►
Description
City of Boston Human Rights Commission Public Meeting 2-17-2022
A
Five
o'clock:
in
accordance
with
the
commonwealth
of
massachusetts,
executive
order
suspending
certain
provisions
of
open
meeting
law.
We
are
conducting
this
meeting
online.
Hopefully
soon
we
will
be
in
person
but
to
ensure
public
access
to
the
discussion
of
our
boston,
human
rights.
Commission,
the
public
may
access
this
call
through
telephone
and
video
conferencing.
A
Members
of
the
public
will
have
an
opportunity
to
provide
comments
in
the
end
and
this
meeting
is
being
recorded.
So
we
have
agenda
item.
First.
Is
the
approval
of
minutes
two
sets
of
minutes
december
15th
and
january
19th?
So
do
I
have
any
corrections,
admissions,
editions
or
omissions
of
either
set
of
minutes.
A
Hearing
them
I
had
one
on
the
january:
19th
myself
was
because
I
just
saw
them
when
they
came
around
this
time
was
I'll.
Have
them
right
in
front
of
me,
but
there
was
a
comment
about
suggesting
to
the
mayor
through
executive
order.
What
I
just
wanted
to
say
is
about
about
digital
access
is,
I
think
we
were
talking
about
having
a
meeting
to
think
through
what
the
mayor
could
do.
I
would
say,
through
a
number
of
means,
including
executive
order,
so
it
may
not
just
be
executive
order.
A
I
think
we
want
to
make
suggestions
to
the
mayor
of
things.
The
city
could
do
now
under
their
powers,
including
executive
order,
so
I
don't
want
to
limit
it
to
executive
order,
because
I
think
there
may
be
some
things.
The
city
has
a
right
to
do
that,
wouldn't
even
take
an
executive
order,
that's
what
we
want
to
explore.
We
don't
really
know
so
with
that
or
correction
whatever
we
want
to
say.
Could
I
get
a
motion
to
approve
both
sets
of
minutes?
A
B
B
B
Mary
angeli
solis
devera,
as
I
mentioned
during
last
month's
meeting,
I
think
at
that
point
she
had
been
around
perhaps
for
at
least
a
month
or
two
she's
still
getting
a
wings
under
her,
but
she
is
here
with
us
today
to
introduce
herself
and
talk
about
the
cabinet
and
some
of
the
goals
and
have
it.
You
know
john's,
have
a
discussion
with
us
in
terms
of
how
perhaps
the
human
rights
commission
can
fit
within
the
cabin
and
so
on.
B
I
didn't
sleep.
Well,
I
got.
I
got
a
young
baby
at
home
that
that
kicks
me
out,
but
I'll
take
my
time
to
make
sure
that
you
know
you
all
able
to
understand
what
I'm
saying
and
hopefully
you
know
we
can
have
a
discussion
as
we
go,
or
certainly
when
I
finish
my
report
so
bear
with
me
a
little
bit,
commissioners
and
members
of
the
public
and
again
welcome
chief
one
of
the
things
I
wanted
to
start.
Certainly,
you
know
with
the
fact
that
the
staff
is
now
back
in
city
hall.
B
As
you
remember
last
time
I
mentioned
that
the
staff,
not
just
human
rights
commission
staff,
but
the
the
staff
most
of
the
staff
in
city
hall
due
to
cover
18,
have
been
working
from
home,
except
for
heads
of
departments
and
cabinet
and
others,
and
I
certainly
have
been
in
city
hall
on
a
daily
basis.
I
typically
in
these
meetings,
try
to
come
home
and
set
up.
You
know
get
my
double
screen
a
little
bit,
and
so
I
came
home
a
little
early
to
start
this
meeting
with
you
all
today.
B
So
as
of
monday
this
week
the
staff
is
back.
We
are
in
cabinet.
The
cabinet
is
in
room
817,
which
is
on
the
eighth
floor,
along
with
the
other
department
and
there's
lca,
which
is
language
access,
and
I-
and
you
know
after
this
I'll,
give
a
brief
sort
of
update
on
what
the
different
staff
members
have
been
up
to.
B
But
I
wanted
to
start
initially,
you
know
sort
of
just
check
this
area
in
terms
of
the
letters
that
we
talked
about
last
time
so,
but
not
intended
to
have
a
robust
discussion
about
the
letters
until
later.
As
you
know,
a
lot
of
the
letters
are
tied
to
the
different
initiatives
that
we're
working
on
so,
but
I
will
update
briefly
that
on
january
27th
I
mailed
the
letter
of
support
to
the
judiciary
committee
regarding
the
revamping
of
the
hate
statute.
B
I
then
february
2nd,
I
emailed
the
letters
to
comcast
and
verizon.
This
is
remember
again.
This
is
regarding
visual
divide
and
some
of
the
data
that
we
were
looking
for
there.
I
emailed
that
letter
again
february,
2nd
and
both
of
the
individuals.
The
government
of
fair
individuals
at
those
companies
have
replied
and
said
that
they
will
get
those
those
those
information
as
soon
as
possible
to
us,
and
certainly
by,
I
believe,
the
due
date
that
I
gave
him
was
march
6.
and
same
thing
for
bpd
the
boston
police
department.
B
I
emailed
the
letter
to
commissioner
greg
long
as
well
as
cc
michael
gaskin,
who
was
the
diversity
officer,
but
they
requested
again
data
about.
Excuse
me,
the
police
reform,
some
of
the
work
that
we've
been
doing
there.
He
immediately
replied
and
said
yes,
we'll
get
to
you,
get
this
information
to
you
as
soon
as
possible,
and
certainly
by
again
march
6.
So
you
know
the
next
meeting
that
we'll
have
hopefully
we'll
have
a
lot
of
this
information
to
help
us.
B
You
know
guide
some
of
the
discussion
in
terms
of
research
that
we're
doing
a
couple,
perhaps
one
more
letter
to
to
to
add
on
that.
I
didn't
send
to
you
ahead
of
time.
Unfortunately,
I
neglected
to
do
this.
It's
a
letter
that
came
in
from
counselors
city,
council,
city,
council,
president
council
flynn.
This
is
an
incoming
letter,
not
outgoing
letter
as
the
rest
regarding
the
neo-nazi
protests
that
occurred,
I'm
sure
you
all
saw
on
the
news
at
brigham
women's
hospital.
B
B
A
couple
dozen
individuals
went
there
and
processed
it
with
signs,
essentially
targeting
a
couple
doctors
at
brigham
that
been
doing
some
amazing
work,
at
least
from
my
perspective,
to
trying
to
to
do
work
in
a
health
inequities
space,
particularly
as
it
relates
to
black
and
latino
residents,
not
having
you
know
the
adequate
sort
of
access
to
a
cardiac
unit,
if
you
will,
but
essentially
the
launch.
The
short
version
of
it
is
that
he
asked
us
to
track
this.
B
This
incident
and
in
fact
he
also
submitted
through
our
online
form,
another
incident
that
I'm
sure
again
you
all
saw,
which
was
that
involved
the
the
bridge
over
at
sorrow,
drive
in
which
individuals
had
signs
there.
I
believe
saying
something
in
fact
that
white's
you
know,
patients
are
running
out
some
things
that
are
defect.
You
know
certainly
incidents
of
hate
that
are
that
are
increasing
not
only
in
massachusetts
but
throughout
the
throughout
the
country.
B
So
I
replied
to
him
that
you
know
that
we
that
I
will
bring
it
up
to
you
all
and
that
we're
tracking
it-
and
I
think
this
is
obviously
something
to
have
a
further
discussion
about
what
we
can
do
in
the
space
long
term
other
than
collecting
and
certainly
notifying
and
letting
the
residents
know
about
these
incidents.
I
think
there's
some
work
hit
to
be
doing
to
be
done
about.
B
A
Because
I'll
forget
sure
so
counselor
flynn
emailed
me,
I
sent
the
email
to
you
and
I
responded
to
him
saying
that
I
would
forward
the
email
to
you
about
this
incident
at
brigham
and
women's
and
you
would
be
in
touch
with
his
staff
and
what
I'd
like
to
know
is
what
is
what
was
the
following
follow-up?
Did
you
get
in
touch
with
his
staff.
B
A
B
The
the
the
status
of
it
now
is
hopefully
that
we'll
have
you
know
a
follow-up
meeting
to
discuss
it
and
again,
just
this.
This
monday,
ee
on
the
14th
which
which
wasn't
when
they
sent
another
request.
So
I'm
looking
forward,
I
kind
of
wanted
to
bring
it
back
to
you
all
in
terms
of
like
some
of
the
things
that
we
can
do
together,
as,
as
you
know,
other
than
sort
of
tracking
it.
B
He
essentially
asked
us
to
track
it,
which
obviously
I'm
doing-
and
I
told
him
what
I'm
doing,
but
in
terms
of
I
kind
of
wanted
to
bring
this
to
you
all,
to
figure
out
some
strategy
about
what
we
can
do,
as
as
as
a
commission
on
this,
whether
it's
to
put
out
a
statement
whether
it's
to
again
do
some
campaign
work
on
this
space.
