,
the
director
of
the
Department
of
support
supplier
and
Workforce
diversity,
Christopher
Brown,
the
Boston
residency
jobs,
policy
manager,
Jody,
Sugarman,
bronze,
okay,
Deputy,
Chief
of
worker,
empowerment,
Joe,
Cole,
J.C
Burton.
A
A
A
B
Thank
you
good
morning.
Everyone
thank
you
chair,
thank
you
for
everyone
for
being
with
us
here
this
Friday
morning
for
the
a
biennial
review
of
the
Boston
residents,
job
policy,
which
we
are
required
to
have
under
the
ordinance,
but
also
just
good
for
us
to
be
checking
in
to
see
the
progress
that
we're
making
on
the
city
level
to
ensure
that
our
projects
here
in
the
city
are
meeting
the
goals
and
the
objectives
as
outlined
in
the
ordinance
of
hiring
Boston
residents,
of
hiring
people
of
color
and
of
hiring
woman.
B
This
ordinance,
we
know
that
there
are
many
Advocates
who
have
come
before
here.
Members
of
this
here
body,
like
former
city
councilor,
Chuck
Turner,
who
fought
for
the
inclusion
of
primarily
and
initially
black
people
in
industries
that
really
precluded
their
participation
and
we've
been
chipping
away
at
those
barriers
at
different
rates,
sometimes
not
to
the
PACE
at
which
we
would
like.
B
As
one
of
the
new
city
councilors
I
know
that
there
are
folks
who
have
been
working
on
this
for
for
decades
before
me
and
I
want
to
respect
and
honor
the
work
of
those
who
have
come
before
and
am
really
also
excited
to
be
part
of
this
conversation
I
think
about
how
are
we
ensuring
that
our
residents
have
access
to
good
quality
jobs
that
are
family,
sustaining
careers
right,
not
just
jobs,
but
careers?
That
really
can
be
an
entryway
into
the
middle
class.
B
The
construction
industry
is
a
vital
component
of
our
City's
economy
and
it's
essential
that
we
have
a
pipeline
of
well-qualified
workers,
especially
Boston
residents,
women
and
people
of
color.
We
spend
our
significant
tax
dollars
on
Municipal
construction
projects
to
develop,
prepare
and
maintain
Municipal
facilities
and
infrastructure.
It's
in
the
interest
of
all
of
our
residents
that
we
ensure
that
economic
prosperity
is
shared
by
everyone
and
that
these
contracts
and
construction
projects
flow
to
our
residents
in
order
to
promote
opportunities
for
people
of
color
and
women.
B
We
also
know
that
the
Boston
Employment
Commission
for
the
first
time
took
up
finding
those
in
violation
of
the
ordinance
and
we're
looking
forward
to
hearing
an
update
on
that,
and
we
know
that.
There's
a
lot
more
work
to
do
and
and
I'm
looking
forward
to
hearing
about
the
data
that
we
have
and
how
we
can
do
more
and
ask
more
of
everyone
involved.
Our
developers,
our
our
unions,
our
construction,
our
GCS,
the
city
of
Boston.
The
city
council,
to
make
sure
that
we
are
forever
pressing
forward
on
this
issue.
C
Thank
you,
madam
chair,
and
thank
you
for
sharing
this
important
discussion
and
thank
you
to
the
sponsors
as
well.
I
I
know
this
is
critical.
It's
important
the
we
also
have
to
make
sure
that
the
enforcement
part
is
followed
closely
and
that's
what's
really
important
in
this
discussion
as
well.
Is
the
enforcement
1986
I'm
just
reading
one
of
the
warehouses
in
1986,
mayor
Flynn
and
the
city
council
amended
the
ordinance
establishing
the
Boston
Employment
Commission
to
enforce
the
policy
and
broaden
the
scope.
C
So
I
say
that
so
we
can
so
there's
a
plan
in
place
that
we're
able
to
recruit
re,
attract
and
retain
workers
of
color
woman.
Boston
residents
is
a
critical
part.
I
also
want
to
thank
the
committee.
I
also
want
to
thank
my
colleagues
for
making
sure
the
community
Advocates
are
part
of
the
discussion.
I
want
to
thank
the
administration
team.
They
do
a
wonderful
job.
C
They
do
an
outstanding
job
in
our
city,
helping
so
many
people
in
the
Boston
Building
Trades
organized
labor
are
a
critical
part
of
the
success
of
this
policy.
They
do
a
tremendous
job.
Things
aren't
perfect,
but
they're
working
hard
and
they're
they're,
making
sure
that
they're
doing
their
job
to
help
on
this
on
this
critical
effort,
but
I'm
glad
that
they're
part
of
this
discussion,
because
their
voice
in
Boston
is
important
as
we
move
this
economy
forward.
C
Organized
labor
is
important
to
the
city
of
Boston
when
development
takes
place
that
those
development
dollars
are
able
to
support
our
school
buildings.
Our
city
workers,
so
having
Boston,
Building
Trades
organized
labor
present
at
this
conversation
is
critical
and
I'm
thankful
for
my
colleagues
for
ensuring
that
now.
Thank
you,
madam
chair.
D
So
thank
you
to
Chief,
Quinn
and
just
you
know,
I
think
there
are
not
actually
very
many
issues
on
which
the
city
council
has
a
bi-annual
hearing
by
law
and
I.
Think
that
really
reflects
the
centrality
importance
of
this
to
me.
You
know
every
time
that
we're
building
new
public
goods,
new
public
facilities
in
the
city,
it's
a
cause
for
excitement,
but
as
counselor
Flynn
said,
what's
really
important
is
that
we
have.
D
You
know
both
watching
the
building
Pathways
program,
which
I
know
we'll
hear
from
and
and
also
going
to,
the
women
build
Boston
conference
last
fall
just
being
aware
of
how
how
much
we
have
managed
to
grow
the
pipeline.
But
there's
obviously
a
ton
of
work
still
to
do
and
I
think
the
only
other
thing
I
want
to
say
is
the
reason
this
is
important
is
because
these
are
high
quality
jobs.
D
So
it's
really
important,
as
we
talk
about
the
targets,
to
also
make
sure
that
we're
upholding
High
labor
standards,
because
we
don't
like
the
point
of
sharing
this
wealth-
is
that
it's
wealth
is
that
a
worker
goes
to
work
and
they're
safe,
and
they,
you
know,
have
the
opportunity
to
work
in
in
good
conditions
and
then
they
get
to
bring
home
to
their
family.
Like
you
know,
money
that
is
actually
up
to
living
in
Boston,
right
and
I
think
we
all
know
that
we
won't
it
already.
D
The
Boston
resident
pressure
is
a
Boston
resident
number
is
under
pressure
because
of
the
expenses
of
living
in
the
city
these
days,
and
so
I
just
really
want
to
emphasize
how
much
it's
important
both
to
talk
about
these
proportions,
but
also
to
really
ensure
that
these
continue
to
be
high
quality
jobs
in
the
city
of
Boston
and
I
want
to
thank
all
the
partners
in
organized
labor
and
Beyond,
who
have
worked
so
hard
to
make
that
true
over
so
many
years.
Thank
you,
madam
chair.
A
Thank
you,
councilor
Bach,
so
just
really
quick,
I'll
just
start
with
my
opening
remarks.
Thank
you.
Everyone
for
being
here
really
excited
to
dive
into
the
conversation
you
know
of
the
top
150
projects
in
the
last
five
years
of
hours
by
hours
worked
less
than
a
third
met,
racial
Equity
goals,
none
met
goals
for
women
and
three
projects
met
goals
for
the
city
residents.
According
to
the
city
data,
the
current
goals
for
resume
for
residents
are
set
at
50
percent
of
the
workforce,
40
for
people
of
color
and
12
for
women.
A
However,
we
are
averaging
at
24
for
Boston
residents,
37
for
people
of
color
and
eight
percent
for
women.
So
we
having
a
growth
mindset,
have
a
lot
of
work.
To
still
do,
it
seems
like
our
biggest
area
of
concern
remains
with
residents
today.
I
would
like
us
to
discuss
if
there
has
been
any
enforcement
of
compliance
and,
if
so,
what
has
that
looked
like
recruiting?
Boston
residents
for
this,
for
these
projects
is
really
important.
A
What
kind
of
outreach
are
we
making
to
bring
in
more
Boston
residents
into
the
trades,
in
particular,
what
type
of
collaboration
efforts
have
been
made
to
work
with
the
trade
unions?
For
three
months,
gbh
news
has
been
asking
the
building
trade
Council
for
data
on
diversity
of
union
membership,
but
has
not
received
a
response.
Transparency
and
accountability
are
important
components
of
efforts
to
promise
equity
and
inclusion
in
any
industry
and
stakeholders
should
work
together
to
ensure
that
such
information
is
readily
available
and
used
to
inform
ongoing
efforts.
A
I
would
like
us
to
also
delve
in
a
little
deeper
into
ensuring
that
we
are
receiving
the
data
on
diversity
so
that
we
can
identify
areas
of
improvement,
because
you
don't
know
what
you
don't
know:
I'm
really
looking
forward
to
discussing
how
we
can
be
supportive
in
ensuring
that
the
brjp
goals
are
met
and
how
the
city
council
can
best
support.
These
efforts-
and
you
know
I
I
just
would
I-
would
not
be
who
I
am
if
I
didn't
say
it
the
way.
I
know.
A
So
at
some
point
right,
there
has
to
be
a
level
of
accountability
that
we're
ready
to
lean
into
I.
Hear
that
you
know
the
trades
are
working
really
hard
and
I
really
do
appreciate
the
efforts
that
they
make.
But
if
you
can't
afford
to
live
in
this
city,
we're
never
going
to
be
able
to
reach
that
goal
right.
So
there's
some!
A
We're
mandated
to
do
this,
so
we
show
up
and
do
it,
and
nobody
has
time
for
that
right.
So
we'd
like
to
be
able
to
make
sure
that
we
walk
out
of
here
today
with
three
things
that
we're
going
to
do
differently
than
what
we've
done
in
the
past.
Since
we've
shown
up
into
this
chamber,
because
I
think
then,
and
only
then
can
then
we
have
some
level
of
accountability
for
ourselves.
Is
that
something
is
that
fair?
Can
we
do
that?
A
E
Hear
me:
okay,
great,
thank
you.
First
I
I
want
to
say
Madam
chair,
thank
you
for
your
leadership
and
your
vision
and
how
you
operate
with
the
city
of
Boston
and
our
cabinet.
Our
departments,
and
you
know
that
wisdom
is
so
important
to
our
work,
especially
as
the
trustee
of
the
neighborhoods
jobs.
Trust
I
want
to
commend
you
for
all
the
work
that
you've
done
with
us
and
for
me.
So
thank
you.
E
Congratulations
on
your
role
and
we
look
forward
to
working
with
you
as
we
Hammer
some
of
these
issues
that
councilor
Mejia
have
put
forth
so
we're
looking
forward.
It's
hard
work,
it's
going
to
take
a
long
time.
It's
a
little
stressful,
no
pressure,
but
we
look
forward
to
really
seizing
this
moment
as
as
you
you
spoke
about,
I
want
to
also
recognize
Darlene
Lambos,
who
is
the
executive
president
of
the
Greater
Boston
labor
Council
who's,
always
pushing
the
administration
myself
and
our
work
to
do
the
right
thing,
and
it's
not
always
easy.
E
We're
not
perfect,
but
really
to
be
that
check
and
balance
for
our
work.
I
want
to
thank
you
for
all
your
work.
Building
Pathways,
of
course,
have
a
deep
heart
for
it
as
we're
really
designing
it
and
moving
forward
there's
some
exciting
times
as
we're
seizing
the
moments.
The
work
is
going
to
be
extremely
hard.
It's
going
to
challenge
our
own
accountability
and
where
we
stand
on
all
sides,
it
makes
me
nervous,
but
I'm
ready
for
the
challenge.
I
have
a
lot
of
gray.
E
Hair
I
do
have
a
good
hair,
stylist,
so
she's
going
to
cover
it.
For
me,
she
swears
to
me
on
a
cheap
price,
Mary
Vogel
who's,
my
colleague
who's,
been
doing
this
work
for
quite
some
time
knows
me
inside
out
and
knows
how
transparent
I
am
to
pushing
advocacy
and
racial
gender
sexual
orientation
into
some
of
the
most
conservative
areas,
and
we
have
that
check-in
balances
and
those
conversations
and
those
stances
have
never
been
easy.
So
I
want
to
thank
Mary
Vogel
for
supporting
and
hearing
where
I
come
from.
E
My
colleagues
here,
Chris,
Andrea
and
Jody
have
been
on
the
Forefront
doing
this
line
work.
You
know
it's
always
easy
to
talk
about
policy
set
goals
and
agendas,
but
they're
they're,
the
ones
who
are
doing
the
hard
work
day
in
and
day
out,
including
staff
and
advocacy
groups
and
stakeholders
who
are
not
here
so
I
want
to
recognize
everyone
for
being
here
and
I
apologize
that
my
back
is
to
the
attendees
that
are
here.
My
name
is
Trin.
E
So
we
need
to
really
balance
that
equation
in
that
public
narrative
by
bringing
employers
to
the
table
and
asking
them
to
partner
with
us
on
good
quality
jobs
for
workers.
So
I'd
like
to
just
really
make
sure
that
the
worker
empowerment
cabinet
makes
that
balance
and
the
public
narrative
that
its
Workforce
Development
is
not
just
about
workers
getting
trained.
It's
about
employers
coming
to
the
table
with
good
paying
jobs,
and
so
I
really
want
to
really
emphasize
that
point.
The
second
point:
Thank
You,
councilor
Flynn.
E
The
second
point
I
do
want
to
mention
is
that
you
know
workers
and
think
about
worker
empowerment,
thinks
about
just
workers
in
general
and
to
do
effective
compliance
to
do
job
quality.
We
need
employers
at
the
table
and
it's
not
like.
We
don't
have
good
employers.
There
are
some
model,
really
good
employers
that
we
have,
and
it's
not
always
perfect,
but
we
can't
work
without
the
business
Community,
Economic,
Development
and
employers
coming
to
the
table
and
doing
this
work.
E
So
I
want
to
acknowledge
that
our
policies,
programs
in
the
worker
empowerment,
is
about
the
Partnerships
that
move
forward.
I
am
told
that
these
slides
work
with
this
remote
control,
so
I
want
to
I
think
it
works.
Okay,
it
works.
Thank
you
and
then
just
to
really
talk
about
I'm,
going
to
give
a
brief
overview
of
the
worker,
empowerment
and
then
turning
it
on
over
to
my
colleagues,
and
so
we
were
formed
in
September
of
2022
on
Labor
Day
on
the
worker
empowerment
cabinet,
with
a
few
goals
that
are
laser
focused.
E
We
do
a
variety
of
things,
but
we
want
to
make
sure
we
make
a
dent
in
an
impact,
and
so
a
few
things
that
we're
we're
focusing
on
is
bringing
together
related
roles
and
functions
that
were
spread
across
City
departments
and
agencies
under
one
single
unified
cabinet.
There's
different
labor
compliances
different
procedures
in
the
city
of
Boston,
doing
great
things,
some
not
so
well,
and
so
centralizing.
All
of
that
back
end,
so
that
we
can
operationalize
some
of
the
great
policies
that
are
going
on.
E
We
want
to
also
work
with
mayor
Wu,
City,
Council,
Members
stakeholders,
resident
groups,
community
colleges
and
Workforce
partners
and
importantly,
employers
to
set
future
policies
and
vision
for
workers,
with
an
immediate
focus
on
implementing
Boston
screen
New
Deal,
which
you've
heard
many
times
over.
We
are
really
charged
with
regulating
overseeing
improving
workplace
conditions
for
the
health
of
workers,
and
we
take
that
very
seriously
I
mean
as
councilor
Mejia
spoke
about.
E
We
just
don't
have
the
time
nor
the
energy
or
the
resources
just
to
do
surface
level,
policy,
work,
I,
think,
press
conferences
are
really
important,
I
think
they're
transparent,
but
at
the
end
of
the
day,
what's
in
it
for
our
community
and
what
do
we
do
for
the
residents
of
Boston?
It's
really
important
to
us
day
in
and
day
out,
we
work
and
breathe
that
work.
E
So,
for
example,
simple,
as
you
all
know,
we
this
past
Monday,
we
filed
a
work
of
protection,
zero
tolerance
for
construction
workers
and
the
workers
of
all
Boston
and
it
within
it.
We
really
battled
with
ourselves
with
our
values
and
our
resources,
to
put
some
teeth
into
that
compliance
which,
which
requires
a
strong
collaboration
with
ISD.
E
So
we
look
forward
to
partnering
with
you
and
passing
that
ordinance
and
you
can
see
the
kind
of
change
as
we're
moving
forward
with
the
administration
who
do
want
to
expand
opportunity,
opportunities
for
workers
through
access
to
Quality,
job
skills,
training
and
career
pipelines
and
I
want
to
reiterate,
you
can
only
train
workers
to
death.
I
mean
like
how
much
more
can
you
work
with
workers
and
building
pipelines
at
the
end
of
the
day,
the
employers
need
to
come
to
the
table
and
make
a
strong
hiring
commitment
to
hiring
graduates.
E
It's
three
years
for
4
618
committed
jobs
from
employers,
and
while
we
love
labor
and
union
jobs,
these
jobs
aren't
union
jobs,
but
they
have
really
good
standards.
So
we
want
to.
We
want
to
really
hold
Union
standards
as
a
parallel,
but
if
we
don't,
we
really
have
to
really
push
for
good
quality
jobs
to
make
it
accessible
for
the
residents
of
Boston.
So
we
can
do
it
in
three
years
and
make
a
commitment
with
employers
for
4
618
jobs.
We
can
do
it
anywhere.
We
need
to
go
to
scale
because
that's
not
big
enough.