But
I
did
make
the
initial
contact
for
now.
A
Because
I
saw
him-
and
he
said
he
hadn't
heard
anybody
from
us
yet
so
maybe
he
didn't
get,
maybe
there
was
a
staff
person,
so
I
just
say
you
know,
maybe
you
better
ensure
that
he
knows
that
you
contacted
somebody
there,
because
I
ran.
I
didn't
approach
him.
I
ran
into
him
somewhere
and
I
said
you
know
as
because
I
responded
to
him
and
said
we
got
your
letter.
A
B
A
So,
and
in
terms
of
this
issue,
I
think
there
are
a
few
other
things
we
can
tie
with.
One
is
I
heard
from
leonard
commissioner
early
about
this
issue
of
the
star
drive
and
the
bridge
and
the
signs,
and
I
think
in
terms
of
that
and
in
terms
of
some
of
the
things
that
are
going
on
with
the
protests
around
our
mayor
in
the
hate
speech
correct
that
are
going
on,
I
think
I
think
we
would.
A
A
Racism
is
supposed
to
be
a
public
health
issue
in
boston,
and
we
are
seeing
a
growing
issue
with
hate
in
this
city
and
and
it,
and
it
is
growing
we're
seeing
it
not
only
with
councillor
flynn
what
he
said
was
seeing
it
publicly
in
terms
of
signs
we're
seeing
it
every
day.
Following
the
mayor
around-
and
I
think
I
said
this
to
leonard
and
one
of
the
other
commissioners
is,
you
know
so
far-
we've
seen
the
black
elected
officials
stand
up
and
say
something.
A
I
think
it
may
be
time
for
us
to
stand
up
and
say
something
that
this
is
not
okay
in
our
city,
so
I
think,
probably
package
those
together
with
council
flynn's
concerns
and
if
I
can
back
up
while
I
still
remember
because
I'll
forget,
by
the
time
we
get
later
in
the
meeting,
what
kind
you
got
responses
from
comcast
and
verizon
in
a
letter
in
an
email
that
they
actually
said.
We
oh.
C
A
A
D
B
I
mean
yes,
that's
in,
I
guess
to
us
an
extent
as
you
said,
to
be
a
lawyer
about
it.
You
know,
but
she
did
did
you
receive
it
and
it
certainly,
you
know,
didn't
seem
as
if
they
are.
You
know
there
were
no
pushback.
If
you
were
right
and
then
it
led
us
clearly
in
terms
of
what
and
I
haven't
received
any
information,
particularly
from
from
stephanie
about
you,
know,
any
clarity
or
any
further
questions,
and
you
know
I
presume
that
they'll
I
can
certainly
send
an
email
follow
up
since
we're.
B
E
Would
I
wouldn't
go
out
if
andrew
I
would
do
the
follow-up,
because
that
sounds
like
a
canned
response
that
they
do
with
any
and
everyone
who
sends
something
to
them
so
see.
If
any
way
we
can
do
put
a
little
heat
under
or
get
get
some
type
of
direct
response
from
them.
That
would
be
tremendous
okay,
because
that
seems
like
it
was
a
pretty
canned
response
that
you
know
when
I
send
stuff
they
send
back.
E
A
B
B
B
No,
I
guess
if,
if
in
that
frame,
the
the
the
one
person
that
did
say
that
will
provide
information,
was
commissioner
long
from
boston
police
department?
If
you
know
his
his
answers
clearly,
and
I
can
again
find
it
briefly
in
my
email,
he
was
very
actually
came
right
back.
He
didn't
even
take
any
minute
to
reply
and
said
we
will.
We
will
compile
the
requested
information
provided
to
you
prior
to
march
6..
So
that's
I
guess
that
fits
into
your
definition
of.
A
A
C
B
C
B
I
think
that
was
again
part
of
it.
I
I
didn't
go
into
details,
because
obviously
this
part
of
the
agenda
is
to
is
to
do
updates
on
initiatives.
I
was
going
to
try
to
go
I've
written
it
down
further
down
to
kind
of
say
what
they
said
in
in
the
letter,
but
you
know
it's
good
we're
doing
it
now
as
well.
B
A
B
F
B
Okay,
so,
as
I
indicated,
obviously
the
staff
is
back
for
the
past
six
weeks.
I
think
at
least
they're
working
from
home
and,
as
you
know,
a
lot
of
the
staff
that
we
have
other
than
susan,
perhaps
are
new
staff
members.
So
for
me,
particularly
as
the
director
I've
been
trying
to
find
ways
to
build
a
team
and
build
rapport
with
the
team,
so
I've
been
individually
having
weekly
meetings
with
with
each
staff
member
you
know,
do
a
check-in
on
on
the
work
on
to
check
in
on.
B
What's
going
on
in
general,
just
chit
chat,
we
had
actually
a
meeting
today
and
we're
gonna
plan
to
have
bi-weekly
meeting
the
whole
staff,
and
I
would
say
that
you
know
certainly
now,
since
they've
been
back
kobe
decreasing.
Thankfully,
hopefully
it
continues
to
do
so.
The
staff
was
already
having
some
ideas
about
how
to
build
bond
and
build
fair
part
within
the
staff.
Perhaps
have
lunch
together.
B
B
One
thing
that
I
kudo
susie,
for
instance,
for
doing
every
day
there
is
a
quote
of
the
day
sort
of
small
board
in
there
that
susan
or
others
pick
an
inspirational
quote
to
to
put
there
and
by
the
way,
susie
has
amazing
penmanship.
It's
almost
like
you
know
a
card,
so
I
wanted
to
try
to
start
there.
We
sort
of
just
general
sense
of
how
things
are
going
and
and
what
we're
doing
to
build.
B
You
know
to
build
momentum
within
the
staff,
but
then
I
wanted
to
sort
of
stop
taking
a
little
bit
of
time
to
discuss
each
each
staff,
member
and
some
of
the
things
that
they've
been
up
to
and
I'll
start
with.
Susan.
Obviously,
you
know
susan
has
been
around
the
longest
and
she's.
Currently
our
program
manager
and
she's,
serving
as
the
main
support
sort
of
executive
support
that
we
have.
She
is
our
hr
personnel
officer.
She
submits
all
the
time
sheets
and
handles
anything
that
comes
in
essentially
fund
administration
side.
B
She,
for
instance,
she
worked
with
the
with
the
emergency
management
office
to
secure
a
ppe
for
all
the
staff,
as
they
were
returning
she's
handling
purchase
orders,
which
a
lot
of
this
is
going
to
trainers
and
figuring
out
how
to
do
these
things.
In
fact,
you
know
we're
in
the
process
to
hopefully
order
some
computers
for
the
staff
and
the
printer,
which,
unfortunately,
we
currently
don't
have
in
the
office.
She
was
thoroughly
involved
in
the
budget
process
with
me.
B
She's,
as
you
all
know,
she's
strong
in
terms
of
of
supporting
the
staff
and
and
also,
I
feel,
like
obviously,
she's
she's,
a
most
senior
person
and
almost
a
supervisor
to
everyone
and
helps
me
with
strategy
follow
up
with
us
with
with
the
staff
she's
a
daily
we're
real,
touching
bases
on
a
daily
basis,
and
in
fact,
you
know,
she's
been
working.
I
directed
her
to
work
with
quincy
who's,
the
education
outreach
manager,
quincy
roberts.
They
are
working
on
a
couple
things
together,
including
perhaps,
and
it's
gonna
go.
B
I
think
in
some
of
the
spaces
that
we
just
talked
about
early
chairwoman
about
the
hate
incidents
and
something
that's
going
on
with
the
aabi
community,
with
incidents
against
the
mayor
and
so
on,
they
as
you
as
you
remember,
even
before
sort
of
the
really
upset
that's
happening
now
back
in
the
spring.
We
this
is
when
mayor
kim
jane
was
around.
We,
we
did
some
some
listening
sessions
with
the
aai
community,
particularly
within
the
city
hall,
so
I've
tasked
them
to
to
start
thinking
about.
B
You
know
what
we
can
do
now,
and
particularly
you
know
now
that
we
have
mayor
wu
and
in
light
of
to
be
honest
of
what
you
just
said
in
terms
of
some
of
the
incidents
that
we're
seeing.
Unfortunately,
that's
happening
against
the
mayor
in
particular,
so
that's
one
thing
that
they're
working
together
on
they're
also
working
together
on
on
our
pamphlet.
B
That's
an
office
that
we
can
distribute
and
put
on
the
website
and
such
and
finally,
quincy
is
working
on
a
strategy
I'll
reach
strategy
in
general
about
you
know,
attended
civic
civic
meetings
in
the
neighborhoods,
which
he's
already
doing
some
of
these,
but
I
asked
them
to
put
a
strategy
together,
sometimes
a
vow
to
get
our
word
out
about
the
human
rights
commission.
Okay,
roy
I'll
go
next
into
roy
and
then
and
then
you
can
ask
me
to
come
back
and
ask
me
questions
about
particular
ones.
B
But
the
contract
is
signed
for
these
two
students
to
be
with
us
for
this
trimester.
And
finally,
I
early
on,
I
asked
him
which
is
ongoing
working
on
this.
I
asked
him
to
sort
of
start
drafting
sort
of
like
the
final
report,
if
you
will,
for
the
digital
divide
research,
to
go
back
to
some
of
the
meetings
that
we
had
before
to
kind
of
just
putting
the
story
together
at
some
point,
when
we
do
able
to
finalize
a
report
so
we're
not
behind
the
ball
complete.
B
What's
going
on,
he
created
that
dashboard
and
the
doctor
reached
out
to
me
and
said
you
know
he
left
and
we
don't
have
anyone
doing
this
right
now
at
the
level
that
he's
able
to
do
and
asking,
if
he's
able
to,
if
I
can
lend
him
to
help,
and
of
course
I
couldn't
say
no,
knowing
where
covert
is
and
so
he's
spending
some
time
helping
them
over
at
bphc
with
this
stuff.
Finally,
the
last
staff
member
that
we
have
is
amber
garcia
who's.
B
Our
investigator,
obviously
she's
she's
asked
primarily
with
handling
constituent
inquiries
and
intakes,
and
she
and
I
in
constant
communication
we
meet
certainly
once
a
week
or
where
you
know
she
talks
about
the
case
updates
me
what's
going
on,
I
give
her
feedback
I'll,
give
her
direction
in
terms
of
what
some
steps
we
can
take
and
I
will
try
to
to
be
honest.
I
think
this
is
going
to
be
a
little
confusing,
but
I
will
try
to
give
you
a
little
assessment
in
terms
of
the
cases
that
we
received
since
december.
B
So
just
you
get
a
sense,
but
I
certainly
you
know
will
it
would
be
tough
to
sort
of
talk
about
each
all
these
cases?
Okay,
but
I
will
say
that
since
between
december
december,
which
is,
I
think,
the
last
time
that
I
reported
on
these
cases
to
you
all
to
now
february
22
2022,
our
office
has
received
a
five,
a
total
of
five
intakes
form
submissions,
and
I
will
stop
here
this
remember
to
kind
of
remind
you
that
we
have
two
principal
forms
on
our
website.
B
One
is
a
main
intake
form
which
individuals
can
come
in
and
essentially
make
a
complaint
about
discrimination,
and
then
we,
we
also
came
up
with
what
we
called
an
anonymous
incident
report
in
which
individuals
can
choose
to
not
identify
themselves,
and
this
is
where
some
of
the
hate
incidents
and
so
on
can
be
reported
stuff.
That's
not
necessarily
discrimination
and
doesn't
rise
to
crime.
So
we
had
about
five.
We
had
five
again
five
intake
and
we
had
10
anonymous
insulin,
reports,
okay
and
I'll.
B
Try
to
give
you
again
a
base
sort
of
baseline
in
terms
of
the
breakdown
of
the
intake.
Again,
the
intakes
is
five,
but
one
was
based
on
gender
identity,
two
on
race
and
and
and
one
on
prior
psychiatric
human
treatment
and
one
un
unspecified
okay,
and
we
have
closed
four
of
those
antibiotics.
Many
of
these
were
incidents
that,
and
I
give
again
high
level,
because
obviously
we
can't
discuss
some
of
the
details
of
this
case
in
the
public
meetings
like
this.
B
But
you
know
some
of
them
were
people
that
involved
hospitalization
outside
the
city
of
boston,
for
instance,
and
will
you
know
we
still
talk
to
the
people
and
find
out
how
to
give
them
resources
and
guide
them
to
the
right
sort
of
agencies
to
help
them
out,
and
we
do
have
currently
one
open.
So,
but
four
of
those
fives
are
closed
in
this
period
and
one
is
open
and
as
far.
B
Closed
defined,
as
sort
of
you
know
again,
it
defers,
but
it
just
means
that
you
know
we.
We
gave
them
resources,
we
met
with
them.
We
found
out,
what's
going
on,
we
plugged
them
with
the
right
resources
or
we
told
them
again,
even
in
the
cases
where
they
were
outside
the
city.
You
know
we
said
listen.
This
happened
outside
the
city
of
boston,
our
jurisdiction
is
only
the
city
of
boston,
but
you
know
and
amber's
really
good
about
this.
B
A
B
A
A
A
We
found
resources
for
four
of
the
five,
I
think
is
what
you
want
to
say.
But
if
you
say
you
know,
we
closed
it
or
resolved
it,
it
sounds
like
we
fixed
it,
we
didn't
we,
we
found
the
resources
and
referred
them
to
resources
they
needed
to
to
do
what
they
needed
to
do
whatever
it
was,
but
we
didn't
resolve
it
and
we
didn't
close
it.
E
One
was:
is
there
an
issue
with
the
staff,
because
I'm
thinking
I'm
thinking
of
these
things,
these
initiatives,
which
are
great,
but
is
there
an
issue
or
something
going
on
that
stimulated
that
we
need
to
do
this
or
whatever
it's
great,
but
I'm
just
trying
to
figure
out
whether
there's
something
something
going
on?
What
do
you
mean?
E
I'm
sorry,
no
normally
normally
in
environments
I've
been
in,
when
I
mean
we
do
different
initiatives
to
build
team
building
and
stuff
like
that,
but
sometimes
it's
generated
by
some
activity,
some
negative
activity
within
the
team
or
where
people
are
feeling
a
certain
way.
So
my
question
to
you
is
that
was
there
something
going
on
where
you,
as
as
the
supervisor
said,
hey,
listen,
I
need
to
do.
I
need
to
put
some
things
in
place
because
I'm
noticing
some
whatever.
B
Yeah,
I
mean
tough
question.
To
be
honest,
that's
I
thought
you
were
referring
to
to
to
the
to
the
incidents
right,
which
is
totally
separate,
so
you're
talking
more
going
back
to
the
staff.
If
you
will
that
we're
talking
about
internal,
this
is
totally
internal
yeah,
so
I
mean,
I
think
you
know.
Obviously
I
think
some
of
this
perhaps
we
can
get
into.
B
I
think
one
of
the
lawyers
might
have
mentioned
is
to
me
the
executive
session,
to
discuss
some
of
this
stuff,
but
there
there's,
certainly
you
know
in
light
of
covet
and
a
lot
of
them
being
at
home.
You
know,
there's
there's,
certainly
some
some
staff
sort
of
issues.
If
you
will,
you
know,
I
don't
know
how
to
best
put
it
if
you
will,
but.
E
Then
well,
I
think
I
think
it's
important
that
there's
some
staff
issues
going
on
internally
that
the
commissioners
need
to
be
informed
as
quickly
as
possible,
because
we're
here
as
a
support
not
only
to
the
commission
but
to
you,
so
it
becomes
really
important
if
there's
some
internal
stuff
going
on
that,
we
should
be
aware
of
it
and-
and
you
know
in
terms
of
being
proactive
and
reactive.
So
that's
why
I
asked
a
question
because
you
know
I
I
heard
what
you
said.
E
I
think
it's
great,
I
think
it's
wonderful
team
building,
but
then
it
made
me
think
was
something
wrong
or
something
broken,
and
if
and
you're
sharing
right
now,
I'm
getting
the
sense
that
there
is
so.
I
think
we
need
to
follow
up
on
this
in
a
little
more
detail,
so
we
can
be
a
fail.
We
can
be
informed
about
what's
going
on,
that's
really
really
crucial
for
me.
As
being
a
commissioner-
and
I
know
I
can't
speak
for
my
fellow
colleagues,
but
I
know
they
with
the
commitment
that
they
have
on
this
board.
E
So-
and
that
was
one
question,
the
other
question
was
the
loaning
of
the
loaning
of
our
bread
and
butter.
Our
data
person
is
our
bread
and
butter.
I
mean
he
substantiates
virtually
everything
that
we
do
and
and
as
we
go
forward,
so
I
would
really
like
to
know
the
agreement
that
you
put.
I
work
with
the
doctor
over
there
at
the
boston
public
health
commission
because
everybody
knows
I'm
a
public
health
guy.
E
So
I'm
aware
of
of
the
different
things,
but
I
would
really
like
to
know
what
we're
committing
to
with
doing
that,
because
it
could
easily
easily
overtake
all
of
his
time
supporting
that
initiative,
and
please
I
want
everybody
to
hear
me
on
the
commission
and
outside.
I
am
not
saying
kovac.
19
is
not
the
most
important
thing,
because
everybody
in
here
knows
I've
done.
E
I've
been
giving
up
717
000
math,
so
you
know
I
care
about
this
issue,
but,
however,
we
have
to
function
and-
and
you
know
he
he
comes
with
some
amazing
skill
sets.
You
know
I
always
tell
people
epidemiology
is:
are
the
bread
and
butter
of
collecting
information?
So
we
can
substantiate
the
work
that
we
do
as
we
go
forward.
So
if
you
can
get
that,
I
think
I
think
that
would
be
really
really
good
for
us
in
terms
of
what's
going
on.
B
I
will,
I
will
admit
I
I
had
a
conversation
with
the
doctor.