E
Some
of
our
major
goals
includes,
as
you
know,
the
green
New
Deal,
which
is
has
a
two
billion
dollar
project
to
upgrade
or
renovate
every
BPS
school,
the
next
10
years,
and
we're
interested
in
not
just
the
surface
level
numbers.
But
we're
really
digging
into
the
procurement
processes
and
put
putting
employer.
E
Employment
plans
into
these
procurements
with
commitments
from
employers
to
hire,
so
that's
working
with
the
trades.
That's
working
with
Union,
that's
working
with
community
colleges,
because
we're
not
just
interested
in
training
but
credentialed
credit
bearing
training
that
matriculates
into
community
colleges
with
competencies,
so
that
residents
can
get
into
an
associate
degree
jobs
as
well,
while
they're
working
with
learn
and
earn.
We
have
career
pipelines
as,
as
you
know,
we've
We've,
mentioned
coordinated
and
built
on
the
work
of
the
city's
Workforce
Employment
initiatives.
E
We
also
want
to
know
that
and
note
that
Boston
is
a
powerful
employer
in
the
city,
we're
probably
the
largest
employer.
So
we
got
to
set
things
by
example.
We
need
to
hire
and
train
people
of
color
from
Boston
into
these
good,
paying
jobs
they've
always
been
historically
great,
paying
jobs.
We
want
to
focus
on
construction,
a
crucial
career
pipelines
between
the
city
of
Boston's,
educational
institutions
and
jobs.
We
need
to
pull
in
our
community
colleges.
E
No
one
can
go
to
scale
with
this
kind
of
work
except
community
colleges
and
so
for
every
one
dollar
that
the
city
puts
in
in
either
our
Workforce
training
and
our
tuition-free
community
college
program.
We
leverage
at
least
nine
dollars
to
twelve
dollars
of
Workforce
investment
funds
or
Pell
dollars
from
the
feds
into
the
the
city
of
Boston.
So
we
need
to
pull
and
leverage
some
of
those
institutions
and
larger
funding
sources
into
this
kind
of
work.
E
And
then,
last
but
not
least,
we
want
to
really
focus
on
the
health
and
safety
using
power
and
scale
of
this
cabinet
to
drive
safe,
Equitable,
empowering
labor
standards
across
the
board
and
Council
Mejia
has
spoken
truth
to
that
to
to
those
words,
which
is
we're
not
really
just
interested
in
passing
surface
level
ordinances
and
be
speakers
that
don't
hold
some
concrete
impact
for
residents
and
neighborhoods
of
Boston.
We
really
don't
have
the
energy
nor
the
time
to
do
that
kind
of
work.
E
Moving
forward
we
never
have,
but
we
really
can't
afford
it
moving
forward
and
so
Within
These
policy
pillars.
We
have
four
we've
organized
four
units
within
the
cabinets
to
do
this
work,
which
is
the
youth,
employment
and
opportunity.
Some
of
you
been
to
the
press
conference
yesterday,
youth,
employment,
jobs
and
year-round
jobs
are
really
important
with
Youth
Development
and
career
Pathways.
E
The
second
is,
of
course,
many
of
you
know
is
the
office
of
Workforce
Development
that
does
R
D
and
funding
a
lot
of
employer
related
work,
plus
Workforce
training
programs
that
includes
neighborhoods
jobs,
Trust
and
then
the
third
piece
is
the
center
for
Working
Families
used
to
be
known
as
Office
of
Financial
Empowerment.
We
do
credit
building
with
mainly
low-wage
workers
and
working
class
families
to
get
them
safe,
banking
products
and
children.
E
Savings
accounts
for
colleges
for
young
kids
as
well
and
last
but
not
least,
which
Jody
will
talk
about
further,
which
is
the
labor
compliance
and
policy
piece.
That
is
it
for
now
from
my
piece
I
just
want
to.
Let
you
know
that
we
are
working
on
building
more
effective,
labor
compliance
and
Workforce
training
for
our
cabinet,
looking
forward
to
conversations
and
Partnerships
with
every
single
one
of
you
to
make
this
work.
E
F
F
That's
the
ordinance
that
requires
that
all
workers
providing
labor
for
a
job
contracted
with
the
city
of
Boston
for
twenty
five
thousand
dollars
or
more
be
paid
a
living
wage.
Right
now,
that's
16.38!
We
just
got
the
calculations.
That'll
be
going
up
to
17.55
in
July,
which
is
one
of
the
biggest
one-year
increases
that
that
policy
is
seen.
We
also
enforce
the
Boston
Boston
wage
theft
executive
order,
which
leverages
the
authority
of
Boston
licensing
board
to
ensure
that
employers
are
paying
their
workers
fairly.
We're
providing
Outreach
and
training
to
ensure
workers
know
their
rights.
F
We're
partnering
with
the
mayor's
office
of
immigrant
advancement
to
put
on
a
webinar
just
next
month,
also
partnering
with
local
worker
centers,
in
response
to
the
terrible
case
with
statue
of
pizza
to
support
immigrant
workers
and
making
sure
they
know
their
rights
on
the
job
and
making
sure
that
they
understand
the
resources
that
the
city
provides
around
that
and,
as
Chief
Quinn
pointed
out,
we
are
partnering
with
inspectional
services
on
some
new
construction
safety
strategies
that
we've
submitted
to
City
Council
on
Monday.
So
that
is
our
office
I'm,
going
to
turn
it
over.
F
For
now
to
my
colleague,
Andre
who's,
going
to
talk
a
little
bit
more
about
brjp
history,
and
then
Chris
will
talk
a
little
bit
more
about
where
we
are
in
terms
of
the
actual
data.
Since
we
last
came
before
the
city,
council
and
I
also
just
want
to
thank
Andre
and
Chris
for
being
so
unbelievably
generous
with
their
time
is
our
cabinet
has
gotten
up
to
speed
in
all.
It
needs
to
know
to
be
able
to
take
over
enforcement
of
the
Boston
resident
jobs
policy.
So
Andre.
G
Thank
you
Jody
and
Trin,
and
thank
you.
Counselors
Mejia
and
Luigi
and
I
really
appreciate
the
time
you've
taken
to
work
with
us
to
both
sort
of
better
understand
the
barriers
that
exist
both
sort
of
operationally
and
at
the
level
of
labor
market
trends,
to
meeting
these
goals.
So
I'm
I'm
gonna
keep
my
piece
pretty
brief
and
I'll
talk
again
when
we
get
to
the
part
of
our
presentation.
G
So
those
are
monthly
hearings
that
the
Boston
Employment
Commission
holds
to
review
projects
that
are
covered
by
the
brjp
ordinance,
providing
Communications
and
confirmations
those
are
to
the
brjp
office,
but,
namely
to
construction
monitors
that
are
overseeing
the
projects,
providing
referrals
to
the
jobs
bank
and
verifying
Boston
residents,
which
is
part
of
our
internal
workflow,
to
make
sure
that
where
Boston
residents
are
participating,
that
they
are
verified
as
Boston
residents.
So
that's
just
a
brief
overview
of
the
history
and
some
of
the
structure
of
the
ordinance,
particularly
the
compliance
pieces
and
I'll.
G
Now
turn
it
over
to
my
colleague,
Christopher
Brown
to
review
the
numbers.
I
do
just
want
to
say
before
I
turn
it
over.
That
I'm
really
excited
that
brjp
is
joining
this
new
cabinet.
That
has
a
a
more
holistic
approach
to
labor
compliance.
I
really
do
think
that
the
brjp
office
and
the
policy
itself
is
going
to
be
very
well
supported
and
I'm
excited
to
see
the
progress
we
can
make
when
you
know
that
more
holistic
perspective
and
approach
is
brought
to
bear
on
the
issues
that
brjp
has
meant
to
address.
A
H
Good
morning,
no
everyone
good
morning,
Christopher
Brown
I'm,
the
manager
from
the
brjp
office.
First
I
would
also
like
to
thank
my
colleagues,
Tran
Jody
and
Andre
they've
really
been
great
in
working
with
me
and
the
staff
and
making
sure
that
this
policy
and
the
compliances
met
to
the
best
of
our
ability.
I.
Thank
you
Council
for
always
pushing
asking
questions
and
asking
for
more
and
also
from
the
public.
H
The
public
also
keeps
us
accountable,
and
we
really
appreciate
that
before
we
jump
into
the
numbers,
I
would
like
to
say
that
we're
in
the
middle
of
a
as
you
might
know,
migration
transformation
from
one
database
to
the
other
it's
going.
Well.
We
think
that
once
we
get
all
that
you
know,
data
transferred
all
the
information
transferred
to
the
new
system
that
you're
really
going
to
be
able
to
see
a
change
in
the
reporting
of
the
work
hours
and
the
compliance
on
the
projects
that
we
monitor.
H
So
the
data
that
you're
looking
at
like
I
previously
stated
we
are
in
a
migration
from
one
database
to
the
next,
so
the
data
that
you're
looking
at
we
thought
it
would
be
best
just
to
give
you
three
months
worth
of
data,
because
we
we're
still
in
the
again
transferring
information
and
data
to
another
database.
So
we
thought
this
three-month
data
would
be
the
most
accurate.
So
if
you
we've
had
67
total
projects
within
this
period
of
time,
15
of
those
projects
are
private
projects.
H
A
Public
works
please
hold
on
one
quick.
Second,
it's
coming
from
over
here.
I
want
to
make
sure
that
we
can
hear
you
clearly
and
those
who
are
tuning
in
can
hear
you
I
I
know
if
I'm
having
a
hard
time,
then
so
people
other
people
are
and
I
just
want
you
to
back
up
a
little
bit
from
that
mic.
So
we
can
hear
you
okay.
We
appreciate
everything
that
you're
doing
and
it
gots
to
be
recorded
on
the
record
in
a
way
that
we
can
hear
it.
So,
let's
just
oh.
H
I
apologize
for
that
I
think
I'm
a
little
excited
right
now.
Let
me
calm
it
down.
So
let
me
do
a
little
reversal.
67
total
projects
within
this
period
of
time,
15
of
those
projects,
the
private
project
over
100,
000
square
feet,
52
public
projects,
so
that
would
be
20
public
facilities,
Department
projects,
nine
nine
park,
project,
16,
Public,
Works
projects
and
seven
mayor's
office
of
housing
projects,
which
was
previously
the
the
department
of
neighborhood
development.
H
B
A
H
Okay,
so
the
next
slide
is
the
Project's
breakdown
by
neighborhood,
so
we
have
67
total
projects,
and
these
these
projects
include
the
private
and
the
public
projects,
I'm
not
going
to
go
every
through
every
neighborhood,
but
as
you
can
expect,
the
Dorchester
neighborhood
it
usually
has
the
most
projects,
mainly
because
it's
the
biggest
neighborhood
and
then
you
see
Roxbury
with
seven
projects.
Austin
Brighton
has
five
so
forth
and
so
on.
G
H
Okay,
so
the
next
slide
is
active
projects
breakdown.
So
we're
just
going
to
look
at
the
for
public
projects,
the
city
departments,
there's
four
City
departments
that
we
Monitor
and
the
mayor's
office
of
housing,
previously
DND
Parks
public
facilities
and
Public
Works
and
I'm
not
going
to
go
through
all
the
you
know
each
category,
but
the
numbers
are
in
front
of
you.
H
The
public
works
department
that
they
came
in
at
35
resident,
38
people
of
color,
eight
percent,
female
and
one
thing
I
will
say,
is
you
know:
I've
been
here
a
while
and
I'm
very
happy
with
the
way
that
the
the
women
percentages
have
increased.
So
we
were
at
four
and
five
percent.
Now
we're
moving
up
to
eight
percent.
It's
not
enough.
It's
not
12,
which
is
the
goal,
but
I
have
seen
that
that
percentage
move
up
over
time.
H
The
Boston
resident
percentages
they've
been
in
the
20s
for
the
most
part
for
the
last
you
know
five
or
six
years,
and
we
have
seen
a
slight
decrease
recently
within
the
last
couple
of
years.
There
used
to
be
in
the
upper
20s
now
they're,
mid-20s
or
so,
but
the
people
of
color
numbers
are
always
up
around.
You
know
40
to
40
percent.
Go
so
we
haven't
really
had.
You
know
that
that
goal
is
always
close
to
being
met
or
not
met.
A
I
You,
madam
chair,
we're
here,
thank
you
for
inviting
me
as
well
as
your
co-sponsors,
Council
Lejeune,
counselor
Anderson
president
Flynn
councilor
Bach,
and
then
also,
of
course,
Chief
win.
Thank
you
so
much
for
allowing
me
to
participate
today,
especially
virtually
on
this
Good
Friday
I
am
the
chair
of
the
Boston
Employment
Commission
and
our
team
of
five,
a
monthly
meets
to
meet,
meets
monthly,
to
discuss
and
review
the
projects
that
Chris,
Brown
and
and
the
team
have
articulately
talked
about
earlier
today.
I
You
know
we
have
lost
him
recently
and
I
wanted
to
make
sure
we're
acknowledging
the
work
that
he
has
done
in
this
area
of
construction,
especially
with
the
mail
king
Institute,
as
well
as
other
organizations
that
are
not
with
us
today,
like
youth,
build
Roxbury,
Community,
College
and
Ben
Franklin
Cummings
Institute
of
Technology.
All
of
those
collectively
are
working
to
make
sure
we
can
improve
the
number
of
Boston
residents
and
people
of
color
and
women
in
the
industry.
I
And,
although
we're
having
a
great
amount
of
collaborative
conversation
and
working
together,
we
are
I'm
happy
to
hear
happy
to
see
that
the
Boston
trades
will
be
here
today
to
talk
more
about
what
it
is
that
they're
doing,
because
they,
as
president
Flynn
has
mentioned
and
I
think
I'm.
Actually
councilor
June
has
mentioned
in
the
past
that
they
are
key
and
critical
to
being
able
to
for
the
city
to
meet
some
of
their
goals.
I
We
continue
to
be
a
little
bit
disappointed
in
our
Contracting
Community,
maybe
in
some
ways
in
our
labor
Community,
Labor,
Union
Community,
and
not
being
able
to
really
provide
structured
strategies
to
make
sure
that
we
can
improve
these.
These
numbers
kind
of
universally
in
all
Market
sectors
and
through
all
types
of
projects.
I
We
know
that
this
work
does
require
the
effort
and
energy
of
all
and
the
tone
of
the
Boston
Employment
Commission
meetings.
That
is
one
of
collaboration,
one
of
advices
suggestions
and
then
also
one
to
just
make
sure
that
we
are
talking
about
the
issues
that
the
contractors
and
developers
are
facing,
so
that
we
too
can
provide
some
solutions
and
I'll
talk
a
little
more
about
that
later
on
today.
I
A
Thank
you
JC,
so
I'm
going
to
open
up
for
questions
and
I
want
to
acknowledge
the
third
co-sponsor
Council
Burrell,
District
4
has
also
joined
us
and
we're
going
to
start
off
with
the
lead,
sponsor
counselor
luigien,
followed
by
the
co-sponsors
and
then
concert
Bob.
Just
so
you
know
the
order
and
you
each
have
five
minutes
I'm.
Just
joking.
B
B
B
In
our
last
hearing,
we
talked
about
how,
in
certain
categories
the
private
projects
and
the
public
projects,
some
of
the
numbers
tend
to
differ,
and
here,
based
on
these
three
months,
it
looks
like
there's
not
a
great
differential,
even
if
these
three
months
may
not
be
representative
of
the
entirety.
So
I'd
like
to
talk
a
little
bit
about
that,
but
before
I
do
I'd
like
to
put
in
a
request
for
future
just
for
future
breakdowns
like
this.
B
If
we
could
further
break
down
or
disaggregate
the
data
regarding
people
of
color
and
make
sure
that
we
are
able
to
break
it
down
by
Black
by
latinx
Asian
what
so
that
we
can
look
at
that
number
in
a
disaggregated
fashion,
because
I
think
that
could
also
give
us
information.
That
would
be
pertinent
to
us
what
we
care
about
here
in
the
city
and
on
the
city
council.
B
Does
that
make
sense?
Okay,
great
and
so
back
to
my
first
question
again,
the
presentation
from
all
of
you
was
pretty
was
really
incredible.
My
first
question
is
about
the
difference
between
public
and
private
projects.
Here
it
looks
like
the
numbers
for
the
place
on
the
three
months
are
pretty
similar,
but
we
know
in
past.
In
the
past,
these
folks
have
stated
that
we
are
better
at
meeting
our
numbers
with
respect
to
people
of
color
on
private
projects,
with
respect
to
public
projects
and
Andre
I.
B
A
E
A
A
B
Fine
Chief
I
want
to
thank
you,
especially
for
your
commitment
to
like
to
the
actual
work
and
not
to
the
all
the
things
that
sometimes
surround
the
work.
Two
questions
for
you.
You
talked
about
how
like
at
some
point
you
gotta
and
the
it's
not
about
the
job
training.
It's
about
the
actual
job.
Yesterday,
at
the
when
the
mayor
was
announcing
the
7
000
youth
jobs,
something
that
director
cope
stated
that
I
really
appreciated.
B
Is
that
there's
an
upcoming
youth
jobs,
fair
and
they
are
really
encouraging
employers
at
the
upcoming
youth
jobs,
fair
to
make
job
offers
like
right
then,
and
there
and
I
think
that
is
a
really
great
model,
I'm
wondering
if
that's
one
that
we
can
think
about
using
and
encouraging
our
when
we
do
have
job
fairs,
that
we
encourage
or
require
that
folks
are
leaving
with
job
commitments
or
that
employers
are
are
buying
into
committing
to
hiring
at
least
X
number
or
percentage
of
people.
Have
we
done
that
in
the
past?
E
Can
you
great
you
can
hear
me
I
I,
think
that's
a
a
great
question.
Counselor
I
mean
I.
Think
the
job
fair
is
one
point
that
we
can
touch
on,
which
is
an
entry
point
for
employers,
but
it
can't
be
the
only
one.