It
certainly
seemed
to
be
temporary.
She
she
was
certainly
very
admin
and,
I
wouldn't
say
begging,
but
you
know,
seemed
to
be
of
utmost
urgency.
I
I
sort
of
just
decided
that
we
should
loan
him,
but
he's
been.
I've
been
I've
been
meeting
with
him
on
daily
basis.
He's
updating
me
on
some
some
of
the
things
he's
doing
over
there,
and
it
certainly
was
with
the
intention
that
it
wasn't
going
to
be
a
long-term
commitment,
but
I
will.
E
A
He
was
working
a
portion
of
his
time
for
a
short
time.
This
is
the
confusion
we
got
into
with
quincy
roberts
when
I
thought
he
was
working,
50
percent
of
his
time
for
the
office
of
neighborhood
services,
and
he
was
working
a
hundred
percent
of
his
time
for
us
and
we
were
paying
him
a
hundred
percent.
So.
H
H
H
B
I
think
you
know
I
for
clarity,
spark
versus
the
particularly
as
related
to
roy.
This
is
a
limited
amount
of
time
in
a
little
bit
space.
It's
not
intended
you
know
to,
for
him
he's
not
working
for
them
he's,
perhaps
maybe
20
20
of
the
time
he's
helping
them
on
a
new
basis.
It's
not
like
he's
reporting
over
there
on
a
daily
basis.
Okay,
particularly
since
he's
been
in
city
hall,
he's
in
city
hall
with
us
every
day.
B
I
think
what
he's
doing
is
able
to
sort
of
some
of
the
technical
stuff
with
pulling
out
the
data
to
report.
You
know
to
the
mayor
so
that
the
ed
has
it
for
the
mayor
and
so
on,
but
it
certainly
is
not.
It
does
not
at
least
from
what
I
understood
and
again,
I've
been
in
touch
with
roy
on
a
normal
basis.
It's
not
that
type
of
situation.
Where
he's
now
you
know
working
as
an
employee
of
the
of
the
of
the
bphc
yeah.
E
E
That
means
the
commitment
that
we're
making
to
the
the
commissioner
I
mean
well
she's
not
commissioned
the
director
over
there
and
and
and
what
we're
letting
and
it's
only
fair
to
rory,
also
in
terms
of
how
much
time
we're
going
to
allow
him
to
work
on
said
projects
or
whatever.
I
think
that
becomes
really
important,
that
we
put
that
in
paper
and
people
clearly
understand
it.
A
I
think
ivandra
was
concerned
that
there
wasn't
really
a
mission
that
we
had
worked
on
in
a
set
of
priorities,
and
I
wanted
to
make
sure
that
both
you
and
he
were
present
when
we
talked
about
this
and
why
you
are
hearing
the
commissioners
concern
about
what
the
staff
is
doing,
because
we
spent
a
great
deal
of
time
on
creating
a
mission.
Ivandro
was
present
during
all
of
that
now.
Avondo
had
some
concern
from
the
beginning
that
he
wanted
to
handle
individual
complaints
and
the
commission.
A
I
know
you're,
not
a
lawyer,
but
it
basically
means
they
couldn't.
If
they
weren't
satisfied
with
what
we
did,
they
couldn't
get
a
right
to
sue
letter.
They
would
have
to
go
to
mcad
or
eoc.
They
have
to
go
to
the
state
or
they
have
to
go
to
the
fed.
They
couldn't
get
any
right
to
sue
letter
because
we
don't
have
an
mou
with
mcad
it's
one
of
the
things
we
thought
we
asked
our
executive
director
to
to
do
so.
A
B
B
A
A
At
it,
because
I
want
to
make
sure
everybody's
on
the
same
page
here
we
have
a
mission,
it's
on
our
website
and
we
have
a
set
of
priorities,
and
I
think
what
you're
hearing
from
the
commissioners
is.
The
mission
is
easy
to
find
it's
on
the
website,
but
also
the
reason
you're
hearing
the
concern
for
the
commissioners
and
if
we
can
pull
up
our
and
they're
from
you,
evandro
pull
up
the
set
of.
How
do
you
respect.
A
A
A
Just
want
to
make
that
very
clear.
You
know
transgender
community
housing
discrimination,
so
the
concern
here
that
you're
hearing
is
we
want
to
get
to
some
of
those,
and
so
the
concern
is
you
know
we
want
to
get
to
some
of
those,
and
so
it's
I
think,
as
as
you
heard
from
some
of
the
commissioners.
It's
not.
We
don't
want
roy
to
help
out
in
terms
of
what
is
going
on
with
the
health
commission.
A
It's
just
you
know,
what's
happening
with
all
these
other
things
that
we're
anxious
about,
and
we
work
so
hard
talking,
working
out
a
mission
and
working
out
priorities,
eliminating
some
together
as
a
group,
seven
of
us
and
our
executive
director.
We
don't
want
to
start
all
over
now
and
and
we
want
a
plan.
A
Okay,
what's
next,
you
know
we
still
have
digital
access
and
we've
done
an
enormous
amount
of
work
on
it,
and
we
said
you
know
next
we
want
to
want
to
put
together
some
recommendations
for
the
city
that
they
can
work
on
right
now
and
one
of
the
things
we
I
want
an
update
on
is:
have
we
set
up
that
meeting?
To
do
that?
A
I
don't
know
whether
we
have
it's
one
of
the
things
we
we
said
we
would
do
at
our
last
commission
meeting
in
january
is
to
set
up
a
meeting
to
do
that,
and
so
there
are
a
couple
of
things
that
were
due
that
are
due
at
this
meeting
that
we
were
looking
for.
That.
I
think
that
we're
anxious
to
see-
and
I
know
there
are
lots
of
changes
when
you
have
a
new
chief
come
in
and
your
job
is
to
look
at.
A
You
know
all
of
these
various
things
that
are
under
the
equity
chief,
whether
they
should
be
or
not,
and
you-
and
I
have
talked
about
that-
is
that
both
fair
housing
and
the
human
rights
commission
are
sort
of
quasi
legal
enforcement
agencies
and
whether
or
not
they
should
be
in
an
equity
cabinet
is
something
in
the
end.
Probably
the
corporation
council
is
going
to
have
to
figure
out,
but
you
know
in
the
meantime,
we've
spent
an
enormous
amount
of
time
as
volunteers.
A
Looking
at
what
we
thought,
we
could
do
to
impact
social
justice
discrimination
in
this
city
and
we're
anxious
not
to
spend
a
lot
of
time.
Talking
about
you
know,
administrative
stuff,
but
getting
down
to
what
we
some
of
these
issues
that
we're
really
concerned
about,
and
we
waited
a
long
time
to
get
roy
here.
He
was
our
last
hire
to
tell
you
the
truth.
We
wanted
him
to
be
our
first
tire.
F
F
We're
glad
no
thank
you.
Thank
you.
Thank
you
and
I
have
had
an
opportunity
to.
I
think
at
this
point
I
might
as
well
just
have
a
phd
with
all
the
items
that
I've
been
reading,
so
thank
you,
vandro.
First
of
all,
thank
you
for
the
update.
I
think
this
is
incredibly
helpful
for
me
to
also
here
to
the
question
of
whether
there's
issues
with
the
staff
etc.
F
So
while
I
recognize
that
that
may
not
be
an
update
that
you
were
expecting,
it
is
something
that
I
need
him
to
be
prioritizing,
because
when
you
think
about
equity,
it
is
easy
to
throw
around
words
and
and
data
etc.
But
we
don't
start
with
the
basics,
which
is
trust
building,
but
there's
only
so
far
we
can
get,
and
so
I
just
want
to
sort
of
add
that
piece
to
avandra's
answer
when
when
that
was
asked
of
him
earlier.
F
F
But
as
you
know,
this
is
the
third.
I
am
the
13th
of
this
cabinet.
That
is
only
one
year
old
and
we
are
also
part
of
the
new
administration,
the
administration
that
is
in
everything
that
we
are
doing.
We
are
embedding
equity.
We
are
not
going
to
be
the
sole
peop,
the
who
are
solely
responsible
for
advancing
equity
and
inclusion
throughout
the
work
that
we're
doing
as
a
city,
it
is
going
to
be
everybody's
responsibility.
F
The
work
of
this
cabinet,
however,
is
to
really
set
the
strategy
forward
to
make
sure
that
we're
building
capacity
as
an
internal
body
right
from
anything
from
starting
to
set
up
the
structures
around
performance
based
expectations
to
also
learning
about
what
what
is
racial
equity.
What
is
when
we're
talking
about
gender
and
sexuality?
What
what
are
those
needs
that
the
different
communities
have
been
voicing
and
we
have
been
refusing
to
listen
to
so
really
thinking
about
capacity
building
from
that
sense,
we're
also
going
to
be
focusing
around.
F
The
third
piece
will
be
constituent
empowerment,
which,
to
be
perfectly
honest
right
when
we
think
about
the
work
that
I
am
understanding,
this
commission
can
do
there's.
This
is
one
way
in
which
you
all
can
be
really
our
partners
in
the
work,
which
is
we
need
to
fix
it
inside.
We
need
to
make
sure
that
we
are
eliminating
barriers
inside.
F
And
so
my
ask
of
you
is
hold
a
little
bit
of
grace
for
us
too,
as
we
are
on
transition
administration
number
three
chief
number
three
of
andre
and
I
will
be
working
and
there
will
be
a
lot
of
expectations.
Moving
forward,
as
teams
have
not
been
collaborating
with
each
other
have
not
been
in
alignment
with
the
with
the
with
the
rest
of
the
cabinets
as
well,
and
a
lot
of
things
will
be
implemented
in
the
next
couple
of
weeks
and
months
and
honestly.
F
This
work
is
forever
and
then
the
last
piece
strategy
that
we're
focusing
on
is
obviously
an
accountability
and
transparency,
which
again,
is
where
I
see
this
partnership
really
playing
a
key
role
of
what
does
it
look
like
for
us
to
not
only
focus
on
the
inside?
What
do
we
have
to
do
in
here
to
make
sure
that
we
are
more
accessible
and
equitable
to
our
communities?
F
But
how
can
we
use
some
of
these
bodies
to
your
point?
I'm
not
an
attorney,
but
I'm
learning
that
these
are.
We
can
be
really
using
to
apply
social
pressure
to
the
people
who
are
not
supporting
our
constituents
in
the
way
that
they
need
to
be,
and
so
that
will
be
on
not
a
step
forward,
because
it's
not
a
linear
process,
but
this
is
something
more
of
like
you'll
get
to
know
me.
My
approach
is
very
much
about
trust
building.
F
You
hear
the
mayor
say
this
on
and
on
again
we're
going
to
be
a
city
for
everyone,
everyone,
including
people
who
belong
to
our
beautiful
multi-racial,
multilingual
multicultural
multi-generational
coalition,
and
so
I'm
going
a
little
fast,
because
I
wanted
to
make
sure
I
get
that
out
there
just
so.
You
all
know
one
who
I
am
and
where
I'm,
where
I'm
taking
this
cabinet
alongside
all
of
you,
but
I
am
gonna-
ask
that
you
hold
a
little
bit
of
grace
to
this
to
this
new
transition.
I
know
that
equity
cannot
wait.
F
E
So
I'm
a
little
disturbed
by
that
because
I
know
me
and
the
rest
of
the
commission
is
if
anyone
is
being
marginalized,
beat
up
being
treated
unfairly.
We
would
be
the
first
ones
because
each
and
every
every
one
of
these
commissions
in
their
own
right,
our
community
activists,
like
no
other-
I
mean
they
kick
excuse
me,
they
kick
butt
and
they
have
a
history
of
kicking
butt
for
those
who
are
are
taking
advantage
of
people.
E
So
I'm
a
little
disturbed
that
there's
something
going
on
internally,
that
we
have
no
knowledge
of.
I
mean
I'm
speaking
for
myself
right
now,
I'll.
Let
other
commissioners
speak
for
themselves
and
it's
a
little
disturbing
for
me
and,
and
I
I
really
really
think
that's
a
problem
because
we're
here
to
be
part
of
a
solution
and
what
you
everything
you
said.
I
am
that's
what
I
breathe.
So
I
embrace
you.
I
love
you.
I
think
this
is.
This
is
what
we
should
be
doing.
You
know,
mayor
wu
is
my
girl.
E
I
love
her
the
death.
You
know
we're
talking
about
ways
how
we
can
be
more
supportive
around
the
racist
attitudes
that
have
been
going
on
with
talking
about
massing
past
and
what
is
really
happening
as
a
human
rights
commission.
We
should
be
speaking
up
on
any
everyone
who
is
being
being
affected
in
ways
of
disenfranchised
and
you
know
and
disenfranchising.
E
D
H
You
for
your
service,
it's
tough,
it's
a
tough
service
and
we
are
doing
it
also
without
pay
in
our
case,
but
just
to
put
a
little
bit
something
on
the
back
of
your
mind,
for
when
you
and
I
talk,
and
I
would
love
to
have
a
meeting
with
you,
what
does
equity?
How
does
equity
relate
to
discrimination,
because
the
job
of
this
commission
is
discrimination,
so,
let's
think
about
how
we
can
connect
and
make
that
connection
very
clear,
so
that
we
can
all
pull
palante.
You
know.
G
I
just
wanted
to
thank
the
thank
you
for
coming
tonight.
It's
I
don't
know
you
it's
nice
to
meet
you.
As
you
know,
I
just
wanna
echo
what
leonard
said
this
when
I
was
asked
to
join
this
human
rights
commission,
it
was
it's
one.
It
was
one
of
the
most
proudest
moments
in
my
life,
because
it
is
something
that
I've
worked
on
through
various
ways.
Through
my
my
work
and
my
volunteerism,
and
I
you
know,
I
agree
with
everything
that
you
said,
and
you
know
we
just.
G
We
did
all
this
work
and
we
just
want
to
make
sure
that
we
can
move
that
work
forward
and-
and-
and
you
know
it's
that's
that's
what
we
care
about
and
just
making
sure
that
we
that
that
hate
is
called
out
in
boston
and
that
when
there
is
a
patent
that
we
can
actually
you
know,
we
have
a
lot
of
power
that
we
can
actually
do
something
about
it
and
we
spent
a
lot
of
time
on
the
digital
divide
and
we've
got.
I
think,
four
reports
that
we've
done.
G
I
don't
know
if
we
need
another
report,
because
I
think
we
have
what
we
need
and
we
have
a
case
now.
So
just
I
think
we're
all
in
this
together
and
we
just
you
know,
want
to
want
to
move
forward
and
do
the
work
and
we
we
understand
it's
a
new
administration
and
I've
known
michelle
since
before
she
ran
for
office.
So
it's
it's
we're
we're
really
all
in
this
yeah.
A
The
trust
that
seems
to
be
missing
is
with
the
commission
and
that's
the
way
it
feels
is
that
you
gotta
you've
got
a
group
of
people
who
have
spent
their
lives
working
on
these
issues
and
that's
what
seemed
I
think
we
all
feel
like
yeah.
Of
course,
we
agree
with
everything
you
said,
except
the
understanding
of
what
our
job
is.
Our
job
is
defined
by
protected
classes
and
discrimination.
A
You
can't
do
that.
Just
like
we
want
to
protect
the
mayor.
We
want
to
do
it
with
our
independence,
so
I
think
we're
all
on
the
same
page,
but
we're
probably
running
on
little
parallel
tracks
and
you
need
the
time
to
figure
it
out.
Don't
get
us
wrong.
We
want
to
support
what
you
are
doing
in
any
way.
We
can.
You
know
we
want
to
work
with
fair
housing.
We
want
to
support
everything
that
everybody's
doing
in
the
cabinet,
and
we
think
we
can.
I
mean
anything
anything
you
run
against.
A
You
think
belongs
here
that
somebody
needs
to
do
something
you
know
significant
about.
We
want
to
hear
about.
One
of
the
things
bringing
people
together
can
do
is:
where
are
the
real
problems
where
the
impactful
I
mean?
What
makes
the
biggest
difference
you
know?
Is
it
housing?
Is
it?
Is
it
you
know
finding
out
that
there's
a
part
of
the
city
where
housing
is
the
biggest
problem?
The
biggest
discrimination
is
in
this
part
of
the
city
or
with
this
developer,
or
is
it
employment?
A
A
So
we're
on
our
we're
all
on
the
same
side
and
we
need
to
trust
each
other,
and
we
need
to
trust
that
we're
getting
the
right
information
from
the
staff
with
the
staffs
hearing
from
us
and
we
all
believe
we're
on
the
right
side
and
I
think
we're
all
headed
in
that
direction.
So
I
hope
you're
hearing
us
we're
hearing
you
and
you're
talking
to
people
who
spend
their
lives
working
on
this
issue,
so
welcome
to
the
world
of
attorneys.
F
To
start
thinking
about
right
like
how
to
move
the
work
forward,
I
I
will
be
asking
around
the
priorities
right.
I
know
there's
like
there
are
seven
priorities,
but
there
are
some
of
these
priorities
that
have
already
been
taken
up
by
other
groups,
and
I
would
love
to
really
like
focus
on
like
narrowing
down,
so
we
can
hone
in
on
some
of
this
work.
Seven,
you
know
from
any
organizational
development
theory.
It
just
feels
like
too
much,
and
so
I
will
be
going
to
101
in
my
101s.
F
I
will
be
asking
sort
of
like
like
what
is
your
area
of
expertise
right,
that's
those
types
of
questions,
so
we
get
to
to
a
point
of
of
strategy
right.
You
have
your
mission,
but
how
do
we
get
a
point
of
strategy
that
fits
the
cabinet
right,
but
I
hear
you
and
I'm
so
happy
to
be
in
partnership
with
you
all.
E
And
you
know,
madam
chief,
the
other
thing
is
the
whole
piece
around
about
modulation
of
black
men
and
black
males
in
boston.