So
one
one
of
the
things
we
are
doing
is
really
in
our
either
our
procurement.
We
have
just
because
it's
not
within
our
jurisdiction.
E
I
know
we
we're
working
closely
with
Chief
EDI,
Wu
and
also
the
office
of
budget
management
procurement
audit
Department
to
see
if
we
can
have
some
kind
of
employment
agreements
within
City
contracts
and
that's
why
I
had
emphasized
a
green
New.
Deal
I
mean
there's
a
lot
of
Investments,
and
how
can
we
work
with
those
big
Investments
procurement
while
it's
going
out
and
catch
them
in
the
beginning
as
a
strong
criteria
moving
forward?
So
it
helps
us
with
the
compliance
once
we
get
to
that
third
leg.
E
So
that's
one
area,
the
other
is
all
of
our
Workforce
training.
Grants
are
what
we
called
and
Council
Mejia
knows,
as
well
with
our
neighborhoods
jobs.
Trust
is
that
they're
called
Performance,
Based
contracts
or
and
or
grants
which
requires
that
the
vendor
or
grantee
has
guaranteed
jobs
at
the
end
after
the
training
is
done.
Having
said
all
of
that,
I
think
the
job
fairs
are
really
important,
but
some
of
these
jobs
are
longer
and
more
arduous
work
than
just
a
job
fair.
E
What
we
want
to
do
is
work
with
employers
to
see
what
they,
how
we
can
work
with
them
in
Partnerships
and
what
timeline
makes
sense
for
them
and
not
necessarily
just
a
job,
fair
I
I
think
when
we're
talking
about
youth
employment
in
the
summer,
as
you
know,
counselor,
it's
very
different
from
a
full-time
benefited
job,
that's
year-round
for
an
adult,
and
so
that
kind
of
commitment
and
strategy
of
Engagement
from
employer
is
very
different
from
hey.
Can
you
hire
young
people
on
the
spot
for
six
weeks?
E
It's
it's
an
automatic
low-hanging
fruit
for
employers
to
say
yes,
but
it's
harder
when
you're
working
with
full-time
adult
employers
year-round
with
benefited
jobs,
and
so
we
take
that
longer
term
approach.
It's
not
a
one-size-fits
all
I
hope
that
answers
your
questions
and
we'd
love
to
follow
up
with
our
other
longer
term,
engagement
strategies
with
employers
as
well,
and
we're
not
interested
in
just
rapid
job
placements
for
our
residents,
we're
interested
in
career
pathway,
jobs
that
pay
at
least
a
prevailing
wage
and
employer
benefited
packages
and
also
upward
Mobility
for
those
workers.
B
Thank
you,
Chief
and
I.
I
understand
that
and
I
I
I
just
think.
If
there
are
things
that
we
can
learn
from
our
desire
to
do
those
rapid
placements,
what
can
we
learn
from
that
in
this
space?
I
think
that
there
are
opportunities
for
us
to
think
about
what
that
teaches
us
from
what
like?
What
is
it,
what
that
we
can
require
of
employers,
but
you
you
met.
You
mentioned
something
that
is
important
here
and
whenever
we
are
having
hearings
here
that
msba
and
we're
talking
about
City
or
city
projects.
B
It
ties
into
my
initial
question.
I
was
asking
Andre.
Is
that
those
are
the
questions?
Those
are
the
projects
that,
if
we
are
trying
to
breathe
truth
into
this
ordinance
that
so
many
people
fought
for,
we
should
be
leading
the
way
on
city-owned
projects
in
meeting
these
numbers,
and
so
maybe
not
so
great
right,
maybe
find
that
we
are
the
same
as
a
private
projects,
but
I
believe
as
data's
been
presented
in
the
past,
that
to
show
that
there's
been
a
mark
difference
and
getting
into
what
that
tells
us,
I
think
is
is
important.
B
E
B
Discussions
that
we've
had
prior
on
on
the
brjp
and
something
that
I'm
I
really
want
us
to
invest
in
is
to
what
it
would
look
like
for
the
city
of
Boston
to
have
a
worker,
Center
and
I
know.
I've
talked
to
all
of
you
about
this,
that
really
synthesizes
like
so
many
of
us,
so
many
people
are
separately
and
in
their
own
working
on
this
when
it
comes
to
the
construction
industry
when
it
comes
to
the
life
sciences
boom.
B
That
is
also
has
the
potential
of
leaving
behind
our
black
and
brown
folk,
and
so
when
we
have
an
office
an
office
that's
committed
to
workers
that
is
in
our
communities
that
I
think
could
be
very
powerful
to
synthesize.
All
of
the
work
that
we're
trying
to
do.
We
have
examples
of
that
right.
You
know.
Building
Pathways
is
in
our
community
right
in
Eggleston.
B
There
is
work,
two
which
is
Nubian
square,
but
I
think
we
as
a
city,
should
own
and
and
be
centered
in
community.
In
this
discussion,
where
our
black
and
brown
folks
are,
which
is
what
we're
trying
to
do
with
the
people
of
color,
Target
and
I,
and-
and
you
know
for
the
very
reason
that
you
said
job
fairs
and
look
I
go
back
and
forth
I
think
job
fairs
are
great
because
their
exposure,
I
sometimes
I'm
like,
is
this
the
best
way
and
then
I'll
go
to
a
job.
B
Fair
and
like
a
lot
of
people
will
show
up
like
wow.
Job
fairs
are
really
amazing
and
they're.
An
important
touch
point,
but
permanence
and
meeting
people
where
there
are
is
like
an
incredible,
is
an
important
part
of
this
work,
especially
because
in
black
and
brown
communities,
when
you
have
been
excluded
for
so
long
it
it
can.
It
can
lead
to
apathy,
and
you
can
think
that,
like
okay,
there's
nothing
for
me
and
if
we
are
centered
right
where
people
are
I,
think
that
could
really
really
move
the
needle.
B
So
we'd
love
to
hear
you
all
on
your
thoughts
on
that,
because
that's
something
that
my
office
cares
deeply
about
and
I
know
that
there
are
folks
in
your
office
too.
Who
think
this
could
be
a
great
model?
I
talk
to
JC
all
the
time
and
then
folks
that,
like
we're
trying
like
what
can
we
do
to
continue
pushing
forward
here
and
I?
Think
that
is
one
great
step.
E
Many
many
worker
advocacy
worker
centers,
both
Labor
Management
agencies,
many
labor
stakeholders
and
workers
rights
to
really
incorporate
their
thinking
and
their
policies.
We
don't
have
to
reinvent
the
wheel,
and
then
we
put
it
into
our
work
and
embed
it
in
our
programs
and
our
policies.
So
we
may
not
have
a
physical
Worker
Center,
that's
something
that
we
do
want
to
think
about
absolutely
and
if
I
may
just
point
out
answer
your
second
question
about
the
difference
between
the
private
versus
the
public
discrepancies
on
the
numbers,
I
think
I
have
not
dive
deeper
I.
E
Assumably
has
the
same
workers
in
that
role,
based
on
the
collective
bargaining
of
that
particular
project
in
a
public
facility
owned
by
the
city
of
Boston,
and
so
that
number
may
stay
stagnant
based
on
some
of
those
Provisions
now
I
think
it's
good
once
you
identify
where
that
root.
Is
that
can't
move
the
needle
I?
E
So
we
have
to
look
at
some
of
those
tools
that
we
Overlook
in
the
past,
so
I
don't
have
evidence
based
on
that,
but
I
think
my
strong
assumptions
when,
when
we're
looking
at
those
kind
of
data,
I
bet
you
it's
going
to
be
around
collective
bargaining
and
we
need
to
change
some
of
those
practices.
Thank.
A
J
E
So
there's
various
there's:
there's
various
strategies
and
outcomes
for
the
those
pipelines,
specific
Industries
construction.
We
have
information
around
construction,
Hospitality,
Health
Care
is
obviously
our
biggest
ones.
We
have
past
performance
data
and
also
projected
ones
that
we've
seen
and
also
clean
energy
that
we
are
focusing
on
in
terms
of
the
construction
piece.
These
are
the
the
Boston
Employment
Commission
is
one
entity
in
which
it
displays
data
on
compliance,
but
we
do
have
a
set
of
outcomes
and
also
different
pipelines
for
the
workforce
training
pieces
I
can
dive.
E
I
can
dwell
into
that,
but
I'm
not
sure
if
we
do
have
enough
time
or
I
can
follow
up
with
specific
projects
or
pipelines
and
industries
for
you.
But
right
now,
I
don't
have
the
specific
data
to
answer
that
question,
but
I'm
happy
to
meet
with
you
and
our
team
to
answer
that
question.
For
you.
Is
there
a
specific
overall
industry
within
Workforce
that
you're
looking
at?
Are
you?
Are
you
looking
at
short-term
Industries?
Are
you
looking
at
post-secondary
education
pipelines
within
those
Industries?
J
J
I
guess
when,
whenever
we
get
back
here,
it's
it
seems
like
the
cup,
we
have
a
conversation,
you're
asked
questions
and
they're
answered
kind
of
and
then
for
the
most
part
they're
answered,
and
then
when
we
get
to
the
point
about
data
or
metrics
or
tracking
them
or
monitoring
them,
then
we
sort
of
the
conversation
gets
lost
and
I.
Think
honestly
and
I've
said
this
before
it's
probably
the
process
which
we
use
here
in
the
chamber
there
is
one
is
counter-intuitive
almost.
J
If,
if
I
ask
you
a
question
and
the
data
comes
back,
the
follow-up,
then,
hopefully
a
working
session
where
we're
actually
coming
back
to
that
question
and
that
almost
never
happens,
and
so
the
burden
I
think
is
on
us
to
come
back
to
that
conversation.
But
it
feels
to
me
that
we
don't
actually
have
implemented
metrics
and
the
data
conversation
seems
to
stop.
J
We
don't
know
exactly
we're
working
on
these
efforts
and
we're
looking
at
you
know
people
of
color
in
terms
of
contracts
increasing,
but
then,
overall
in
the
city,
the
numbers
are
actually
declining.
Diversity
is
declining
Although,
our
cabinet,
the
mayor's
cabinet,
is
the
most
diverse.
Has
ever
been
the
city
overall
for
black
employees
is
declining?
Do
you
have
any
feedback
or
any
opinion
on
as
to?
Why
do
you
think
that's
happening.
J
E
We're
not
there
yet
in
terms
of
creating
it.
But
it
is
on
our
planning
structure
to
do
that
piece
and
create
a
dashboard
I
mean
we
do
have
and
hold
two
largest
Career
Centers
they're
called
Mass
hire
centers
one
is
in
Roxbury
with
Goodwill
Memorial
and
the
other
one
is
Jewish
vocational
services,
and
we
do
have
light
touches
with
a
career
Readiness
for
Boston
residents
pre-covered.
E
We
serve
15,
000
residents,
annually,
post
covid
about
8
000
and
within
that
we
have
specific
metrics
on
the
growth
industries
in
the
Boston
area,
and
we
do
release
an
annual
report
which
is
only
tied
to
our
funding
regulations.
But
it's
not
tied
to
the
overall
city
of
Boston.
That's
a
great
idea.
Maybe
we
should
do
and
think
about
a
dashboard
for
all
of
the
Boston
areas.
E
Now.
Having
said
that,
I
want
to
caveat
by
saying
that
we
focus
on
those
who
don't
have
a
bachelor's
degree.
So
a
Dei
integration
strategy
within
employers
is
very
different
from
training.
Those
who
don't
have
a
bachelor's
degree
and
I
would
even
argue
if
you
disaggregate
what
Boston
residents
buy
Park
and
those
who
don't
have
a
bachelor's
degree.
You
have
to
also
organize
that
bucket
and
into
multiple
economic
barriers.
So
those
who
have
quarries
is
very
different.
E
You
can't
lump
them
in
those
who
don't
have
a
GED,
those
who
have
a
high
school
diploma
and
and
some
Community
College
and
Workforce
Job
Readiness,
that's
a
different
bucket
and
those
who
are
incumbent
workers
and
those
are
dislocated
all
of
those
sub
sub,
I
would
say.
Sub
population
for
lack
of
a
better
term
has
a
different
strategy,
so
you
can't
use
a
standardized
metrics
amongst
all
of
those
subgroups
per
se,
so
we
you're
right.
E
We've
got
to
do
a
better
job
with
what's
the
elevator
pitch
for
all
of
the
city
of
Boston,
which
not
necessarily
have
the
worker
empowerment
jurisdiction.
We
really
focus
on
those
who
don't
have
a
bachelor's
degree
and
have
economic
barriers
within
those.
But
we
we
need
to
really
organize
that
everybody
thinks
Workforce
Development
is
is
in
one
large
bucket
within
our
cabinet,
but
it's
actually
not
because
the
public
Narrative
of
Workforce
Development
is
K-12
and
our
higher
institution
and
colleges.
J
It's
that
level
of
thorough
processing
in
different
categories
that
is
going
to
actually
intentionally
access,
those
different
subcategories
or
populations
and
they're
not
buckets
right,
they're
different
in
every
way
and
different
needs.
A
dashboard
then
could
at
least
monitor
the
disaggregated
data
and
then
the
strategies
that
you're
talking
about
being
that
they
have
to
defer
from
category
to
character.
Category
then
I
think
has
to
be
coupled
with
the
technical
support
that
actually
ties
or
connects
them
to
the
individual
plans
for
each
and
then
so.
J
The
question
here
is:
does
your
job
fairs
and
I
apologize
if
I
haven't
attended
one
address
that
level
of
thoughtfulness?
If
you're?
If
you,
if
you,
if
you,
if
you
understand
that
you
have
different
categories
and
people,
then
are
we
doing
job
fairs
by
categories
or
are
we
doing
one
job
fair?
And
then
people
are
just
sort
of
like
where
do
I
go.
E
J
E
Mean
we've
we've
collaborated
with
stakeholder
partners,
for
we
don't
want
to
label
it
per
se
like
Quarry
friendly,
but
we
do
pick
up
the
phone
and
say
who,
who
who
do
we
know
in
the
city
of
Boston,
who
are
employers
that
are
have
that?
Have
minimal
barriers
to
entry?
And
we
know
that
our
in
our
heads
that
one
of
the
economic
barriers
are
those
who
have
quarries.
So
we
intentionally
work
with
Goodwill,
which,
which
is
one
of
the
strategic
partners
that
has
a
job
fair
and
we
work
with
them
on
those
employers.
E
J
J
It
does
need
to
be
also
coupled
with
representation,
so
I
want
to
see
your
org
chart
of
by
demographic,
because
obviously
representation
matters,
and
we
want
to
see
how
intentional
your
department
has
been
with
that
as
well.
If
you
haven't
gotten
to
it,
are
you
working
on
it?
But
if
you
could
submit
it
to
us,
it'd
be
appreciated.
Absolutely.
A
D
D
Sorry
that
I'm,
not
gonna
I'm
missing
this
chance
to
grill
you
as
a
counselor
but
but
I'm,
really
looking
forward
to
that
close
partnership
and
and
I
just
wanted
to
again
shout
out
I
know
they're
waiting
patiently.
But
we've
got
the
building
Pathways
team
here
and
just
the
fact
that
that
Apprentice
program,
which
has
grown
and
becomes
such
an
important
standard
for
other
Apprentice
programs
in
the
city
to
reach,
is
something
that
came
out
of
a
project.
D
Labor
agreement
with
the
Boston
Housing
Authority
really
underscores
for
me
like
how
much
opportunity
there
is
for
us.
You
know
both
here
at
the
city
and
at
the
housing
authority,
to
really
drive
not
just
the
conversation
but
actual
Solutions
on
this
front,
so
just
wanted
to
say
that
and
thank
everyone
and
apologize
for
having
to
step
away.
Thank
you,
madam.
A
D
A
So
I
want
to
just
for
the
record
note
that
I've
only
been
in
office
for
three
years
and
every
time
that
I've
been
in
front
of
this
particular
hearing
I
have
asked
for
a
dashboard,
so
I
want
to
make
sure
that
whatever
we
need
to
do
to
help
support
that
dashboard
to
become
a
reality
would
like
to
know
what
the
mechanics
are
right.
Is
it
a
budget
thing?
Is
it
a
Do-it
thing
whatever?
A
A
So
I
just
want
to
note
that,
for
the
record
you
know,
counselor
Anderson
has
asked
for
it
in
the
past
as
well,
and
I
know
that
this
is
something
that
we
are
really
hoping
to
be
able
to
support
you
all
in
making
it
happen.
So
I
hope
that
the
next
time
that
we're
together,
we
come
with
here's,
how
we're
going
to
make
it
happen,
we're
in
budget
season
right
now
and
if
y'all
want
it,
we
can
make
it
happen
right.
A
K
A
Find
out
well
I'm
flowing
right
now,
so
let
me
just
go
quickly,
so
you
know
I
I
want
to
kind
of
preface
this
by
stating
that
you
know
there
is
this
narrative
or
you
there's
a
assumption
right
that
you
know.
I'll
speak
for
myself
that
all
I
do
is
bark
and
like
I'm,
a
little
Chihuahua
which
is
fine,
I'm.
Okay
with
that,
but
I
also
bring
some
skills
into
this
conversation.
I
used
to
work
at
Goodwill
I
was
a
job
developer.
A
I
was
training
women
who
were
coming
out
of
welfare
and
and
preparing
them
to
work
in
the
work
space
right
and
what
I
did
is
I
decided
to
throw
away
the
entire
curriculum
that
was
presented
to
me
to
prepare
these
women,
because
what
we
were
preparing
them
for
were
jobs
that
weren't
really
viable
careers.
They
weren't
going
to
close
the
wealth
Gap
that
we
had
been
talking
about
right.
So
there
is
there.
A
What
do
we
need
to
do
right
now
to
update
the
resident
the
the
policy
that
we
review
every
twice
a
year?
What
would
you
recommend
Trin?
What
do
we
need
to
do
differently
so
that
we
can
move
differently?
What
would
be
one?
You
know
amendment
that
you
can
offer
that
will
help
you
do
this
work
differently.
E
Yep
I'm
going
to
defer
to
my
colleagues,
but
you
know:
there's
one
I
I
have
to
say
that
the
city
and
bureaucracies-
and
this
is
not
on
on
on
the
Wu
administration,
because
you
know
she
just
got
elected.
This
is
a
legacy
issue.
That's
right
that
bureaucracies,
don't
have
good
back-end
systems,
so
there's
two
things
that
I
think
that
the
back
end,
which
is
why
we've
really
devoted
ourselves
to
operational
excellence.
E
One
is,
we
need
coherent
databases
that
work
and
a
coherent
way
in
which
we
are
collecting
data,
because
if
we
don't
have
that
data
Integrity,
we
cannot
articulate
a
baseline,
good,
bad
or
ugly
and
make
recommendations.
So
really
we
are
working
on
a
sales
force
getting
a
software
and
training
staff
to
get
a
coherent,
efficient
way
in
which
we
are
collecting
data.
E
So
in
order
for
us
to
do
effective
compliance,
we
have
to
do
it
in
collaboration
with
the
audit
Department
procurement
ISD,
and
so
we
we
need
to
do
that.
We
need
to
do
a
better
job.
That's
why
the
cabinet
has
to
be
like.
We
can't
do
this
job
because
I'm,
not
a
procurement
officer,
I'm,
not
a
hiring
manager,
nor
am
I
an
I.T
specialist.
So
we
need
to
build
those
collaboration
so
that
we
can
work
efficiently
in
the
back
end.
E
And
unfortunately
we
don't
do
that
because
it
hasn't
been
the
legacy
of
that
since
I
was
born,
which
is
9
1973
and
come
into
this
country.
But
you
know
we
need
to
fix
that.
The
third
piece
I
have
to
say
is
that
it's
always
good
to
lay
a
policy
or
a
vision.
We
need
to
operationalize
that,
and
that
means
rolling
up
your
sleeves
and
working
with
managers,
hiring
managers
and
Frontline
staff
to
train
them
in
doing
what
needs
to
be
done.
Moving
forward.
E
That's
just
the
operations
piece,
because
you
got
to
change
the
cultural
piece
of
a
bureaucracy,
meaning
you're
working
here,
for
the
city
of
Boston
and
for
residents
and
for
communities.
So
if
there
is
no
buy-in,
perhaps
some
of
these
you
know
some
of
the
workforce
needs
to
look
at
ways
in
which
they
can
move
on
that
more
aligns
with
their
value
statement.
E
So
I
think
those
things
have
to
happen
simultaneously,
but
what's
within
our
jurisdiction
today
and
in
three
to
five
years
or
ten
years,
is
building
a
back
end
of
technology
for
reporting
data
and
regrouping
and
retraining
staff
to
think
differently
to
change
the
culture.
We
can't
do
everything,
but
we
can
do
something
within
our
jurisdiction.
I'll
tell
you
one
thing:
compliance
is
not
one
Department,
a
one
person
or
one
staff.
You
have
no
idea.
The
kind
of
you
might
have
ideas,
but
the
idea
of
collaboration
within
City
departments
has
to
be
there
like.
E
A
Right,
that's
right!
That's
why
I
love
when
you
are
in
this
chamber
or
when
you
are
participating,
because
you
keep
it
a
hundred
and
you
bring
it.
You
know
to
the
bare
like
most
layman's
term,
so
that
people
understand
and
the
facts.
The
facts
of
the
matter
is
is
that
we
are
not
meeting
this
moment
because
we're
so
caught
up
in
bureaucracy
and
the
culture
which
is
the
hardest
thing
to
shift,
is
to
believe
that
black
and
brown
people
can
actually
do
the
work
and
I
think
that
that
is.
A
E
Yeah
I
mean
I
I,
think
there's
there's
a
couple
things:
we're
we're
already
strained
in
capacity
and
energy
and
financial
resources
to
really
just
train
into
good,
paying
entry-level
jobs.
I
have
to
be
real
that
moving
up
the
ladder
requires
a
different
skill
set
and
a
focus
which
is
incumbent
worker
training.
We're
trying
to
do
that
with
our
23
million
dollar
Eda
Grant.
So
we're
we're
monitoring
how
that
works.
I
guarantee
you
that
that
strategy
needs
to
be
paralleled
with
what
they
call.
E
Companies
call
Dei
integration,
so
that
is,
people
won't,
retain
and
stay
in
a
company,
both
you
and
I.
Even
if
we're
so-called
educated
informed,
we
won't
stay
in
an
employer
if
that
employer
doesn't
treat
us
right
and
the
staff
and
diversity
doesn't
look
like
us.
That's
very,
very
true.
So
that
means
that
employers
need
to
make
a
real
commitment
to
hiring
Equity
racially
and
gender.
That's
not
within
our
jurisdiction.
E
We
try
to
push
legislation
to
have
simply
to
say
employers
and
we're
doing
this
within
Life
Sciences,
simply
for
private
employers
to
give
us
just
data
about
who
you
hire
as
Boston
residents,
even
if
they're
educated
and
have
a
bachelor's
degree
a
bachelor's
degree
and
if
they're
from
Boston.
We
can't
even
get
that
data
from
employers
to
understand
that
so
you're
right.
We.
A
Can't
so
what
can
we
do
to
change
that?
Because
this
is
why,
where
I
feel
like
a
lot
of
people
get
a
pass
is
because
we
don't
have
the
levers
you
know
or
or
ability
to
really
hold
people
accountable,
because
in
the
Building
Trades
you
know
you
can
sign
up
a
whole
bunch
of
people
to
work
and
you
reach
your
quota
and
then,
within
five
or
six
months.
Those
people
are
no
longer
in
those
work
sites.
So
it's
very
transactional
and
I'm
just
curious,
like
in
terms
of
accountability.
A
E
E
What
are
the
lessons
around
that
we've
we're
trying
to
work
with
different
employers
and
and
and
different
Labor
Management
agencies
to
articulate
some
of
their
Baseline
data,
so
we'll
know
where
we're
at
I'd
rather
not
have
this
conversation
because
I
feel
like
our
work,
has
to
be
moving
forward
and
just
to
get
Baseline
data
from
employers.
It
has
been
I
have
to
say
not
very
transparent
and
running
around
doing
things
that
I
I
think
if
we
all
came
to
the
table,
we
can
come
with
faster
solutions
to
solve
systemic
issues.
Okay,.
K
Thank
you,
chair
and
I'll.
Keep
it
quick
and
take
you
to
the
panel
for
being
here
today,
and
one
thing
that
jumped
out
on
me
on
this
presentation
was
the
two
billion
dollars
project
to
upgrade
or
renovate
every
BPS
School
in
the
in
the
next
10
years,
and
just
kind
of
is
echoing
what
what
the
other
counselors
are
saying.
Is
you
know
what
is
our
Outreach
when
we
you
know?
Most
of
our
capital
projects
are
on
a
timeline
so
like,
and
we
know
that
they're
coming
up.
K
E
E
What's
already
out
there
in
this
on
the
streets,
we
are
looking
at
different
scoring
structures
to
add
into
procurement
that
those
who
have
di
or
bipoc
Boston
residents
in
their
applications
get
a
higher
score.
So
those
are
the
specific
tools
that
we
know
Works
already
and
we
can
quickly
see
if
we
can
integrate
those
two
aspects
in
the
procurement
process
for
the
green
New
Deal.
Now
we
are
looking
at
what's.
E
That's
that's
just
not
something
that
our
neighborhoods
and
our
communities
deserve
so
really
focusing
on
procurement
and
framework
to
get
those
outcomes
so
that
the
Outreach
can
begin
effectively,
which
is
something
that
we're
working
on
in
tandem.
Sometimes
the
city
doesn't
do
a
great
job
with
Outreach,
so
we
have
to
partner
with
our
community
agencies
to
do
that,
work
in
our
community
colleges
and
our
graduates
and
our
non-profits
and
which
we
partner,
with
80
of
them
on
a
year-round
basis
to
do
that
tailored
Outreach
for
us.
K
Thank
you
and
just
wanna
just
make
sure
that
this
is.
You
know
two
billion
dollars.
It's
a
Once
and
a
I
won't
say
once
in
a
lifetime.
But
yes,
it's
this
historic
investment
in
our
Boston
public
schools
and
making
sure
that
we
are
centered
and
being
intentional
to
to
excluding
by
our
communities,
contractors
and
trade
workers
in
this
opportunity.
E
Me
tell
you
counselor,
we
work
day
and
night
to
make
sure
we
don't
miss
nothing.
So
that's
number
one
and
just
remember:
2
billion
is
a
lot
to
us
at
this
moment
in
time,
and
we
should
not
miss
the
opportunity,
but
annually
the
city's
budget
is
3
billion
a
year.
So
what
we
learn
and
reap
from
the
best
practices
and
lessons
from
this
2
billion
is
something
that
we
need
to
do.
E
K
A
Yeah,
thank
you,
and
you
know,
I
think
that
counciloral
has
opened
up
a
can
of
worms
right
because
when
we
think
about
dollars-
and
we
think
about
Investments-
and
if
we
think
about
that
2
billion-
and
we
say
you
know
what
two
billion
of
that
x
amount
of
Millions-
will
only
be
air
marked
to
support
initiatives
that
are
going
to
help
us
reach
these
goals
and
only
construction
sites
that
fulfill
that
will
be
having
access
to
that
two
billion
dollars.
Right
so
I
know.
A
We
can't
do
all
that
because
we
just
don't
we're
not
set
up
for
that,
and
we
can't
do
that.
But
I
just
feel
like
money
comes
in
and
out
of
these
Chambers
all
the
time,
but
they're
not
making
their
way
into
the
pockets
of
black
and
brown
residents
in
the
city
of
Boston
and
I.
Think
that
that
is
one
of
the
reasons
why
these
conversations
are
so
important.
A
I
know:
counselor
Anderson
has
her
light
up
and
we're
not
ready
to
let
you
go
Chief,
because
we're
here
for
all
of
this
so
and
I
just
want
to
thank
our
other
panelists
that
are
being
so
patient.
So
in
the
interest
of
letting
everybody
be
fully
expressed,
councilor
Anderson-
this
is
your
last
question.
J
J
Integration,
what's
sad
about
that
term,
it's
a
good!
It's
a
it's,
a
good
intention.
It's
a
good
intended
term,
but
what's
sad
about
that
term
is
that
we
have
to
do
a
Dei
integration.
Why
do
we
have
to
do
a
Dei
integration
shouldn't?
It
just
be?
You
know
automatic
and
since
it
isn't,
since
we
know
that
we've
caused
so
much
harm,
and
yes,
prior
to
this
Administration?
J
Yes,
prior
to
your
time,
but
here
we
are
so
the
intentionality
I
think
it's
actually
investing
in
the
people
as
well,
so
not
just
the
jobs
that
are
supposed
to
get
the
people.
So,
for
example,
you
know
this
cabinet
or
this
these
these
departments,
but
also
the
the
intention,
would
be
investing
in
the
campaigning
to
get
people
ahead
of
time,
so
that
there's
no
excuses
because
we
always
land
to
the
point
where
it's
like.
Oh
there's
not
enough
black
people
applying
there
aren't
enough
black
people
qualified
when
they
do
apply
so
shouldn't.
J
E
Yeah
I
mean
I
I.
Think
your
your
comment,
question
is
one
that
is
very
well
articulated
I
and
in
my
head,
I'm
I'm
parsing
out
some
of
the
the
the
challenges
to
that
I
mean
we
work
closely
with
the
AG's
office
on
racial
discrimination
and
also
labor
compliance.
There's
some
federal
regulations
on
hiring
that
we
think
that
employers
shouldn't
be
doing,
but
we
don't
have
to
our
cabinet,
doesn't
have
jurisdiction
to
prosecute
per
se.
E
E
J
Standards,
but
the
one
that
exists
currently
is
not
fully
functional,
yet
that's
my
point
with
whatever
we
have.
Can
we
get
ahead
of
it?
Can
we
campaign
because
it's
going
to
be
a
deadline?
It's
going
to
be
timelines
that
most
poor
and
disenfranchised
working-class
people
can
catch
up
with.
So
why
aren't
we
campaigning
right
now
to
say
at
least
so
that
people
are
aware
we
are
aware,
and
the
Nerds
and
all
due
respect,
the
Nerds
at
home.
A
So
I
and
I
really
do
appreciate
counselor
Anderson,
really
leaning
in
on
kind
of
like
what
we're
going
to
do
in
this
moment
to
shift
right
because
a
lot
of
the
stuff
that
and
I
think
this
is
probably
where
the
level
of
frustration
comes
in
is
that
we
come
here
with
a
lot
of
aspirational
goals
and
we
talk
about
what
we
can't
do
and
I
have.
You
know
this
desire.
A
E
So
I
I
think
one
thing
that
we
we
can
commit
to
is
building
this
dashboard
overall
for
not
just
brjp
and
construction,
but
I
I
think
that
we
need
to
at
least
have
a
plan
of
action
on
how
this
dashboard
will
be
designed
and
what
numbers
do
we
start?
It's
not
going
to
be
perfect,
but
we're
going
to
commit
to
that
dashboard
and
brjp
could
be
one
of
that
dashboard
and
building
a
data
system
to
get
the
numbers
for
that
dashboard.
Now
we
can't
have
the
dashboard
next
time.
A
A
You
know
we
will
try
like
like
congresswoman,
Ayanna
Presley,
says
change,
can't
wait
and
we're
not
gonna
wait
anymore.
We're
going
to
seize
this
moment
and
we're
going
to
talk
about
producing
a
dashboard.
That's
going
to
disaggregate
the
data
because
we
say
people
of
color
I
want
to
know
what
color
right
I
want
to
know
exactly.
You
know
black
latinx
I
I
want
the
data
broken
down
and
then
I
also
want
in
that
dashboard.
A
As
we
talked
in
the
past,
who
are
The
Usual
Suspects
that
are
not
showing
up
for
the
city
of
Boston
in
ways
that
are
help
helping
us
reach
our
goals.
We
had
a
list
of
folks
who
were
not
good
partners
that
should
be
part
of
the
data
who
are
the
folks
who
bring
our
people
in
and
then
six
months
later.
Let
them
go
like
that
should
be
part
of
the
data
that
level
of
accountability
and
transparency
is
only
going
to
help
us
get
better.
J
J
So
it
should
be
like
all
tied
together,
so
jobs
available
what's
happening
in
terms
of
current
efforts
and
also
in
terms
of
applicants,
their
demographics
and
the
different
sub
categories,
as
you
mentioned,
educational
level
or
training
needed,
and
then
also
the
links
to
actually
get
to
technical
assistance.
In
order
to
get
to
the
different
supports
that
you
talk
about.
Thank.
A
A
Intel,
but
that's
because
you
find
no
you've
been
so
committed
to
this
work
and
I
think
you
know
every
single
time
that
you
are
in
front
of
us.
You
always
bring
the
truth
and
I
think
that's
you
know
we
see
so
many
politicians
that
come
through
here
and
I
think
one
thing
that
I
can
always
count
on.
You
is
to
always
tell
it
like
it
is,
and
that
is
so
incredibly
refreshing
because
you're
not
here
just
to
give
us
the
the
lip
service,
which
is
what
we
get
from
everybody.
A
So
I
just
want
to
say
thank
you
for
always
just
bringing
it
the
way
that
you
do
and
letting
us
know
where
the
areas
of
growth
are
and
and
how
we
can
help
support
you
do
that.
So
I
want
to
give
you
an
opportunity
to
have
any
closing
statements,
because
I
want
to
make
sure
that
my
colleagues
have
other
questions
that
they
don't
none
of
y'all
are
gone,
don't
be
trying
to
leave
Mr
Brown
we're
not
done
with
y'all
it.
A
E
No
Absolutely
I'll
just
be
quick.
First
I
want
to
apologize
that
this
has
been
a
q,
a
just
with
my
work
and
our
our
we
have.
We
have
a
so
I
I
just
want
to
thank
everybody.
Who's
been
here
just
to
be
taking
part
in
this
conversation,
the
the
other
thing
I
do
want
to
offer
is
that
we're
happy
to
meet
with
all
counselors
differently
separately
working
groups,
sub-working
groups,
to
give
you
an
overlay
overview
and
not
just
one
meeting,
but
several
meetings
have
a
continuous
partnership
with
you.
E
I
know
it's
not
just
out
of
here,
and
we
don't
want
that.
We
want
to
make
sure
that
we
have
a
good
open
line
of
communications
with
all
our
our
Council
members
as
well.
The
second
piece
is
just
for
clarification:
I'm
committed
we're
committed
to
the
dashboard,
but
we're
not
there
yet
so
I
do
I
think
all
these
we
took
as
much
notes
as
possible.
We
have
our
wish
list
as
well
in
our
heads.
So
what
we're
going
to
do
is
just
process
what
makes
sense
to
start.
E
So
when
we
do
come
back,
I
just
want
you
to
know
that
we
won't
have
a
perfect
product,
but
we'll
have
a
vision
on
how
we
move
forward
with
the
dashboard.
So
just
on
the
record,
we're
going
to
do
is
we're
going
to
do
due
diligence
on
that,
but
it's
not
going
to
be
perfect,
but
at
least
it's
a
start
to
build
the
partnership
and
start
this
dashboard.
A
J
A
Are
grateful
we
really
are
so
I'm
going
to
move
on
and
I
know
that
normally
we
do
seven
minutes
per
panel
and
with
Trend
we
each
all
had
like
15,
so
I
just
want
to
be
mindful,
because
we
do
have
other
people
who
are
here
been
waiting
patiently.