I
mean
we
that
was
like
a
earthquake.
We
had
some
of
the
robert
lewis
jr
craig
andres
from
bu.
We
had
some
movers
and
shakers
in
that
movement
locally
and
also
nationally,
and
it
just
started.
It
really
started
something
that
we
want
to
finish.
And
it's
and
it's
beautiful
that
the
mayor.
E
We
have
the
black
commission
because
we
see
ourselves
as
being
an
accent
and
support
to
that
initiative,
because
we
then
kicked
it
off.
I
mean-
and
it's
just
you
know
it's
exciting
for
us
to
be
able
to
continue
the
things
that
we've
already
started
with
vigor
and
knowing
clearly
that
we're
all
on
the
same
page
and
we
care
about
the
same
issues.
A
F
A
A
A
D
D
I
just
feel
like
for
my
role
on
the
on
the
on
the
commission
is
the
work
not
necessarily
who's
doing
it
or
such,
and
I
do
think
that
between
kovid
between
covid
people,
not
working
in
the
same
space
for
periods
of
time,
I
think
that
when
you
don't
have
what's
called
the
bump
rate,
people
seeing
each
other
every
day,
working
on
things
together,
there's
always
going
to
be
challenges
a
lot
of
this,
and
also
when
you
have
three
administrations
that
might
be
changing
some
priorities.
Well
again,
our
role
as
commissioners
don't
change.
D
I
do
think
anyone
who
works
in
government
and
in
an
office
priorities
change
when
bosses
change
our
work,
shouldn't
change
our
focus
shouldn't
change,
so
I
just
feel
like
if
we
spend
any
time
getting
into
any
type
of
hr
issues
that
are
not
strictly
under
our
purview
that
I
don't
know,
if
that's
time
from
my
point
of
view
it's
best
spent.
I
just
feel
that
we
should
articulate
the
challenges
or
issues
that
we
see
as
they
happen
and
put
them
forward
in
the
most
appropriate
way.
D
Again,
I
don't
know
if
a
public
hearing
or
meeting
is
always
the
best
way
where
some
of
the
stuff
may
be
taken
up
off
the
table
or
offline
to
have
direct
communication
or
concerns,
and
I
think
that
might
be
another
issue.
Maybe
we
haven't
been
raising
our
concerns
in
a
timely
fashion
in
such
a
way
that
gets
the
best
results.
So
I
do
think
it's
a
two-way
street.
Like
all
communication,
I
just
get
a
little
bit
a
little
bit
uncomfortable
when
we
start
getting
into
the
management
side
of
stuff
versus
staying
on
our
side.
E
No
robert,
I
I
agree
with
you
as
being
a
manager
director
and
president
of
different
organizations.
I
agree
with
you
tenfold
but,
however,
when
someone
from
the
outside
talks
about
the
commission
and
I'm
not
even
aware
of
issues,
that's
that's
kind
of
disturbing
it's
a
little
disturbing,
so
it
makes.
E
You
know
I
mean
so,
and
I
agree
with
you
on
what
you
were
saying,
because
we
doing
the
the
day-to-day
that
is
not
our
function.
It's
not
our
function
and
in
my
opinion,
I
didn't
come
here
to
sit
up
here
and
micromanage.
Anyone,
but
I
also
didn't
come
here
to
get
side
swipes
on
issues
that
are
going
on
in
my
house,
and
I
have
no
knowledge
of
it
whatsoever.
A
So
can
I
suggest
something
we
put
together?
I
got
various
suggestions
from
I
should
I
got
suggestions
from
a
number
of
you
about
things
we
should
do
at
this
meeting.
I
would
suggest
we
go
through
some
of
those
hold
this
motion
in
advance
until
we
go
through
some
of
those,
because
I
think
some
of
these,
which
turned
into
motions,
may
clear
some
of
this
up,
because
ivando
had
suggested
that
the
commissioners
not
contact
the
staff.
Am
I.
A
It's
taken
me
a
couple
of
weeks
to
get
the
letters
to
all
of
you
that
the
letters
went
out.
So
that's
been
a
problem
and
you
know
there
should
be
somebody
designated
as
the
board
person
that
anyone
can
go
to
to
say.
Can
I
have
a
copy
of
this?
Can
I
have
a
copy
of
that
and
get
it
directly,
you
know,
can
you
get
a
copy
of
the
minute?
Can
I
get
this?
Can
I
get
that
because
our
executive
director
has
suggested
that
he'd
be
the
only
contact
on
the
staff.
E
B
Was
my
idea?
So
if
I
may
interject
briefly
here
and
again,
I
I'm
not
very
comfortable
discussing
some
of
the
dynamics
in
a
public
meeting,
but
but
to
be
honest,
if
I
may
put
it
bluntly,
susan,
like
some
of
the
staff,
as
you
know,
they
they
feel
uncomfortable,
perhaps
even
in
some
of
the
meetings
that
we
had
in
the
past.
E
E
A
lot
of
this
is
new
to
me
and
it's
very
disturbing
to
hear
the
little
bit
that
I've
heard
and
as
being
on
the
commission.
I
think
we
need
to
set
something
else
up,
so
we
can
get
informed
and
get
up
to
date
on
what's
going
on,
because
there's
been
some
accusations
running
around
people
feeling
uncomfortable
about
folks
who
are
on
this
screen
and
that's
that's
a
problem
for
me.
A
It
is
a
significant
problem
and
when
people
throw
around
words
like
the
staff,
the
staff
feels
uncomfortable
as
opposed
to
you
know.
We
had
a
difficult
december
meeting,
let's
be
clear,
because
there
was
a
you
know,
a
person
who
was
brought
forward
that
we
didn't
know.
We
thought
he
worked
for
someone
else.
A
A
A
Yeah
that
I
what
I
wanted,
as
I
said
in
january,
is
you
know
that
it
was
uncomfortable,
but
you
know
we
should
all
move
on
from
that,
and
you
know
there
were
bad
feelings,
but
it
you
know
it
was
a
situation
which
was
a
situation
where
people
felt
they
were.
What
is
this
all
about?
We
didn't
know
anything
about
this,
and
maybe
it
could
have
been
handled
in
a
different
way.
A
I
wish
it
had
been,
but
it
wasn't,
but
we
need
to
move
on
and
we're
all
professionals
and
we
need
to
move
on
so
and
I
do
think
we
need
to
move
on,
but
it
got
exacerbated
instead
of
moving
up,
so
I
think
we
ought
to.
We
need
to
change
the
way
things
are
done.
I
totally
agree,
but
it
can't
be
that
the
way
it's
going
on
now
it
can't
be
can't
be
the
way
it's
going
on
now.
A
B
Chair
with
all
due
respect
again
I
mean
particularly
relating
to
these
letters.
I
was
afraid
for
coming.
I
had
meetings
with
with
both
robert
I
had
meetings
with
you
and
reyes.
I
sent
an
annie
russo
the
draft
of
the
letter
that
she
that
she
did
I've
been
very
forthcoming
with
sending
information
and
getting
it
out.
I
sent
an
email
to
you
and
said
the
letters
were
sent
out,
so
I
I
feel,
like
you
know
again,
obviously
as
the
ed
I'm
in
the
hot
seat
here,
but
I
feel
like
we.
B
You
know
initiative
way
back
when
we
articulated
that,
where
we
did
that
that
event,
that
I
was
that
we
drove
we're
driving
the
issues
forward,
the
aapi
community
stuff,
we
had
a
meeting
with
the
kim
mayor
kim
jamie.
We
we
we,
I
think,
there's
a
lot
that
that
we've
been
doing
there
is
we
are
you
know,
in
fact,
as
you
are
aware,
you
know
we
are
dealing
with
some
sensitive
issues
now
and
I
certainly,
as
I
said.
Obviously
I
don't
want
to
discuss
in
a
public
setting
like
this
all.
B
A
A
H
But
that's
that
you
know
that
if
we
cannot
contact
staff,
that
means
that
unless
a
meeting
is
called,
I
have
no
way
to
know
what's
going
on
with
roy
and
the
research.
So
it's
not
working
for
me
and
then
finding
out
that
he's
not
working
full
time
makes
it
a
little
older,
but
I
think
it's
something
that
we
can
discuss
later.
It's
the
model.
It's
not
working
for
me
right
now
for.
B
B
Perhaps
we
need
some
training
as
we
sort
of
going
through
this,
this
rough
fashion,
that
there's
you
know
that
this
is
some
to
kind
of
align
communications
that
you
know,
then
then
you
know
it
goes
to
me
I'll
talk
to
the
staff
and
so
on.
Right
I
mean,
and
obviously
the
lawyer
wrote
you
know
the
the
the
memo
that
says
you
know.
B
Obviously
that's
the
head
of
the
department
as
the
edd,
our
director
staff,
and
I
think
part
of
it,
was
that
the
staff
was
feeling
like
the
direction
sometimes
were
coming
from
from
not
from
me
and
and
that's
sort
of
like
the
miscommunication.