So
I'm
going
to
ask
my
colleagues
to
be
super,
mindful
of
that
and
I'm
gonna
do
five
minutes
instead
of
seven
for
the
next
round
of
questions,
Council
Louisiana,
just
just
to
keep
just
Equity
here.
B
Jc
Burton,
are
you
still
with
us?
Yes,
I'm
here
awesome
and
I
also
do
want
to
thank
our
panelists
coming
after
I
know
that
you
have
been
waiting
patiently
and
when
you
have
a
lot
of
counselors.
Sometimes
it's
get
into
a
lot
of
questions,
but
I
want
to
thank
you
for
being
here
and
for
your
willingness
to
participate.
I
have
appointed
question
for
each
person.
Hopefully
it
can
just
take
one
minute.
B
B
H
Absolutely
so,
typically
in
the
past,
public
projects
have
performed
better,
did
a
private
projects
and
and
in
MO
in
all
the
categories,
I
I
would
say.
The
only
category
that's
been
about
equal
is
the
women
category,
but
in
terms
of
the
Boston
residents
and
people
of
color,
the
public
projects
are
performed
better
and
public
projects
are
typically
a
mixture
of
Union
and
non-union
contractors.
G
B
Okay,
thank
you.
My
follow-up
question
is
is
also
to
you,
Chris
in
in
previous
meetings
and
when
I
talk
about
the
Worker
Center,
it's
something
that
you've
talked
about,
having
a
central
place
for
folks
that
has
the
job
bank
in
place
where
they
can
go
to
learn
about
jobs.
If
you
could
expand
a
bit
about
the
benefits
you
think
of
having
like
a
centralized
location,
yeah.
H
So
what
I've
seen
is
is
training
it's
about
training
you're
not
going
to
you
know
you
need
to
have
the
skills
you're.
Not
you
know.
Plumbing
company
is
not
going
to
hire
a
person
for
the
most
part,
often
Street.
You
know
you
should
have
at
least
the
basic
level
of
knowing
what
a
being
a
plumber
is
all
about
right.
The
the
different
tools
that
there
to
use
I
think
when
individuals
have
the
basic
skills,
then
not
only
in
construction,
but
in
in
Industry
there
you
know
they're
better.
H
They
probably
have
better
chance
of
Landing
a
job
in
that
profession.
So
what
I
say
in
construction
is
that
it's
about
training
I,
think
we
need
a
training
center
I'm
a
bit
I've
been
I've,
said
it
before
and
I.
The
the
only
training
facilities
that
are
around
for
construction
now
are
not
in
Boston
they're
in
Lawrence
they're,
in
communities
outside
of
Boston,
so
I'm,
a
big
advocate
of
training
and
having
some
type
of
training
facility
in
Boston.
It
doesn't
necessarily
have
to
be
just
for
construction.
H
There
could
be
other
professions
within
that
training
center
as
well.
Building
pathway
does
a
good
job,
but
you
know
I,
think
I'm,
speaking
of
a
more
a
training
center
with
more
people,
a
couple
of
hundred
people
at
a
time
right,
as
opposed
to
again,
like
you
know,
maybe
the
15
or
20
that
building
Pathways
have.
Even
though
you
know
it's
an
excellent
program
and
they
do
a
good
job.
B
F
Are
we're
building
out
sorry
about
that?
You
hear
me
yeah,
we
are
building
out
compliance
and
regrouping
post
covid,
it
was
definitely
tracking
of
contracts,
fell
off
a
little
bit
and
we're
working
now
to
ensure
I
mean
frankly,
the
the
living
wage
as
1638
is
pretty
close
to
the
current
minimum
wage.
So
what
we're
seeing
in
terms
of
compliance
is
that
most
of
the
the
covered
vendors
are
paying
more
than
that,
because
it
is
close
to
minimum
wage.
I
think
I'll
be
curious
to
see
what
happens.
B
F
There
there
are
different
ways
of
calculating
the
living
wage
and
I
think
that
this
is
something
that
the
living
wage
advisory
committee
is
very
interested
in
regrouping
around
the
current
method
is
the
calculations
are
done
by
the
Boston
Planning
Development
agency
and
I
can
share
with
you
the
details
on
on
what
is
taken
into
account
and
how
the
current
calculations
are
made
and
also
other
options
for
how
we
may
do
that.
Thank.
B
B
Jc,
thank
you
for
being
with
us,
especially
on
Good,
Friday
I
know
a
lot
of
folks,
myself,
included.
I
know
this
is
a
very
sacred
day.
I
wanted
to
make
sure
that
we
got
this
I
wanna,
just
Oh.
You
talked
about
the
sanctions
process
and
I
just
wanted
to
get
your
thoughts
on
whether
you
think
the
safety
response
and
I'm
happy
to
hear
that
we're
moving
forward,
because
that
that
was
a
metric
for
a
long
time.
But
is
it
the
right
direction?
Is
it
going
to
take
us
where
we
want
to
go
on
briarjp?
B
I
I
It's
not
for
the
failure
to
meet
the
engagement
that
we're
looking
for
of
Boston
residents
of
people
of
color
or
women
specifically
for
administrative
tasks
and
in
that
would
say,
would
suggest
that
there's
a
company
that
may
just
have
that
may
be
lacking
in
their
administrative
skills
or
their
ability
to
meet
the
paperwork
requirements
and
not
necessarily
the
incentive
to
have
Boston
More
Boston
residents
on
projects.
Women
of
color
with
people
of
color
and
women.
A
J
G
I
think
that
we
lack
that
level
of
understanding,
especially
given
in
the
brjp
context,
especially
given
you
know
the
cost
of
living
in
the
city
of
Boston
in
larger
labor
market
trends.
I
think
I
think
that
one
of
our
barriers
both
to
setting
expectations
but
but
but
also
in
terms
of
focusing
our
efforts
in
places
where
we
know
there's
work
to
be
done
and
greater
impact
to
be
made
is
understanding.
G
The
the
the
state
of
the
labor
force
in
the
New
England
area,
particularly
when
it
comes
to
union
labor
but
but
largely
I,
think
you
know
our
work
will
always
be
to
an
to
a
certain
extent
prescribed
by
the
state
of
the
labor
market
and
economic
Trends,
broadly
and
I.
Think
knowing
more
about
the
ceiling
on
performance,
that's
created
by
those
by
that
context,
would
be
really
helpful.
That's
sort
of
a
larger
barrier,
I
think
Additionally.
G
You
know,
as
we've
moved
from
Legacy
technology
to
using
software
as
service
sales
force
to
do
compliance
monitoring
for
brjp
I
would
Echo
trin's
comment
that
you
know.
Technology
infrastructure
is
really
important
for
doing
this
because
we
are
using
a
technology
infrastructure
to
both
collect
data
and
report
on
data,
but
I
also
do
want
to
point
out
that
people
are
also
really
important
for
the
effective
use,
maintenance
and
long-term
development
of
Technology
as
an
asset
for
local
government.
G
So
I
I
don't
want
I
want
to
sort
of
caveat
Chief
England's
comment
by
saying
that
you
know
without
technical
staff,
to
support
those
technologies
that
we're
using
for
these
really
important
programs
and
projects.
It's
very
hard
to
over
the
long
term,
maintain
that
infrastructure
in
a
way
that
allows
us
to
be
agile
and
and
quick
in
our
ability
to
in
in
you
know
in
this
context,
provide
data
to
the
council
or
to
whomever
so
I
would
say
that
those
are
two
barriers
that
you
know
as
I'm
as
I'm.
G
G
I
think
you
know
we
Jody
and
I
have
talked
a
little
bit
about
what
the
disparity
study
would
look
like
in
the
context
of
sort
of
a
in
the
sort
of
the
labor
context
I.
My
experiences
with
disparity
studies
in
the
context
of
City,
Contracting
and
and
Business
Development,
specifically
as
opposed
to
labor
compliance
and
Workforce
Development
I.
G
But
also
move
the
data
from
the
Legacy
systems
that
we
were
using
to
track
compliance
into
the
new
ones,
just
so
that
we
can
report.
You
know
cohesively
on
brjp
data
for
all
brjp
projects
which
were
required
to
do
by
the
ordinance.
So
that's
really
been
our
Focus,
but
I'm
really
hopeful
in
you
know,
Jody
and
my
conversations
that
you
know
the
the
the
feasibility
of
a
disparity
study
in
this
context
is
just
definitely
something
that
we're
going
to
be
looking
into
over
the
next
months
and
thinking
about
fy24.
So.
G
I,
my
recommendation
would
be
that
the
feasibility
of
a
disparity
study
in
the
context
of
employment
standards
and
labor
compliance
be
explored.
I
can't
really
speak
to
whether
or
not
there
are
models
out
there
that
have
effectively
that
have
worked
for,
for
you
know,
proving
and
documenting
a
disparity
in
this
context
in
the
in
the
context
of
mbewbe
spending.
G
Part
of
the
study
requires
an
availability
analysis
which,
in
the
context
of
labor,
would
require
knowing,
especially
for
brjp.
You
know
what
the
total
number
of
laborers
that
are
Boston
residents,
people
of
color
and
women
are
in
the
relevant
Geographic
market
area
and
I
think
that
type
of
a
census
I
just
can't
speak
to
the
feasibility.
So.
J
G
J
This
is
what
this
was
my
point
right:
that
we
go
back
and
forth
like
this
101,
but
that
you
had
a
perfect
addition
to
my
conversation
with
what
I
mentioned
the
tech
assistants
with
the
data
and
all
this
other
stuff.
You
had
something
to
add
and
had
it
had,
the
format
of
this
conversation
been
different.
You
would
have
said
also.
This
is
what
I
recommend
yeah.
A
Sure
I
would
I
would
say
to
you're
welcome,
thank
you
to
the
to
to
Andre,
but
I
would
say
that,
because
you
all
are
working
in
collaboration
right,
so
that
the
same
information
you
have
should
be
the
same,
that
the
chief
has
right.
So
I
think
that
if
you're
all
having
the
same
conversation
and
we're
all
in
the
same
place,
I
I
think
you
know.
A
So
thank
you
for
that.
I'm
going
to
go
on
to
counselor
and
I
also
want
to
be
mindful
that
it
is
Good
Friday
and
we
still
have
one
more
panel
to
go
and
the
central
staff
you
know
today
is
Good
Friday,
so
we're
trying
to
close
a
little.
You
know
by
one
and
so
I
just
want
to
be
mindful
and
respectful
of
everyone's
time
here.
A
K
Right,
thank
you.
Thank
you,
chair
and
thank
you
to
the
panel
again
my
my
two
questions.
Just
around
data
information
is
one
I
know
we're
trying
to
increase
diversity
through
the
brjp,
but
also
I
would
love
to
make
sure
that
we're
addressing
any
income
inequalities
or
disparities
that
are
going
on.
So
if
we
could,
if
possible,
break
it
down.
K
Also
this
information
on
either
by
pay
or
pay
grade
or
job
titles
by
demographics,
I
think
that
would
be
important
just
to
kind
of
identify
if
there's
any
other
issues,
Within
These
these
construction
sites
and
then
the
other
thing
is
I
feel
like
we've
asked
this
for
before,
but
just
like
a
list
of
Bad
actors,
you
know
as
District
counselors.
You
know
most
of
these
developments.
K
They
have
to
come
through
our
office,
for
you
know,
approval
or
letter
for
support.
However,
if
we
know
those
lists
of
Bad
actors,
you
know
this
is
something
that
we
could
continue
to
push
those
developers
encourage
them
to
make
sure
that
their
Workforce
site
is
more
diverse
right
and
that
they're
centering
bipart
communities
and
bipart
contractors.
So
those
are
the
two
things.
I
just
want
to
make
sure
that
I
put
out
there
on
the
record.
F
That's
it.
I
can
say
that
our
office
in
particular,
is
there
we
go.
Our
office
is
very
interested
in
trying
to
look
at
responsible
Contracting
generally,
so
not
just
as
it
relates
to
the
Boston
resident
jobs
policy
and
performance
there,
but
wage
theft,
health
and
safety
and
ensuring
that
we're
tracking
those
Bad
actors,
because,
frankly,
it
also
levels
the
playing
field
for
those
who
are
investing
in
ensuring
Pathways
to
to
trainings
health
and
safety,
making
sure
they're
paying
Fair
wages.
G
Well
I'll
just
say:
given
the
aggregate
performance
of
all
contractors
across
all
projects,
it
really
does
depend
on
how
you
define
a
bad
actor
because,
as
you
I
mean
for
Boston
residence
hours,
for
example,
there
are
seldom
projects
that
meet
those
goals.
And
so,
if
the
definition
of
a
of
a
bad
faith,
actor
is
not
achieving
the
brjp
goals.
The
list
is
large
and
that's
why
we
we
use
the
compliance
measures
as
sort
of
a
balance,
because
also
given
the
nature
of
the
sanctions
policy
for
brjp,
we
would
Define.
G
You
know,
Bad
actors
to
obviously
include
poor
performance
on
the
brjt
employment
standards,
but
also
failure
to
work
with
our
office
to
try
and
improve
them
right.
So
I
think
you
know
I
think
moving
forward,
potentially
working
with
the
council
to
determine
sort
of
how
we
Define
Bad
actors
for
the
purposes
of
promulgating.
G
That
list,
because
I
think
right
now,
if
we
were
to
just
go
by
the
employment
standards,
even
contractors
that
are
doing
a
lot
of
good
work
to
increase
the
number
of
Boston
residents
and
and
women
specifically
on
their
projects,
are
not
at
that
12
goal
or
at
that
51
goal
for
Boston
residents
and
so
I
think
trying
to
help
determine
where
the
threshold
is
would
be
important
for
that
list
to
be
I.
Think
helpful.
Ultimately,.
K
I
mean
me
personally,
but
I'll
you
know,
I
also
want
to
work
with
our
co-sponsors.
I
mean
I
would
love
to
see
the
whole
list
and
numbers
that
you
know
whether
it's
the
residency
side
or
you
know
what
puts
them
on
that
list.
You
know
I
want
to
see
the
numbers
next
to
that
as
well.
So
but
I'm
happy
to
talk
to
my
co-sponsors
on
you
know
creating
that
threshold,
but
I
I
would
love
to
see
the
whole
list
and.
G
I
I
would
Echo
what
Jody
is
saying
that,
when
we've
successfully
migrated
all
of
the
historical
records
of
brjb
performance
that
were
housed
in
a
legacy
database
that
we've
now
transitioned
off
of
one
of
the
things
that
we
will
be
able
to
do
is
to
create
essentially
reports
by
contractor.
That
includes
their
entire
vrjp
history,
which
will
capture
or
which
will
really
be
able
to
provide
a
comparative
mechanism
between
contractors
to
see.
You
know
where.
G
H
H
K
H
And
I
I
just
would
like
to
add
one
more
thing.
So
you
know
I
said
this
before,
but
you
know
in
terms
of
these
numbers
we've
seen
you
know,
a
lot
of
people
have
gotten
opportunities
and
jobs
across
this
program,
but
you
know
currently
the
way
it
is.
The
math
just
doesn't
work
and
when
I
say
the
math
doesn't
work.
H
K
A
You
thank
you.
Council,
Burrell
and
I
wanted
to
just
again
note
for
the
record
in
terms
of
just
timing
that
I
I
am
going
to
stick
to
my
little
five
minutes
as
well,
just
because
I
want
to
be
respectful
of
the
fact
that
we
have
a
community
panel
that
has
been
extremely
patient
and
we're
almost
going
into
a
one
o'clock
hour
here.
A
A
Think
that
that's
part
of
the
conversation
but
I
am
going
to
assume
that
we
all
know
who
are
the
people
that
are
really
showing
up
to
support
this
work
and
who
are
the
people
who
are
not
right
and
I
think
that
that
is
easy
and
I
and
and
you
all
in
previous
hearings,
have
named
some
of
those
folks
who
are
not
good
actors.
So
I
know
that
we
have
records
of
that
somewhere
and
you
know
who
they
are.
A
The
question
is,
you
know
why
we
keep
letting
them
slide,
because
I
I
think
rewarding
bad
behavior
is
not
going
to
get
us
to
where
we
need
to
be.
So.
You
know,
according
to
the
data
and
I'm
glad
that
councilor
Morrell
asked
about
the
earning
for
black
construction
workers
were
24.6
lower
than
the
medium
for
white
workers
in
the
industry
and
I'm
just
curious.
If
the
we
are
JP
tracks,
those
earnings
did
you
know
that.
Did
you
know
that
that
discrepancy
exists,
Mr
Brown.
A
I
I
Madam
chair,
yes,
this
is
JC
if
I
can
chime
in
on
this
one.
Yes,
those
of
us
that
are
in
the
industry
day
to
day
so
I
have
a
25
year,
25
plus
year
career
in
construction.
It's
no
surprise
to
me
that
the
data
that
you,
the
metric
that
you
just
identified,
that
black
workers
are
at
the
lower
end
of
the
payment
totem
pole,
so
to
speak.
I
They
are
often
look
black
and
people
of
color
and
women
are
often
at
the
entry
worker
positions
and
they
are
not
able,
for
many
reasons
to
ascend
up
the
ladder,
and
so
that
creates
a
challenge
for
that.
There
is
a
lot
of
disparity
between
the
white
workers
that
are
in
construction
and
have
had
long
long
careers
and
black
workers
that
have
shorter
career,
lifespans
and
or
just
not
in
there.
I
Part
of
this
is
due
to
the
DDI
issue
that
Chief
Winn
brought
up
that
there
is
a
lot
of
tension
on
some
of
our
construction
sites
on
most
of
our
construction
sites.
Construction
is
the
industry
that
it
does
have
its
natural
rights
of
Passage
process.
That
is
making
sure
that
people
are
have
the
mental
agility
and
the
strength
to
push
through
challenges,
because
every
project
will
have
a
set
of
challenges,
and
so
we
have
the
natural
rights
of
Passage
process
that
is
stressful.
I
But
on
top
of
that,
our
black
and
brown
workers
and
women
sometimes
really
are
faced
with
undue
stress
due
to
the
racial
challenges
and
pressure
that
they're
put
under
and
so
oftentimes
they
exit
the
industry.
They
don't
stay
within
the
industry
for
a
long
period
of
time,
as
Chief
Winn
mentioned.
Just
very
briefly.
He
said
you
and
I
were
in
a
position
and
we
didn't
like
the
values
of
the
company.
We'd
leave
that
company,
and
so
that
is
what
happens.
We
don't
have
that.
I
We
also
have
a
challenge
that
would
our
black
workers
or
black
and
brown
people
of
color
are
in
construction
and
they
finally
are
making
a
wage.
They
purchase
homes
outside
of
the
city
of
Boston.
They
purchase
outside
of
our
city
limits,
which
is
making
some
of
our
numbers
kind
of
go
down
in
some
ways.
I
So
there
are
some
ways
to
incentivize
the
behavior
that
we
want,
but
it's
no
surprise
to
me
being
in
the
industry
for
as
long
as
I
have
been,
that
and
being
on
the
project
sites
that
I
see
and
the
ones
that,
even
within
my
own
company,
that
the
black
and
brown
workers
are
are
at
the
bottom
of
the
wage.
Earning
totem
pole.
A
Thank
you
for
that
JC.
So
this
is
my
second
question
and
I.
Just
I
only
have
a
minute
left.
Okay.
So
let's
try
to
get
through
this
of
the
top
150
projects
in
the
last
five
years
by
hours
worked
less
than
a
third
met,
racial
Equity
goals,
none
met
goals
for
women
and
three
projects
met
goals
for
City
residents,
according
to
the
city
data
and
so
I'm
just
curious
has
there
been
any
enforcement
of
compliance
and
what
are
the
actual
sanctions?
A
You
talked
about
sanctions
I'd,
like
for
the
record
for
us
to
specify
what
those
are
and
I'm
just
curious.
What
kind
of
outreach
are
we
making
to
bring
in
more
Boston
residents
into
the
trade
aside
from
building
Pathways
and
job
fairs?
What
else
are
we
working
with
and
what
type
of
collaboration
efforts
have
been
made
to
work
with
the
trade
unions.
G
So
I'll
speak
to
the
sanctions.
First
again,
the
Boston
Employment
Commission
has
the
power
to
sanction
contractors
that
are
not
compliant
with
the
brjp
ordinance,
but
non-compliance
for
the
purpose
of
the
brjp
ordinance
is
determined
by
whether
or
not
a
contractor
performs
the
seven
compliance
measures
that
I
spoke
about
earlier
in
the
presentation.
G
So
in
January
of
this
year,
our
office
recommended
three
projects
for
sanctions
to
the
back,
all
of
which
were
for
contractors
being
out
of
compliance
with
the
weekly
payroll
submission
requirement
of
the
brjp
ordinance.
The
commission
determined
that
it
would
sanction
two
of
the
subcontractors
on
those
projects
that
were
out
of
compliance
with
the
payroll
submission
requirement,
and
we
are
currently
in
the
process
of
scheduling
an
appeals.
Hearing
because
both
of
those
contractors
submitted
appeals
that
will
likely
be
held
at
the
beginning
of
May
as
per
the
sanctions
policy
and
the
brjp
ordinance.
G
A
A
If
you,
if
you
signed
up
for
public
testimony
okay,
we
want
to
make
sure
that
we
don't
hold
you
hostage
here,
but
I'm
going
to
move
on
to
the
second
panel
in
the
interest
of
making
sure
that
we
are
mindful
of
the
time
it's
12
25
and
really
do
appreciate
the
administration
and,
as
you
transition
hope,
you
have
a
good
Friday
and
thank
you
for
your
hard
work.
We
look
forward
to
your
partnership.
Thank
you.
You
thank
you.
Thank
you
and
we
do
have
three
people
signed
up
for
public
testimony.
M
A
Really
do
appreciate
you
all
being
so
patient.
Thank
you.
So
very
much.
As
you
know,
this
work
is
big
and
so
is
the
work
that
we
all
need
to
do
to
get
there.
So
I
really
do
appreciate
your
patience.
I'm
going
to
just
Dive
Right
In
I'm,
going
to
all
y'all
gonna
talk!
Yes,
okay!
Let
me
all
right.
Let
me
find
out.
A
L
N
Labor
agreement,
a
provision
to
create
the
pre-apprenticeship
program
and
the
thrust.
Our
mission
is
to
create
greater
participation,
retention
and
advancement
of
women
and
people
of
color,
disconnected
young
adults
and
returning
citizens
getting
them
into
the
Building
Trades
and
keeping
them
in
these
family
sustaining
careers
and
for
building
Pathways.
We
operate.
N
We
approach
this
work
through
a
supply
demand
strategy,
so
the
supply
side
is
the
pipelines
that
we
create
not
only
through
our
pre-apprenticeship
program
but
other
efforts
that
I'll
talk
about
and
then
the
demand
side
is
making
sure
that
there
are
public
policies
such
as
the
brjp
and
Industry
practices
that
support
employment
opportunities
at
the
end
of
that
Pipeline
and
retention,
and
so
the
four
I'll
focus
on
three
areas
of
our
work.
Our
we
have
five
pillars
of
work.
N
N
We
actually
have
a
class
in
session
this
week
that
councilor
Lejeune
had
the
opportunity
to
visit
the
other
day
and
I
would
welcome
counselors
to
come
to
our
graduation
next
Friday
between
11
and
1
at
the
sheet
metal
workers
and
see
the
energy
and
the
enthusiasm
which
our
participants
have
been
involved.
In
our
program
we
have
in
our
participant
pool
we've
had
90
percent
people
of
color
41
women.
Our
goal
is
to
have
50
women,
but
so
we
have
some
work
to
do
there.
N
I
would
say
that
you
know
we
have
been
recognized
as
a
national
model,
and
the
success
of
that
pre-apprenticeship
program
is
largely
due
to
this
Rich
Partnerships.
We
have
with
the
Greater
Boston
Building,
Trades
unions
are
Joint
Apprenticeship,
Training
programs
and
our
industry
employers.
We
have
an
employer
advisory
committee
of
over
70
contractors
that
meet
three
to
four
times
a
year
to
inform
our
work.
N
We
attend
the
Boston
Building
Trades
Council
meetings
to
inform
and
work
with
the
business
managers
to
make
sure
we're
meeting
industry
needs
as
well
as
Community
needs,
and
we
also
have
a
tradeswoman
advisory
committee
to
make
sure
our
program
is
responsive
to
the
needs
of
women
in
particular,
which
is
the
group,
that's
least
represented
in
the
Building
Trades.
So
we
have
a
particular
focus
on
getting
more
women,
specifically
women,
of
color
into
this
industry.
N
In
addition
to
that
pipeline,
we
have
other
pipelines
that
really
focus
on
targeted
communities.
So
I
mentioned
women.
We
have
the
Northeast
Center
for
trades.
Women's
Equity
program,
which
is
designed
to
inform
women
career
Seekers
across
the
Commonwealth
about
career
opportunities
and
then
Union,
Building,
Trades
and
I
would
invite
you
again
to
attend
one
of
our
monthly
tradeswoman
Tuesdays
in
Boston,
which
is
an
opportunity
for
career
Seekers
to
hear
from
active
trades
women
about
their
experience
in
the
industry
and
also
to
learn
about
the
apprenticeship
application
process,
the
Northeast
Center
for
trades
women's
Equity.
N
We
talk
about
making
sure
that
women
understand
that
these
careers
are
available
to
them
and
that
they
can
actually
perform
in
this
industry.
So
we
are
about
to
Launch
Radio,
ads
and
public
transit
ads
again
to
create
the
visibility,
that's
needed
to
make
sure
that
they
appreciate
that
these
careers
are
available.
N
We
have
we
maintain
a
database
of
women
who
contact
the
Northeast
Center
for
Trace
women's
Equity
or
attend
one
of
our
tradeswoman
Tuesdays,
so
we
have
over
2
800
women
in
that
database,
which
dispels
the
myth
that
women
aren't
interested
in
learning
about
these
careers.
We
also
do
a
High,
School,
Road
Show
to
Boston
high
schools
and
area
high
schools,
and
we
have
connected
with
over
a
thousand
young
adults
through
the
Roadshow
I.
Think
Nancy
we've
probably
been
to
20
high
schools
this
this
year
alone.
N
Again,
to
make
sure
that
they
have
a
pipeline
into
the
Union
Building
Trades
and
then,
of
course,
we
engage
in
the
community-based
career
fairs,
Community
Affairs
themselves,
and
we
have
a
database
of
over
600,
community-based
and
faith-based
organizations
that
we
send
our
information
out
to
just
recently.
Within
the
past
couple
of
weeks,
we
went
around
to
matapan
Dorchester
Roxbury
Hyde
Park,
with
building
pathway
staff,
as
well
as
tradeswomen
and
put
door
hangers
on
350
businesses
and
Residences
advertising.
Our
building
Pathways
program
and
the
Northeast
Center
for
Trace
women's
equity
and
the
last
pillar.
N
I'll
talk
about
is
the
advocacy
that
we
do
I
said:
that's
the
demand
side,
making
sure
that
we
have
public
policies
and
Industry
practices
that
support
diversity
and
we
work
with
what
we
call
Access
and
opportunity
committees.
We
do
have
an
AOC
on
the
Winthrop
Center
project
so
and
we
have
one
on
Suffolk
towns.
N
So,
in
addition
to
the
compliance
efforts
that
are
run
through
the
back,
we
have
these
other
access
and
opportunity
committees
that
are
monitoring
compliance
with
the
goals
in
Boston
or
state
goals,
and
we,
through
our
policy
group
on
trades
women's
issues
which
building
Pathways
is
a
co-convener
of.
We
have
developed
a
manual
best
practices
for
increasing
the
participation
of
women
and
people
of
color
in
this
industry.
That
I
would
I
actually
submitted
written
testimony
and
the
finishing
the
jobs
best
practices
is
attached
to
that
testimony.
N
N
And
when
we
look
at
contractor
performance,
we
use
the
hip
analysis,
we're
looking
at
the
high
impact
for
performers.
So
those
are
contractors
with
the
most
hours
on
the
project
who
are
poor
performers
and
then,
instead
of
being
penalizing
those
contractors
sharing
with
them
the
best
practices
to
achieve
compliance.
We
try
to
be
collaborative
about
this
and
I
would
say.
I
submitted
with
my
testimonious
study
that
we
commissioned
with
some
researchers
out
of
MIT,
that
looked
at
the
brjp
data
from
2013
to
2018..
N
What
was
really
a
positive
statistic
that
came
out
of
that
research
is
that
of
the
Hours
worked
by
Trace
women
in
Boston.
Over
50
percent
of
those
hours
are
worked
by
women
of
color
and
again
that
you
know,
our
approach
is
to
really
focus
on
that
population
and
I
would
leave
you
with
another
statistic
in
Massachusetts.
Overall,
if
you
look
at
the
division
of
apprenticeship
standards
data,
the
union
sector
is
at
over
10.4
percent
women
in
our
Union
apprenticeship
programs
across
the
state
and
30
percent
people
of
color.
N
Those
statistics
are,
as
of
the
end
of
2021.
We
just
got
the
information
from
Das
for
2022,
so
we'll
be
analyzing
that
as
well
in
2012,
the
percentage
of
women
in
those
programs
was
4.9
percent
for
the
non-union
sector.
It's
flatlined
they've
made
basically
no
progress
over
that
period
from
2012
through
2023
and
I
would
also
say
that
on
the
Encore
casino
project,
we
had
497
Tradesmen
work
on
that
project,
the
largest
number
of
tourists,
women
on
any
single
project
in
the
U.S.
O
O
You
say
thank
you,
so
yeah
I
first
started
working
with
youth
and
then
I
worked
with
1199
SEIU
with
Healthcare
and
now
I'm
at
building
Pathways
and
I've
been
here
for
a
year,
and
so
I've
worked
hard
in
the
city.
I
love
to
bring
Equity
resources.
Opportunity
to
my
community
and
I
feel
like
building
Pathways
is
strategically
placed,
as
am
I,
to
help
push
push
what
we
want
right
to
bring
resources
opportunity
careers
to
help
our
community
Thrive
right.
Like
Chief
win,
said
it's
not
just
about
a
job.
O
O
And
so
that's
why
we've
seen
over
this
last
year,
how
much
we've
grown
in
terms
of
Outreach
into
the
community?
When
we
said,
let's
do
a
job
in
care,
Fair
they're
like
we'll,
be
there
and
having
12
out
of
the
17
trades
there,
ready
and
and
some
of
the
training
directors
ready
to
take
people
in
it
was.
It
was
just
automatic.
O
So
my
experience
with
the
Boston
Building
Trades
has
been:
let's
figure
this
out.
Let's
work
on
diversity
and
inclusion,
let's
support,
building
Pathways
any
way
we
can
and
I
know.
There
have
been
several
questions
that
have
come
up
as
I
heard
the
first
panel
right
like
how
do
we
work
on
access?
How
do
we
work
on
retention
and
what
you
heard
from
Mary
is
that's
what
we're
trying
to
do
and
that's
what
we're
working
on
and
we're
we're
here
to
help
partner
with
anyone.
O
O
We
also
go
into
the
community,
so
the
boys
and
girls
club,
the
worker,
centers
recovery
programs,
women's
shelters
anywhere
that
someone
will
say
like
will,
let
us
in
we
will
go
to
speak
on
our
program
because
we
truly
believe
if,
if
women
can
see
it,
they
can
be
it.
And
if
the
community
knows
we're
here
and
it's
an
opportunity,
then
they'll
take
advantage
of
the
opportunity.
O
O
We
make
sure
that
folks
know
that
it's
not
just
about
you
and
a
job,
but
it's
about
our
community
and
the
opportunities
of
resources
that
a
union
construction
job
will
bring
for
you,
your
family
and
what
you
could
then
give
back
to
the
community,
and
it's
also
about
making
sure
that
we're
there
to
support
them.
So
one
of
the
key
things
is
like:
we
want
to
make
sure
that
there
are
no
barriers.
So
we
work
on
this
issue
with
Community
with
labor
and
one
of
the
things.
O
O
O
Diversity
making
sure
that
folks
see
themselves
in
the
leadership
making
sure
folks
feel
that
they're
welcomed
in
the
culture,
and
so
the
second
program
that
I
hear
help
in
spearheading
is
what
we
call
a
rise
up,
which
is
our
respectful
workplace
initiative,
where
we
train
do
workshops
and
sessions
for
construction,
for
unions,
for
pre-apprenticeship
and
apprenticeship
programs
around
Shifting,
the
culture
for
the
construction
industry,
so
I
feel,
like
my
big
ask
for
today.
Is
you
know
how
do
we
continue
to
move
this
work
forward
in
a
real
way?
O
How
do
we
continue
to
partner
with
the
city
as
we
currently
do,
but
also
in
different
and
new
and
innovative
ways?
I
know
that
several
City
councilors,
including
counselor
Louie
Jean,
came
to
our
care
care
and
jobs.
Fair
and
mentioned
that
you
know
like
this
is
great,
but
we
need
to
do
more
and
like
do
more
directly
in
the
community
and
we're-
and
we
said-
and
it's
true
for
us
today,
we're
here,
for
it
we're
ready
to
do
it.
Where
do
you
want
us
so
I'll
pass
it
to
the
next
speaker,
hi.
P
Thank
you
so
much
for
having
us,
I'm
I'm,
always
very
excited
to
talk
about
my
work
and
I
am
very
passionate
about
the
recruitment
retention
and
advancement
of
people
who
look
like
me
in
my
community.
So
I'm
just
really
excited
to
be
here
today
and
talk
about
that.
My
name
is
shamia
Turner
and
I
am
the
business
development
representative
for
the
Northeast
Regional
Council
of
sheet
metal
workers,
so
not
just
Boston,
but
that
covers
all
the
New
England
states.
P
I
also
am
the
Recruitment
and
a
trustee
on
the
Recruitment
and
Retention
Council
for
our
International
Union,
as
well
as
the
secretary
for
our
International
women's
committee,
I
have
I,
grew
up
in
Dorchester
I
graduated
from
Boston
Public
Schools
and
thank
God
I
own
a
home
in
Boston,
which
is
not
easy
to
do,
but
thank
thanks
to
my
career
I've
been
able
to
afford
that
I
actually
started
working
in
construction.
When
I
was
18
years.
P
Old
I
took
a
gap
year
before
college
and
I
worked
for
Habitat
for
Humanity
and
then
when
I
was
in
college,
I
went
to
school
in
New
Orleans.
The
hurricane
came
through
and
I
found
myself.
Instead
of
going
to
classes,
helping
people
with
their
homes
and
I've
always
had
a
passion
in
construction,
when
I
got
up
to
Boston,
I
did
try
to
apply
for
several
jobs.
I
didn't
know
anything
about
the
unions.
I
did
try
to
apply
for
several
jobs.
I
either
got
rejected
or
told
to
go.
P
Work
in
an
office
somewhere
and
the
closest
I
got
was
working
for
a
landscaping
company
which
didn't
pay
me
very
well
and
paid
me
in
cash.
So,
basically,
under
the
table
and
I
found
myself
working
in
the
service
industry,
I
was
a
bartender
server.
Hostess
and
I
was
getting
really
scared
about
a
saving
money,
having
health
care
and
then
saving
for
retirement.
So
when
building
Pathways
came
along,
it
was
actually
I
always
described
it
as
a
lottery
ticket
for
me,
which
is
maybe
dramatic,
but
that's
how
I
take
it
because
it's
provided
me.
P
P
But
our
apprenticeship
process
for
the
sheet
metal
workers
is
five
years
long
and
so,
after
especially
after
you
get
out
of
your
time,
that's
when
you're
eligible
to
start
to
run
or
be
appointed
for
these
high
levels
of
positions
that
I
am
right
now.