So
I
just
said:
let's
just
pause
some
of
this
pronounce
so
that
we
can
kind
of
go
through
the
you
know
the
rough
patch
and
then
sort
of
you
know
and
talk
together,
hopefully
in
a
training
capacity
or
certain
and
then
starts
moving
forward
right.
B
So,
instead
of
saying
don't
contact
this
person,
that
person
feels
this
way,
that's
sort
of
like
why
I
felt
to
sort
of
just
stop
and
and
and
so
to
do
with
the
internal
and
deal
with
you
all
and
get
in
a
safe
space
and
then
move
forward
together.
But
I
certainly
you
know
you
know:
we've
done
meetings
with
the
staff
together.
Roy
was
in
that
meeting
with
you
all
susan
roy
was
in
a
meeting
with
robert.
B
That's
not
like
what
the
intent
of
this
is
it's
just
that
things
got
particularly
after
I
came
back
from
from.
You
know
from
my
three-month
sort
of
way
that
things
got
a
little
out
of
hand,
so
I
was
trying
to
get
a
handle
on
it
and
trying
to
move
forward.
That's
really
what
I'm
trying
to
do
trying
to
do
my
best
to
sort
of
figure
out
what
the
roles
of
the
commission
is.
What
my
role
is.
B
We
got
new
staff
right
that
that
that
weren't
around
we're
trying
to
get
to
know
those
individuals
there
there's
been
some
rough
patches
and
I'm
trying
to
sort
of
figure
out
how
to
best
move
things
forward
that
we
can
get
to
the
work
which
I
think
we
are
doing
the
work.
I
think
you
know
obviously,
hopefully
we're
going
to
get
I'm
going
to
follow
up
on
on
these
letters.
We're
going
to
get
the
data
roy
has
been
functional
again.
B
He
helped
me
with
all
the
letters
we're
going
to
get
this
data
that
we've
been
looking
for,
I'm
not
sure
what
the
he
he
did.
I
had.
Let
me
ask,
let
me
just
put
basic
forces.
I
had
susan
draft
the
letters
that
we
had
and
then
I
had
I
sent
it
to
you
all.
We
edited
and
you
know
we
met
about
it.
We
discussed
it
here.
B
Then
we
went
back
right
so
with
with
the
digital
divide,
for
instance,
and
again
I'm
not
trying
to
pretend,
like
I'm
non-defensive,
I'm
a
little
bit
of
defensive,
but
I
do
realize
that
this
is
a
professional
setting.
This
is
this:
is
a
public
setting
that
I
typically
don't
don't
try
to
get
in
these
difficult
discussions,
but
you
know
the
digital
divide,
one
of
the
things
that
happened,
for
instance,
mark
madam
chair.
You
know
I
mentioned
to
you
that
we
had
the
discussion
obviously
to
to
do
to
perhaps
do
a
talk.
B
E
Ivanka,
real,
quick,
I'm
I'm
I'm
feeling
a
certain
way
right
now
we're
supposed
to
be
one
team,
not
two
separate
teams.
If
I
pick
the
phone
up
and
call
anyone
in
the
office,
they
should
feel
comfortable
that
a
team
member
is
calling
them
and
they
can
pick
the
phone
up
and
call
me
to
pick
my
brain
around
certain
topic
matters.
I
have
it's
one
team:
it's
not
evangel's
team,
margaret's
team
no
way.
E
All
here
is
one
and
we
need
above
and
beyond
anything
initiatives
this
and
that
or
whatever
we
need
to
come
back
as
a
team,
because
we're
dealing
with
this
as
a
team
correct.
If
that's
a
problem,
if
that's
a
problem
and
it's
on
the
table,
we
need
to
make
that
a
priority,
because
we
cannot
function
with
an
evangelist
team
and
a
moderate
team.
I
always
use
margie
because
she's
a
chair,
champ.
A
G
No
thank
you
leonard,
so
I
think
I
think
I
think
it
is
about
trust
and
trust
between
the
staff
and
the
commissioners,
and
I
think
that
we
need
to
build
that
trust
as
it's
not
going
to
happen
in
a
vacuum.
We
we
all
have
to
work
hard
on
it,
and
I
suggest
that
we
have
a
meeting
with
the
staff
they
don't.
They
don't
know
us
other
than
susie
who's
been
with
us
for
a
while.
C
A
A
It's
not
what
you
think
it's
for,
and
you
know
a
five-minute
discussion
with
roy,
would
save
everybody
a
lot
of
trouble
and
that's
what
annie
said
we're
on
the
same
team.
I've
spent
a
lot
of
hours,
figuring
out,
digital
divide
and
so
has
talia,
and
and
it's
crazy
that
we
don't
spend
time
talking
about
that
roy's
over
in
a
corner
rather
than
reyes.
A
Natalia
and
I
talking
together,
it's
a
waste
of
time,
nobody's
trying
to
tell
him
what
to
do
we're
all
on
the
same
side,
trying
to
figure
this
out
and
you're
dividing
us
this
way
and
the
only
way
trust
trust
works
is
when
you
don't
divide
people,
and
this
is
a
we're,
not
we're
not.
This
is
a
professional
group.
B
I'm
not
sure
all
due
respect,
ma'am,
I'm
not
sure
where
that
meet.
We
just
had
a
meeting
with
the
umass
students
with
roy.
I
just
had
a
meeting
with
robert
and
roy
like
two
weeks
ago
or
whenever
that
was
there's.
Never
this
the
the
director
was
just
like
telling
the
staff
what
to
do
the
emails
and
that's
sort
of
like
that's
and
again.
A
B
A
B
A
The
staff-
that's
everybody,
that's
everybody
and
you
you've
got
someone
who's
deeply
involved
in
an
issue
that
we
have
put
as
a
priority.
That
should
be
working
as
a
team
with
everybody
who's
working
on
that
issue,
and
you
put
this
chasm
of
these,
whoever
they
are
the
commissioners
and
the
quote:
unquote,.
B
A
B
A
B
A
B
Yes,
ma'am,
like
I'm,
really
respectful,
really
don't
want
to
go
back
and
forth
with
you
on
this.
This
is
not
the
space
and
I
don't,
I
feel
uncomfortable,
I'm
already
feeling
comfortable
sort
of
being
back
and
forth
in
this
right.
Now
I
you
can
you've
had
we've
had
meetings
with
the
staff.
All
of
you
have
had
meetings
with
the
staff.
You
can.
What
what
that
email
prompt?
That
that's,
because.
A
A
A
I
think
we
ought
to
get
written
reports
from
the
staff
and
they
ought
to
be
present
to
answer
questions.
I
think
we
have
to
make
one
unit
and
the
only
way
we're
going
to
do.
That
is
to
get
to
know
each
other
and
to
hear
I
mean
to
hear
what
we
talked
to
the
chief
equity
officer
about
today
is
the
things
we
care
about
not
about
this
itty-bitty,
the
staff.
Doesn't
the
staff
is
afraid
the
staff?
E
B
H
A
H
E
It
would
be
nice
it'll,
be
sometimes
it's
nice,
some
staff
like
to
get
up
and
talk
about
the
great
things
that
they're
doing
in
front
of
the
commission,
and
we
can.
We
can
pat
them
on
the
back.
For
that
I
mean
that
helps,
build
morale
and
a
number
of
other
things.
So
there's
there's
a
lot
of
value
of
having
someone
come
and
talk
about
how
they've
been
working
really
really
hard,
and
some
of
the
successes
that
they've
they've
been
able
to
achieve.
A
G
A
H
H
Number
five
interns,
research,
paper,
final
and
summaries,
approved
and
recommended
by
faculty
supervisors
shall
be
published
on
the
commission's
website
and
the
commission
sal
seek
an
emu,
a
memorandum
of
understanding
with
the
massachusetts
commissions
against
discrimination.
This
is
somebody
brought
this
up
before,
so
those
are
the
six
that
are
ready
for
vote.
If,
if
people
want
to
discuss,
we
can
discuss
them.
H
G
A
E
Yes,
yes,
yeah
and
I
think
that'll
be
a
two-fold
for
us,
because
it
really
gives
an
opportunity
to
build
trust
and
build
momentum
around
and
the
relationship
yeah
and
the
momentum
around
you
know
people
doing
great
work.
I
mean
I
mean
having
having
the
commission
say:
hey,
that's
super.
We
really.
I
mean
that
that
means
a
lot
yep.
G
C
H
G
F
E
A
C
A
A
Okay,
follow
those
in
favor,
say:
aye
aye,
all
those
opposed,
any
abstentions.
No,
okay,
these
six
motions
passed.
Okay.
There
were
a
couple
of
follow-ups
from
the
last
time,
which
is
to
look
at
the
budget.
I
would
suggest
we
look
at
that
next
time
we're
going
to
bring
the
budget
forward
since
it's
late.
A
A
D
A
Talked
about
housing,
a
discussion
with
will
follow
up
from
a
january
meeting
and
I
know,
annie.
I
think
we
volunteered
annie
to
be.
I
volunteered
founded,
annie,
to
be
part
of
that
discussion,
so
I
think
that
would
be
a
a
a
good
thing
to
happen.
If
we
can
make
that
happen.