So
it
does
take
a
little
bit
of
time
to
get
rooted
in
the
in
the
union
and
learn
the
process
and
create
connections
so
that
so
that
you
can
Ascend
to
these
positions.
P
Not
here,
right
now,
I
got
a
chance
to
meet
with
her
and
I'm
looking
to
meet
with
everyone,
because
I
consider
the
position
that
I
have
a
resource
to
bring
back
to
my
community
and
to
continue
to
recruit,
retain
and
Advance
again.
People
who
look
like
me,
but
since
I've
been
in
the
Union
I've
been
able
to
access
leadership
in
the
field.
I've
been
a
sub
Foreman
before
I
took
this
position.
I
was
on
my
way
to
be
a
foreman
I
decided
that
I
would
have
more
impact
where
I
am
even
within
the
company.
P
P
They
have
implemented
in
our
continuing
to
implement
a
program
like
that
within
that
company
and
I
was
able
to
start
a
women's
affinity
group
there
so
that
the
women
in
the
company
will
have
their
voices
heard,
and
let
people
know
that
they
want
these
Foreman
positions
that
they
should
be
considered
for
them,
and
that's
and
the
response
to
that
has
been
very
good
even
nationally.
Within
my
International
Union
I've
been
able
to
connect
there
because
building
Pathways
sponsored
me
to
go
to
trade.
P
Women
build
Nations,
which
is
the
largest
construction
conference
in
the
United
States,
and
it
is
just
for
women
and
I
was
able
to
connect
with
other
women
across
the
country
who
are
who
are
in
these
positions
that
we
want
people
to
be
in
and
actually
right
now,
one
of
my
mentors
Leah
Rambo,
who
is
a
sheet
metal
worker
out
of
New
York
she's.
Actually,
the
deputy
director
at
the
Department
of
Labor,
and
even
in
this
past
year,
several
of
us
on
this
panel
have
met
the
president.
P
P
Private
companies
are
not
compelled
to
collect
this
data,
which
is
part
of
the
problem.
I
mean
it's
collected
voluntarily,
so
you
can
look
at.
You
can
look
at
demographic
data
on
the
Department
of
Labor
website
or
the
department
of
apprenticeship
standards,
but
I
can
just
tell
you
what
I
see
so
when
I
started
with
the
sheet
metal
workers
in
2012,
there
were
five
women
I
know
that,
because
I
specifically
looked
for
them,
it
was
really
hard.
P
Now
there
are
35
women
and
we
have
a
pretty
robust
women's
committee.
We
are
all
there
to
support
each
other
and
having
that
visibility
makes
all
the
difference
in
the
world
and
the
infrastructure
for
trades.
Women
exists
in
the
city
of
Boston.
It's
very
strong.
We
were
able
to
do
the
womenville
Boston
conference.
Last
October
I
was
one
of
the
co-chairs
for
that
committee.
We
had
around
700
women
show
up
from
around
the
state.
P
And
that's
when
you'll
really
start
to
see
things
change,
I
am
so
excited
to
work
with
you
all
around
that
I've
done
a
lot
of
work,
especially
in
terms
of
women
in
the
state
and
nationally
so
I
have
a
lot
of
resources.
A
lot
of
good
ideas
and
I
I
hope
that
you
all
reach
out
I
will
definitely
reach
out
to
you
and
I
would
love
to
partner
and
with
that.
Thank
you.
So
much
for
your
time.
Amazing.
M
M
I'm
an
agent
for
the
Greater
Boston
building,
Traders
Unions,
that's
where
I
am
now
that's
not
where
I
started
very
interesting.
Coming
in
the
elevator
I
bumped
into
somebody
who
I
met
in
Dorchester
Court,
who
gave
me
the
word
on
building
Pathways.
That
was
the
thing
that
changed
my
life
and
it's
kind
of
crazy.
That
I
come
here
and
I
see
him
as
I
come
up
the
elevator,
which
really
reminded
me
that
as
much
as
I
love,
this
work,
it's
our
stories
that
are
special
and
that
really
resonate
with
people
in
our
communities.
M
I
know
for
a
fact
that
you
know
by
me
going
through
my
apprenticeship
going
through
going
through
my
pre-apprenticeship
into
my
apprenticeship
and
then
becoming
licensed
in
my
trade.
A
lot
of
people
in
my
family
and
my
community
witnessed
that
and
was
just
like.
How
can
I
do
that
and
I'm
like
you,
can
do
it,
because
it's
very
possible
I
came
from
this
and
and
and
the
pathway
that
building
Pathways
helped
to
create,
which
we
are
all
still
closely
connected
with
and
and
giving
back
is
very
huge
to
us.
I.
M
M
That
was
a
fact
that
kind
of
counted
my
own
self
out
until
I
found
out
the
information
about
unions
and
what
they
can,
what
they
can
do
to
provide
these
changes
in
your
life,
even
with
even
with
even
with
having
items
on
your
record
and
stuff
like
that,
you're
still
able
to
make
exactly
what
someone
else
who
doesn't
have
that
on
their
record.
So
you
know
being
able
to
experience,
raises
and
fair
pay
and
and
and
great
things.
M
Pensions
and
annuities
is
just
something
that
is
felt
like
more
like
a
bonus.
It
felt
like
wow
do
I
deserve
this,
but
the
answer
is
yes
and
and
we're
here
to
we're
here
to
share
that
with
everybody
foreign.
You
know
my
career
started
and
I.
Remember
my
first
day
working
on
the
in
UMass,
Boston
and
I
was
just
looking
looking
out
at
the
water
like
wow
I
can't
believe
I'm
on
a
union
job
site
I
never
thought
that
I
could
be
here
but
I'm
here
now
and
the
question
started
to
resonate.
You
know.
M
Okay,
you
know
how
do
I
get
here?
How
did
I
get
here?
What
was
it
that
that
that
that
was
written
for
me
to
be
here
and
honestly,
the
language
in
the
project
labor
agreement
is
so
strong
that
it
actually
requires
you
every
hour
worked
on
that
job
is
going
towards
your
apprenticeship,
it
it
it's
going
towards
you
making
more
money.
These
raises
through
collective
bargaining.
All
we
really
have
to
do
is
show
up
and
work,
which
is
the
amazing
thing
and
bargaining,
and
just
that
element
of
collective
bargaining.
M
You
know,
I
worked
non-union
and
I
had
to
call
and
beg
for
each
dollar.
In
my
check
it
wasn't
it
wasn't
given
and
it
wasn't
a
collective
bargain
as
well,
so
even
even
even
the
guiltiness
of
receiving
a
dollar
and
someone
else
who
works
next
to
me
doesn't
receive
that
dollar.
Also,
it
really
didn't
right
for
me,
but
in
a
union
setting
that
doesn't
happen
and
and
I'm,
so
grateful
and
thankful
for
that.
M
M
So
you
know,
building
is
stronger
Boston.
Is
that
voice
to
to
again?
Just
just
let
those
values
in
the
community
be
known,
family,
sustaining
careers
and
environmentally
conscious
construction,
the
highest
safety
standards
Equity
through
Union
contract
and
and
it
all
comes
from
responsible
development.
But
if
we
don't
hold
people
to
those
standards,
they'll
definitely
come
in
to
undermine
it.
And
that's
that's.
Why
we're
here
as
the
Boston
as
the
Boston
trade
unions,
it
to
protect
those
values
and
to
also
let
people
know
that
everyone
should
have
access
to
these
opportunities.
M
Q
Q
What
it's
done
for
me.
First,
let
me
say
thank
you,
Mary
for
creating
such
a
program.
I
know
you're
mighty
Walsh
did
a
lot
for
that,
but
the
sustainability
that
I
have
to
provide
for
my
family,
I'm
kind
of
coming
through
there
was
Major
I
came
from
Goodwill
I
actually
worked
at
Goodwill
for
quite
a
long
time.
I
don't
know
if
you
know
Avery
Perry
and
Madrid
good
good
friend
of
mine,
good
people
that
I
met
through
my
path.
I
was
actually
a
job
coach,
a
very
rewarding
job.
Q
Q
I
fought
for
not
only
the
clients
that
were
there
before
my
peers,
so
they
let
me
go
and
during
that
time
I
was
unemployed,
but
before
that,
when
I
was
there,
the
time
for
raises
came,
and
they
wanted
me
to
self-evaluate
myself
and
coming
from
where
we
came
from
to
evaluate
yourself
we're
the
first
to
beat
ourselves
up.
Why?
Because
that's
what
we're
taught
everything
from
schooling
on
down
we're
taught
to
if
you're
not
doing
it
right,
it's
wrong,
and
it's
just
that
simple.
Q
Q
They
said
we
can
give
you
50
cents,
50
cents,
the
the
the
cost
of
living
went
up
easily
two
dollars
and
you're,
giving
me
50
cents,
okay,
I,
take
it
on
the
chin,
I
walk
away.
They,
let
me
go
I'm
unemployed
here
comes
like
I
like
to
describe
it
as
the
scene
from
Forrest
Gump,
where
the
feathers
coming
down.
Q
Q
Then
here
comes
interview
day
and
a
good
buddy
of
Mines
who
I
won't
bring
up,
is
sitting
there
and
we
get
to
talking
and
the
conversation
just
led
into
a
point
where
he
goes
you're
a
fighter.
I,
go
am
I,
I,
know,
I
fight
right,
but
I,
don't
know
what
kind
of
fighting
you're
talking
about.
Well
he's
talking
about
my
spirit,
he's
talking
about
the
energy
that
I
bring
to
certain
situations.
Q
I'm
thinking
he's
talking
about
slugging
it
out,
but
either
way
a
fight
is
a
fighter
and
he
goes
whatever
comes
from
building
Pathways.
Whether
your
interview
goes
well
or
you
know.
Your
inner
you're
out
you're
in
some
type
of
Union,
just
know
that.
Well
it
so
happens
that
I
did
get
in
cycle
five.
Where
I
mean
shatan
came
from
this
is
11
11
years
ago.
11
easy
I
know
you
can't
cycle
too.
Those
bottom
Cycles
are
major.
I'll.
Q
Tell
you
that
much
those
those
first
five
I
like
to
call
them
the
mighty
fish
right.
You
take
those
five
Cycles,
we
become
a
mighty
Fist
and,
as
you
see
the
product
here,
well
I
get
in
and
I
get
into
the
to
the
trade
of
my
choice.
Out
of
all
the
trades,
you're
able
to
get
into
I
mean
I
could
have
gone
easier,
maybe
gone.
Excavators
right
I
could
have
probably
gone
more
money
and
gone
for
elevated
I
chose
Plumbing.
Q
Why?
Because
they
say,
if
you
enjoy
what
you
do,
you're,
never
working
it's.
Never
it's
never
work
and
every
day
I
went
to
work
and
plumbed
and
looked
back
that
at
what
I
did
and
was
was
amazed,
I'm,
building,
Boston
right,
so
one
of
the
savings
I
have
I
came
from
building
pathways
to
now
building
a
stronger
Boston.
Q
So
again,
I
do
all
that
and
and
I
give
back
I
start
showing
up
to
my
union
meetings.
I
come
to
meetings
where,
where
they're
talking
about
a
potential
projects
that
are
coming
to
the
bpda
and
and
I
voiced
myself,
not
only
as
a
union
worker,
but
what
it's
going
to
bring
to
my
community
right,
the
jobs
that
it
could
bring,
so
I
get
involved
and
it's
getting
noticed
through
my
union
wow.
You
know
we
didn't
ask
you
to
be
at
this
meeting.
Why
are
you
here?
Q
Q
I
give
I
get
the
position
just
like
shamia
said
at
that
moment,
I
realized
what
I
have
the
opportunities
that
I'm
going
to
be
able
to
give
to
people
who
look
like
me
to
people
who
live
in
my
community.
You
don't
I
mean
my
hairs
are
rising
right
now,
because
it's
it's
where
my
heart
is
right
and
sometimes
you
your
heart,
can
be
in
the
right
or
wrong
place
right,
but
I
know
what
I
have
and
how
I
need
to
utilize
that
again,
I
could
only
make
things
happen
with
people
like
them.
Q
You
know
me
being
able
to
go
to
to
the
classes
and
speak
and
see
the
one-on-ones.
We
speak
about
retention
and
it
always
reminds
me
about
the
same.
You
can
lead
a
horse
to
water,
but
you
can't
make
a
drink.
It's
such
a
true
statement
to
our
community
I
can
tell
people
about
what
I
do
for
a
living,
but
unless
they're
waiting
to
put
their
hard
work
in,
it's
not
going
to
happen.
Q
I
get
two
raises
a
year:
I,
don't
ask
for
them
whatever
my
apprenticeship,
oh
boy,
two
raises
a
year
and
a
bump
up
for
every
year
that
I
was
learning
and
earning
I.
Don't
I
haven't
bought
a
house
I'm
looking
yet
I'm.
Looking
I
would
love
to
stay
in
Boston,
but
there's
things
that
are
hints
in
that
right.
I
mean
why
not
give
my
kids
a
huge
yard
to
run
around
it
if
I
stay
in
Boston.
That
becomes
a
lot
smaller.
Q
Q
Yeah
I
I
try
to
leave
that
there,
but
I
wasn't
supposed
to
make
it
and
every
year
past
that
was
was
a
blessing,
losing
kids
now
again
me
being
an
organizer
I'm
able
to
go
to
high
schools
and
share
the
information
that
was
not
shared
to
me.
I'm
able
to
do
that.
The
energy.
Just
yesterday,
a
young
man
over
in
Quincy
High.
Q
His
goal
is
to
be
a
a
designer
designer
of
an
architect
is
along
those
lines.
That's
his
dream
and
I
say
well.
Have
you
ever
thought
about
Plumbing,
because
not
only
not
only
do
we
show
you
how
it
works.
We
have
those
abilities
to
give
you
that,
after
the
conversation
he
goes
away,
I
was
leaving
Toccoa
to
our
open
house,
where
we
allow
anybody
to
come
in
and
get
the
information
about
our
local
and
he
stops
and
goes.
Listen.
Q
I
just
need
to
say
that,
after
talking
to
you,
my
mind
has
changed
like
what
do
you
mean
chase
your
dreams?
I'm
never
telling
you
not
to
chase
your
dreams.
What
I'm
saying
is
that
this
will
be
sustainable
and
I
just
needed
to
share
that
information
which
he
goes
yeah,
but
now
I'm.
Just
considering
this
and
I
said
well,
you
have
my
number.
Let's
talk
more
because
I
don't
want
you
to
give
your
dream
up,
but
I
I
just
want
to
let
you
know
that
you
can
make
a
great
living.
Q
Q
A
A
A
But
we
don't
got
that
it's
quite
obvious
through
your
journey
and
what
you
shared
here,
that
you
are
being
led
by
hearts
right
and
sometimes
that
hard
work,
changes,
everything
and
and
I
think
it's
really
just
really
important
to
uplift
and
to
thank
you
all
for
bringing
your
full
selves
into
the
space
and
helping
people
understand
what
your
journey
has
been
and
why
your
journey
is
so
important
to
this
conversation.
So
thank
you
for
that.
B
Thank
you
and
I
want
to
thank
all
of
you
for
being
here.
You
know
this
started
with
me.
Coming
to
check
out
training
session
about,
has,
has,
has
whopper
and
leading
to
this
beautiful
panel
of
folks
just
coming
to
share
your
testimony
and
I
just
want
to
thank
you
for
being
here
and
I'm
just
so
excited
for
all
the
work
that
we
have
to
do.
B
B
Okay,
whenever
I
walk
into
a
school
I
think
about
how
do
I
make
sure
that
I'm
not
an
anomaly,
because
I
should
not
be
an
anomaly
and
my
presence
there
was
not
any
sort
of
tokenism.
It's
reparative,
all
of
the
black
women
that
were
excluded
from
these
Halls
of
power,
so
I
want
you
all
to
understand
that
your
presence
is
reparative
and
that
your
presence
is
needed
and
should
have
been
there
long
ago.
So
for
anyone
to
feel
anything
other
than
I'm
here
and
I
should
have
been
here
20
years
ago.
B
So
I
just
wanted
to
say
that,
because
I
think
it's
incredibly
important
table
setting
and
then
I
wanted
to
just
dive
into
a
few
questions.
I
have
Mary
be
again
that
training
was
really
wonderful
for
me
to
attend
and
being
able
to
talk
a
little
bit
after
with
Nancy
and
Lindsay
about
the
stats
are
really
great.
It
was
a
really
good
opportunity.
I
think
you
said
that
there's
an
83
percent
retention.
B
N
B
You
I
I
think
it.
You
know,
I
think
I
said
this
to
you.
I
said
this
before
it's
incredibly
important
for
us
to,
like
you,
know,
be
building
looking
at
the
data
and
building
on
it,
so
that
we
we
know
where
the
gaps
are
I
also
just
wanted,
like
I,
was
just
really
moved
by
being
in
the
in
the
classroom
on
Monday,
by
hearing
the
students
and
a
lot
of
them
telling
about
like
how
they
heard
about
it,
and
it
seemed
like
a
lot
of
it.
Shatan
like
right
now
to
what
you
were
saying.
N
L
N
Well,
there
are
17
apprenticeship
programs,
and
some
of
them
are
I
think
there
was
a
statement
made
about
the
unions
not
being
present
in
Boston,
but
many
of
them
have
Halls
here,
training
program,
their
Halls
are
here,
and
their
training
programs
are
here
as
well.
So
it
depends
upon
the
trade
how
large
they
are.
They
all
vary
by.
You
know
the
size
of
their
necessary
Workforce,
the
ibw,
the
Carpenters
and
labors
are
are
the
largest
and
then
the
other
mechanical
trades
are
a
little
less
I
know
that.
P
B
B
So,
if
you
have
like
you
know,
200
or
300
plus
apprenticeships,
that
are
happening
in
a
year
and
we
have
about
30
or
so,
and
we
realize
how
big
this
problem
is
and
how
great
the
work
that
you're
doing
from
what
I've
been
able
to
see
what
you
know
my
constant
communication
with
all
of
you
and
how
it
is,
what
we're
leaning
on
primarily
to
help
diversify
the
trades
I.
Always
as
I
asked
on
Monday,
have
a
question
about
scale.
N
Well,
part
of
it
is
financial
capacity,
we're
at
our
financial
capacity
right
now
in
terms
of
the
numbers
of
cycles
and
the
number
of
students
and,
in
addition,
I
would
just
read
it
reiterate:
the
other
pipelines
that
we've
created.
So
in
addition
to
the
pre-apprenticeship
program,
you
know
we
have
our
Northeast
Center
for
Trace
women
Equity
program
and
then
our
our
magic
program
and
our
other
Outreach
just
to
educate
people
about
these
career
opportunities.
N
Because
not
everybody,
if
you
know
what
trade
you
want
to
go
into,
and
you
have
you
know
some
foundation
in
construction.
You
may
not
need
a
pre-apprenticeship
program.
We
certainly
give
folks
a
leg
up,
because
we
have
that
rich
partnership
with
our
Building
Trades,
but
our
pre-apprenticeship
program
isn't
the
only
pipeline.
That's
why
we've
expanded
into
other.
You
know
areas
to
make
sure
that
we're
at
least
educating
people
about
these
career
opportunities.
If
they
you
know,
most
people
know
about
the
trades
that
are
in
there
in
the
residential
Market
a
carpenter,
an
electrician.
N
M
For
me,
I
look
I,
looked
at
it
like
a
college
decision
and
building
Pathways
helped
me
basically
kind
of
figure
out
which
Union
that
I
wanted
to
do
for
the
rest
of
my
life,
instead
of
just
going
what
whatever
was
available.
But
if
there's
people
that
they're
ready
to
just
jump
in-
and
they
kind
of
already
got
a
heads
up
on
what
they
want
to
do,
we
can
get
them
that
information
to
where
they
comply
directly
to
so.
M
O
You're
so
focused
on
getting
into
the
high
schools,
both
the
Career
Technical
High
Schools,
but
also
just
the
high
schools.
That's
why
our
high
school
Roadshow
like
if,
if
they're
doing,
Life,
After
High
School,
if
they're
even
doing
College
fairs,
we'll
ask
to
table
if
they
want
us
to
come
in
and
do
info
sessions
so
that
they
have
like
a
face
or
a
resource
to
know
that
this
opportunity
exists
will
come
and
then
I
know
we
talk
about
it.
But
maybe
we
need
to
explain
more
with
our
math
skills
and
trades
conference.
O
The
idea
that
girls
that
are
in
the
technical
high
schools
also
know
that
they
should
be
applying
and
thinking
of
the
Union
programs
and
because
sometimes
it's
just
like.
Okay,
whatever
whatever
company
or
construction
company,
that's
affiliated
with
the
school
or
hasn't
in
with
the
school,
is
who
gets
in
front
of
them,
and
we
want
to
make
sure
that
they
know
they
could
have
a
long
life-sustaining
career
so
which-
and
this
is
like
it's
not
just
through
the
schools
right
because,
like
I
said
before
we're
trying
to
figure
out
like
returning
citizens.
O
B
P
You
thank
you
for
your
testing.
Can
I
add
one
more
thing.
Thank
you
so,
on
an
organizing
level,
so
there
have
been
many
people
that
have
been
organized
into
the
sheet.
Metal
workers
and
Manny
could
probably
speak
to
this
too
people
who
already
have
their
licenses,
who
are
already
licensed
sheet
metal
workers
who
have
been
working
non-union
and
especially
when
there's
a
lot
of
work,
which
has
there
has
been
in
the
past
couple
of
years.
These
people
can
skip
the
whole
apprenticeship
process
altogether.
P
So
I've
worked
with
a
number
of
men,
who've
come
in,
they
may
have
done
like
a
year
or
two
of
apprenticeship
or
they
or
they
just
journeyed
out
already,
and
we're
able
to
just
take
these
jobs
and
I
always
ask
them.
Why
did
you
decide
to
go
union
now?
One
man
he's
he's
in
his
early
50s
and
he
was
just
like
man.
I
wish.
I
would
have
done
this.
A
long
time
ago,
I
was
working
on
Union
I
was
making
22
an
hour,
I've
been
doing
that
for
25
years
and
like
I
I
need
benefits.
P
Q
One
of
my
experiences
just
starting
to
feel
like
she
says,
I
run
into
this
young
kid
and
he
goes
oh
I've
been
waiting
on
you
guys.
He
had
no
clue
of
how
to
get
into
you
like
that.
That
information
is
just
not
being
sent
out
there
and
again
it's
just
one
of
those
things
that
I
I
was
just
eye
open,
that
information
again
I
I,
definitely
love
the
whole
High
School
aspect:
the
building,
Pathways,
that's
that's
just
where
my
heart
is
I.
Just
wanted
to
share
that
one
thing.
A
Thank
you,
Constitution
we're
good,
okay!
Thank
you!
Okay,
so
I
I
have
a
few
questions
too,
just
because
you
know
so
so.
I
I
wanted
to
just
uplift
the
fact
that
when
I
was
at
Goodwill
I
experienced
what
they
call
a
cliff
effect.
So
I
was
making
six
figures.
I
used
to
work
at
MTV
I
was
making
really
good
money.
A
So
I
just
want
to
make
sure
that
I'm
so
glad
that
that
pamphlet
just
fell
out
of
the
out
of
the
sky,
because
it
is
like
trying
to
crack
The
Da
Vinci
Code
when
we're
thinking
about
entering
the
trades,
because
it's
all
in
who
you
know,
there's
still
that
element
there.
Despite
how
many
efforts
that
you
make
right,
it's
a
sometimes
it's
an
industry
of
privilege
right,
it's
a
hand-me-down!
You
know
my
uncle
was
my
cousin
was
my
grandfather
was
my
great-grandfather?
Was
everybody
in
your
family
was
except
black
and
brown
people
right?
A
So,
as
you
all
continue
to
have
these
conversations
really
I'd
love
to
hear
a
little
bit
more
about
the
culture
and
the
climate
in
which
we
are
sending
people
into
when
there
is
that
climate
and
culture
situation,
which
again
this
is
about
being
honest
and
real,
because
whether
you're
going
to
tell
me
or
not,
I've
heard
it
so
I
just
want
you
all
to
be
fully
expressed
here.
If
I
may.
P
We
recognize
that
there's
there's
sexism
there's
racism
and
that
all
needs
to
be
addressed
so
that
people,
just
as
the
woman
who
is
listening
and
I,
can't
remember
her
name
Jason
JC
she
had
expressed.
You
know
when
people
are
confronted
with
those
problems
they
will
leave
because
they
don't
deserve
to
be
treated
that
way
they
deserve
to
be
treated
as
human
beings,
so
I'm
I'm
I'm,
never
going
to
argue
with
those
problems
they
exist,
and
so
part
of
the
biggest
part
to
me
is
that
Network.
P
So
in
the
past
it's
been
nepotism
being
part
of
building.
Pathways
was
like
us
having
a
connection
that
was
our
connection
in
so
Marty
was
a
huge
connection.
Marty
Walsh
was
a
huge
connection
and
when
people
when
we
get
on
the
job
sites,
one
of
the
first
questions
that
I've
always
been
asked
is:
who
do
you
know
and
I'm
like
I
know,
building
Pathways
I
know
Marty.
P
You
know
I'm
here
to
work,
you
know
what
I
mean
and
then
even
seeing
that
kind
of
inequality
on
the
job
sites,
I've
always
encouraged
people
and
I've
always
been
the
person
to
be
like
look.
That's
that's
not
Equitable
like
he
came
in
late
too,
so
we
need
to
have
consequences
all
the
way
around
or
whatever
it
is
so
I.
Don't
think
we're
ever
going
to
argue
with
that,
but
we
are
here
to
address
that
and
change
that
and
make
sure
that
the
culture
meets
our
needs
so
that
people
stay
and
can
advance.
M
M
So
mentorships
is
really
huge
and
that's
why
I
talk
about
the
Boston
Union
trade
systems
I'm
not
allowed
in
that
group,
but
they
have
it,
they
have
it
and
it
exists.
You
know
to
bring
up
issues
to
talk
to,
to
talk
and
come
together
in
solidarity,
so
that
we
can
continue
to
make
great
money
great
wages
and
support
our
families
in
ways
that
we
never
thought
before.
A
You
very
much
thank
you.
Thank
you.
You
know
I
always
talk
about
the
fact
that
my
mom
is
74
years
old
now
and
it's
still
too
poor
to
retire,
because
she's
never
had
Union
representation
right.
So
we
we
could
have
these
hypotheticals
right,
but
there
are
people
who
right
now
and
we
try
to
unionize,
unite
26
I
think
it
was
2010
2011
that
we
were
trying
to
get
Babson
to
it's
the
dining
hall
to
become
unionized,
but
the
employees
were
nervous
and
my
mom
was
going
at
it.
A
You
know
my
mom
doesn't
even
have
health
insurance.
You
know
like
benefits
like
real
benefits,
right
so
74
years
old
and
barely
making
now
at
least
probably
like
23
an
hour
and
she's
been
there
for
20
something
years.
So
when
you
talk
about
unions
right,
there
are
some
people
who
who
see
me
as
more
of
a
critical
friend
because
I'm
always
going
to
keep
it
100.,
but
that's
just
who
I
am
and
I
would
rather
have
your
relationship
than
your
endorsement
right,
because
then
I
can
keep
you
accountable
right.
M
A
But
she
can't
afford
to
right,
and
so,
and
you
and
I
probably
had
a
very
different
experience
if
we
were
at
Goodwill
and
we
were
unionized
we'd
probably
still
be.
There
I
left
there
too
right
because
I
wasn't
earning
my
potential,
but
I
was
I
had
to
be
there
at
eight
o'clock
in
the
morning
at
eight
o'clock,
clocking
in
until
four
o'clock
clocking
out,
like
you
treated
me
like
I,
was
some
union
worker,
but
you
weren't,
giving
me
those
union
benefits
right.
A
So
I
think
that
when
we're
thinking
about
this
discussion
right,
there's
just
so
much
layers
to
it
when
we're
really
thinking
about
Equity
that
we
get
so
caught
up
right
and
just
the
politics
of
it,
but
at
the
end
of
the
day
we're
not
gonna
get
to
where
we
need
to
be
unless
we're
all
having
the
same
conversation.
So
the
administration
needs
to
come
in
here
right
and
say
Here's
three
things
that
y'all
need
to
do.
A
O
O
Yes,
I
am
happy
to
have
you
both
as
critical
friends.
You
guys
have
showed
up
and
showed
out
for
us
in
terms
of
supporting
building
Pathways
with
care
that
works.
We
look
forward
to
partnering
with
you.
Thank
you
for
creating
the
space
for
us
to
talk
about
our
experiences.
What
we're
doing,
how
we're
moving
forward-
and
hopefully
this
isn't
like
the
hearing-
isn't
the
end
of
us
figuring
out
how
to
move
forward
in
a
real
way.
A
It's
a
lot,
but
if
not
you
then,
who
exactly
right
and
that's
why
I'm
so
incredibly
encouraged
by.
It
is
really
looking
at
the
leadership
that
is
in
this
chamber
right
now
and
how
you
are
holding
yourselves
accountable
to
this
moment,
and
that
is
what
I'm
extremely
encouraged
by
because
people
it
doesn't
matter.
It
does
matter
who's
in
leadership,
but
if
the
leadership
is
not
going
in
with
hearts
and
ready
to
do
that,
work,
it's
just
you
know
a
title
for
a
title,
but
I
I
hear
it
in
your
voices.
P
P
What
makes
it
easier
for
us
is
that
network
of
support-
and
it
is
a
heavy
burden.
You
know
I'm
I'm,
the
youngest
only
black
person,
only
woman
in
my
leadership
body-
that's
heavy,
but
I
can
call
these
dudes
I
can
call
these
ladies
here
and
we
can
strategize.
We
can
get
a
plan
going,
we
can,
we
can
figure
it
out,
and
so
it's
only
in
our
best
interests
that
more
we
we
have
more
people
to
to
add
to
that
and
to
lift
to
to
pick
up
the
burden.
P
N
Over
and
over
and
the
thing
that
makes
me
really
proud
about
our
building,
Pathways
participants
and
our
graduates
is
that,
yes,
they
are
committed
to
their
unions,
but
they
are
committed
to
their
Community.
That's
right
and
you've
heard
this
over
and
over
again
and
so
I
think
that's
what's
going
to
get
us
into
the
future.
A
Yeah
Mary
I
have
to
say
that
this
is
the
first
time
that
I've
had
that
I
participated
in
this
hearing.
I've
been
doing
this
now
for
three
years.
I
know
it
doesn't
sound
like
a
long
time,
but
trust
me.
It
does
feel
like
a
long
time
and
I
think
this
is
the
first
time
that
I've
had
such
an
intimate
experience
with
the
Building
Trades
in
this.
A
In
this
way
where
it
just
gave
me
a
whole
new
perspective,
and
so
it's
a
shame
that
it
took
us
three
years
to
get,
or
at
least
for
me
to
get
this
Insight,
but
I'm.
Glad
that
that
those
who
are
tuning
in
were
able
to
experience
it,
because
I
think
that
your
testimonies
and
your
and
your
your
stories
and
your
will
and
your
fight
for
for
Equity
really
was
demonstrated.
So
thank
you.
You
have
something
new.
M
I
did
I
just
wanted
to
say
you
know
you
mentioned
you
know
it
shouldn't
have
taken
so
long,
but
we're
here
now
that's
right
and
and
sometimes
we
get
caught
up
on
being
the
first,
which
is
great
but
more
importantly,
it's
making
sure
you're,
not
the
last
and
that's
the
job
right
there
and
that's
what
I
wanted
to
say.
So.
Thank
you
very
much
for
this
platform.
M
I
I
look
forward
to
working
with
both
of
you
in
the
whole
Council
on
how
we
could
do
things
better
around
education
and
information
to
our
to
our
people,
to
the
people
in
our
community
about
these
great
Union
opportunities
which
people
don't
realize
exist,
even
if
you
have
a
record
so
getting
that
word
out
there
can
can
help
save
some
people.
So
thank
you.
B
Thank
you,
Mary.
Thank
you.
Nancy
Mia,
yes,
money
ChatOn
like
for
real,
because
this
work
is
incredibly
important.
It's
where
the
rubber
meets
the
road,
if
we're
really
being
intentional
about
racial
Equity,
about
the
racial
wealth
Gap
and
it's
never
fun
being
the
lonely.
Only
right
I've
been
the
lonely
only
as
a
black
attorney
and
I
know.
B
In
many
spaces,
y'all,
like
you,
said,
Mia
the
lonely
only
in
senior
leadership,
and
if
we
are
going
to
be
very
intentional
about
brjp
and
where
we
fall
short,
we
all
realize
that
every
single
one
of
us
has
a
role
in
Us
in
that
solution.
So
I,
just
thank
you.
I
know
personally
from
family
members
who
have
recently
joined
the.
R
B
Not
trying
to
get
into
the
Tribal
wars
now.
No,
no,
that's
not
my
capacity
I
do
not
have
that
knowledge,
but
I
will
just
say
that,
like
that's,
where
the
beauty
can
be
right,
where
we
do
feel
like
the
doors
are
open
for
all
of
us
and
where
we
can
feel
comfortable
and
proud
fighting
that
economic
justice
fight
alongside
our
Union
brothers
and
sisters
and
siblings,
right
that
we
all
feel
included.
So
we
all
got
work
to
do
and
I
appreciate
the
work
that
y'all
do
in
your
unions
should
do
a
building.
Pathways.
B
Consider
me,
as
you
all
know,
an
ally
in
this
work
to
move
it
forward.
We
got
work
to
do
and
I
am
impatient
as
I
know.
A
lot
of
you
all
are
so.
Thank
you.
Thank
you
for
your
patience
today
with
I
know.
This
has
been
long
and
I
know
this
for
a
lot
of
y'all.
It's
your
first
hearing
so,
but
just
thank
you
and
to
those
who
observe
have
a
happy
Easter
weekend.
A
Thank
you
and
I'll
just
say:
I
haven't
done
the
gravel
yeah
we
can
find
out.
I
gotta
do
my
closer.
That's
right!
I
got
my
four
more
hours
left
here.
No,
no
I
also
just
wanted
to
thank
you
all
for
your
patience
and
and
for
being
here,
and
you
know,
I
I
know
the
only
only
only
the
lonely,
the
only
only
syndrome,
because
every
space
that
I
have
walked
into
I've
had
to
fight
to
get
into
and
stay
in,
right
and
so
and
being
disruptive
in
those
spaces
and
Unapologetic
about
it
right.
A
So
I
applaud
you
for
showing
up
the
way
that
you
did
today
and
always
everywhere
that
you
are
because
that's
what
this
time
requires
and
and
yes,
I-
am
a
critical
friend
and
I
look
forward
to
working
with
you
all.
However,
you
all
see
fit
and
know
that
for
me
I-
and
this
is
what
I
said
to
Brian
Doherty
and
I'll
say
it
publicly
on
the
record
here
is
like
I'm,
more
interested
in
your
relationship
than
I.
A
Am
your
any
other
things
right
so
for
me,
I
just
want
to
make
sure
that
I
can
hold
you
accountable,
especially
around
I'm,
not
accountable,
but
like
being
friends
with
y'all
with
the
all
the
early
childhood
education,
when
I
worked
at
Goodwill
I
had
to
reduce
my
hours
so
that
I
can
be
able
to
qualify
for
a
voucher
so
that
I
can
work.
And
so
what
we're
talking
about
is
removing
barriers
so
that
our
workers
can
actually
get
to
work.