Those
are
three
things.
Four
things
I
remember.
A
Okay,
so
members
of
the
public
will
now
have
an
opportunity
to
ask
questions.
Oh
the
one
thing
we
wanted
to
do,
which
I
forgot
is
that
we
wanted
to
talk
about
the
issues
around
hate,
hate
speech
and
our
concerns
about
what's
going
on
with
people
following
the
mayor
around,
and
it's
not
about
it's
not
about
my
paper,
it's
not
about
protests.
Let's
be
clear.
It
is
about
hateful
racist
misogynist
comments
that
it
is
about
what's
happening
with
with
what
city
council
of
flynn
brought
forward.
A
It
is
what's
happening
to
the
mayor
with
the
mayor
everywhere.
She
goes,
I
mean
if
the
boston
globe
can't
put,
you
know,
has
to
put
a
blank
in
the
paper
before
her
name,
because
that's
what
people
are
calling
her
and
can't
even
print
it.
It's
so
hateful.
You
know,
there's
something
wrong.
This
city
is
a
city
where
we've
said
we
will
not
tolerate
racism
and
we
are
a
human
rights
commission
who
believes
in
human
rights
for
everyone
and
civil
rights
for
everyone,
and
we
are
being
here
now
seeing
every
day.
A
A
What
should
we
do?
I
mean
what
I
said
earlier
hours
ago
when
we
started
this
meeting.
Is
you
know
so
far?
I've
hit
I've
seen
a
statement
from
the
black
elected
officials.
Denouncing
this
I
haven't
seen
a
lot
of
other
statements
and
I
think
that
the
human
rights
commission,
at
the
very
least,
should
make
a
statement
denouncing
this
kind
of
hateful
racist
misogynist
speech
that
we're
seeing.
A
D
D
Clearly,
everyone
has
a
right
to
free
speech
and
I
think
we
need
to
be
to
be
clear
that
no
one
ever
wants
to
affect
that
or
stop
someone
from
speaking
or
freely
expressing
their
opinion.
The
question
becomes
when
in
public
forms,
both
in
residential
communities
and
possibly
we
could
argue
a
more
appropriate
format
when
they're
at
someone's
place
at
work
when
the
language
starts,
creating
an
atmosphere
of
uncomfortability
or
someone
doesn't
feel
safe.
D
So
I
do
wonder
if
we
should
have
a
possibility
for
us
to
start
reviewing
this
and
kind
of
keeping
tabs,
because
the
assumption
is
that
all
these
parties
are
all
these
incidents
are
happening
in
silos.
My
concern
is
at
the
city
of
boston.
There
is
some
type
of
underlying
coordination
to
discriminate
to
create
a
hostile
environment
for
people
to
live
and
work.
D
D
I
don't
know
if
they
still
do,
but
at
one
point
there
was
a
community
disorders
unit
in
the
police
department
that
handled
civil
rights.
Maybe
we
should
have
them
in
so
that
we're
we
as
provide
a
public
form
for
people
to
understand
what
everyone's
role
is
in
terms
of
making
sure
that
everyone
stays
safe
and
rights
are
respected.
D
I
think
that
we
could
have
the
ability
to
again
raise
and
put
attention
on
some
of
the
stuff.
There
can
be
a
strategic
way
of
thinking
about
if
this
would
give
more
attention
to
people
or
format
to
air
such
disagreements
in
yet
another
form,
but
I
do
think
it's
important
that
the
city
and
the
city
of
boston
and
us
as
a
human
rights
commission
go
on
record
that
this
isn't
acceptable
and
to
highlight
our
ability
that
people
can
go
on
record
and
make
a
complaint
again.
D
They
have
rights
that
need
to
be
documented
if
there's
concerns
and
advocacy
so
that
they
can
follow
the
appropriate
regress
if
they
feel
unsafe
in
their
own
homes.
Because
of
these
actions-
and
I
knew
I
know
some
of
this
gets
very
very
touchy,
but
there
is
a
clear
line
and
I'm
I'm
concerned.
People
are
getting
very
close
to
that
line
frequently
and
there
needs
to
be
a
way
to
kind
of
document
and
start
the
discussion.
D
So
hopefully
no
one
crosses
the
line,
but
I
do
think
we
should
all
go
on
record
and
I
do
believe
that
more
elected
people
and
more
people
in
positions
of
power
and
authority
in
the
city
should
go
on
record
and
just
simply
say.
This
is
not
what
we
stand
for.
This
is
not
acceptable.
No
one's
going
to
stop
anyone
from
protesting,
but
there
needs
to
be
a
line
where
someone
feels
unsafe
because
of
someone's
rhetoric,
signs
or
actions.
There's
a
concern
there
and
that's
kind
of
the
space
I
feel
like.
D
We
should
be
operating
on
and
there's
different
ways
to
go
about
this.
But
clearly,
in
this
year
of
2021
young
children
on
a
street
shouldn't
have
to
walk
down
the
street
and
feel
unsafe,
because
other
individuals
feel
the
need
to
put
such
rhetoric,
and
I
don't
want
to
justify
it
by
going
into
the
terminologies
as
such,
but
creating
a
hostile
environment
for
people,
and
I
do
think
we
should
think
about
both
the
impact,
the
pattern
and
the
practices
we
brought
up
before
of
how
these
are
connected.
D
G
G
G
H
Yes,
yes,
adding
to
what
annie
just
said.
There
is
something
called
an
incident
report
that
the
human
rights
commission
in
san
francisco
agreed
with
their
police
department
to
so
the
the
san
francisco
police
department.
Every
time
they
they
pinpoint
an
incident
report,
a
hate
speech,
hate
report.
They
will
communicate
it
with
this
form.
This
particular
form
they
will
communicate
it
to
the
human
rights
commission
and
then
the
human
rights
commission
was
able
to
map
it.
A
A
You
know
the
thing
that
happened
on
the
is
it
the
bu
bridge
did
or
starro
drive
where
there
was
some
flag,
something
right,
throw
drive,
you
know
and
then
all
places
they've
been
following
her
around
and
now
they'll
be
following
us
around.
You
know,
so
I
think
that
I
think
that
there
we
ought
to
make
a
statement.
H
H
A
A
Are
the
cities
documenting
these
kinds
of
things?
Is
there
other
other
ways
that
we
could
learn
about?
How
to
do
this?
You
know
this
is
this
is
her
job
right?
So
maybe
she
could
take
this
on
as
a
project,
and
maybe
she
could
talk
to
you
about
it
race,
but
I
think
this
is
the
kind
of
thing
that
that
she
would
probably
enjoy
working
on
as
opposed
to
just
individual
things.
So
should
we
should
we
try
to
craft
a
statement?
A
Okay,
so
why
don't
you
do
that
and
why
don't
you
get
it
to
the
to
us
by
next
wednesday?
Does
that
work
all
right,
and
why
don't
we
ask
the
commissioners
to
sort
of
respond
to
it?
We
can
sort
of
respond
to
it
in
a
rob,
rob
to
each
other
so
respond
all
by
next
friday
and
and
get
this
out.
Okay.
Does
that
work
for
everybody,
okay,.
A
Yeah
not
in
it
not
in
a
pdf
in
a
word
document,
because
I'm
terrible
with
pdfs
turning
them
into
word
documents,
and
then
I
have
to
go
to
reyes
and
she
has
to
fix
them
so
yeah
in
a
word
document.
That
would
be
great,
so
ivando.
We
leave
that
with
you.
Why
don't
you
take
a
shot
at
it
and
I
think
I
think
the
balance
here
is
obviously
you
know.
Well
is
the
sort
of
freedom
of
speech
and
protest
against
the
you
know.
A
B
At
this
point
is
when
we
typically
ask
members
of
the
public
because
to
they
can
use
the
function
of
to
raise
their
hands
with
they
got.
You
know,
there's
the
raised
hand
and
then
I'll
promote
the
person
to
to
ask
a
question
or
make
a
comment
or
yes,
we
can
put
in
the
chat
as
well,
where
we
can
see
so
right.
That's
typically
what
happens
now.
B
A
Yeah,
so
if
there
is
somebody
who
wants
to
make
a
comment,
you
can
do
it
in
the
chat
or
you
can
press
if
you're
on
the
phone.
You
can
use
the
ray's
hand
in
the
on
the
zoom
or
you
can
send
your
questions
to
via
email
to
evandro
cavallo
at
boston.gov,
avandro,
dot,
cavallo
boston.gov
would
be
the
answer,
and
our
next
meeting
is
march
17th
st
patrick's
day
and.
A
Right
good
night,
everyone
see
you
on
march,
17th,
we'll
see
vandro's
letter
by
next
wednesday.
Let's
respond
quickly,
so
we
can
get
this
out
and
ask
amber
if
she
will,
if
she
wants
to
talk
to
reyes
about
this,
that
would
be
great
and
see
if
she
can
look
around
and
see
if
she
can
see
other
people
who
have
documented
these
kinds
of
things,
other
human
rights
commissions
and
see.
If
we
can,
we
can
do
what
we
need
to
do
and
I
I
would
think
evandro.