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From YouTube: Boston Human Rights Commission Public Meeting 5.19.22
Description
Boston Human Rights Commission Public Meeting 5.19.22
A
Everybody
everybody
has
a
dei
job,
open
and
and
oftentimes
they,
you
know
reach
into
their
company
and
find
a
person
of
color
and
make
them
the
dei
person.
That's
a
you
know.
Dei
jobs
are
really
tough
jobs.
If
they're
going
to
be
one,
they
have
to
be
paid
and
have
access
to
board
and
ceo
two.
They
have
to
have
a
staff
and
three
they
have
to
know
what
they're
doing
well,
they
have
to
one.
They
have
to
also
care
about
it.
A
They
got
to
be
committed
and
passionate,
but
they
also
also
have
to
know
what
they're
doing
this
is.
You
know
I
don't
know
how
many
of
you
have
been
in
a
room.
I
certainly
have
on
a
number
of
occasions
where
somebody
comes
in
as
the
d-I-d-e-I
person
and
tells
us
what
we
can't
do,
so
we
don't
get
in
trouble
right.
I,
like
you
know
I
wanna
see
hold
on
a
minute.
You
know,
don't
tell
me
what
I
can't
do
so
I
won't
get
in
trouble.
Tell
me
how
you
know
we
can
make
this
work.
A
So
it's
a
better
organization
and
more
productive
in
terms
of
bringing
in
all
kinds
of
people
which
will
make
us
a
better
place.
So
I
I
worry
that
this
has
become
the
thing
of
the
day
without
the
right
underpinnings
of
of
training
people
of
what
it
means
to
be
good
at
this
job.
So
I
I
I
I
really
get
fearful
in
terms
of
seeing
what's
going
on.
I
see
the
nervousness
that
people
have
about
talking
about
race
and
white
supremacy,
people
are
afraid
to
say
the
wrong
thing.
A
People
have
thin
skins
and
it's
you
know
it's
better
to
make
a
mistake
than
not
say
anything
I
find
I
mean
we
gotta
talk
about
it
and-
and
I
think,
as
a
human
rights
commission,
human
rights
commissioners
should
be
some
of
the
people
pushing
it.
Maybe
we
don't
have
the
ability
to
do
it,
but
we
got
to
find
people
who
do
and-
and
I
find
so
many
people
who
know
it
should
be
done,
but
boy
they
don't
want
to
be
the
people
on
the
front
lines
doing
it
anyway.
A
I
mean
I
I
I
just
you
know
wanted
to
say
that
I
you
know
I
spent,
I
think
I
told
you
I
spent
a
weekend
at
yale
talking
to
my
old
colleagues
and
I'd,
say
they're
old,
because
we're
all
over
70
now
we're
old
who
were
in
the
forefront
of
doing
most
of
these
employment
discrimination
cases
in
the
early
70s
and
I'll.
Tell
you
it.
A
The
division
was
one
of
the
few
places
that
had
women
in
those
days
which
I
didn't
know,
and
we
had
more
black
lawyers
than
any
place
in
the
country,
more
women
and
more
black
lawyers
than
any
place
in
the
country,
and
I
didn't
realize
it
because
what
did
I
know?
I
just
got
there
out
of
law
school
and
I
thought
like
this
is
the
way
the
world
is
boy.
Was
I
wrong
right?
A
I
said
look
at
that
women
are
treated
just
like
everybody
else,
and
so
are
black
people.
No,
it's
not
the
way
to
start.
Then
it
was
all
downhill
after
that,
but
it
was
invigorating
in
some
ways
and
actually
we're
gonna
we're
gonna
meet
again
and
see
if
there's
something
we
can
do
even
as
old
people
to
to
find
ways
to
be
supportive
in
this
effort.
A
Human
rights
commissioners
should
be
stepping
in
and
saying
hell,
no,
no,
the
city's
wrong.
You
can't
do
this.
The
city
is
wrong
and
that's
the
kind
of
that's
one
of
the
one
of
the
roles
that
the
city
did.
The
human
rights
commission
should
be
doing,
and
one
of
the
things
I
hope
to
do
going
forward
after
this
is
spending
a
little
time
with
some
of
my
colleagues
from
the
old
days,
but
looking
at
some
of
the
ways,
maybe
human
rights
commissions
can
play
roles
that
are
more
productive.
A
A
I
don't
know
on
race,
discrimination
or
gender
or
by
transgender
people,
or
I
don't
know.
I
have
no
idea,
but
it
would
be
good
to
know
so
anyway,
that
you
know
I
I
want
to
know
I'm
I'm
stepping
down.
I
I
think
I
I'm
going
to
do
a
number
of
things,
one
of
them
sort
of
thinks
through
and
hopefully
be
helpful
and
make
some
recommendations
to
you
about
how
I
think
the
human
rights
commission
could
be
more
successful.
A
I
also
have
just
taken
a
position
as
the
chancellor
of
a
kenyan
university
in
africa.
You
know
why
not
and
it's
close
by
and
so,
but
I
will
always
be
supportive.
Clearly,
this
is
not
my
walking
away
from
these
these
efforts.
This
is
where
my
passion
and
commitment
lies.
I
just
think
that
maybe
other
places
where
I
can
be
more
effective
so
more
later
as
we
leave,
but
why
don't
we
move
to
susie?
Why
don't
you
make
your
report.
B
If
it's
okay,
I
would
love.
I
would
like
to
have
the
interns
present
first,
only
because
I
know
lilo's
at
a
graduation
event,
so
he's
hoping
to
present
earlier
on
so
that
he
doesn't
get
cut
off
or
anything.
So
I'm
gonna
have
the
intern
start
first.
So
then
we
can
get
on
with
my
report
and
the
discussion
on
bylaws.
A
A
D
Yeah
good
to
see
everyone.
Can
everyone
see
my
slides?
Yes,
okay.
I
just
want
to
thank
the
chairwoman,
the
commissioners,
susie
and
roy
for
all
your
leadership
and
for
allowing
us
to
continue
our
research.
This
term
I
did
three
research
assignments,
one
looking
at
civil
service
regarding
policing,
another
kind
of
actually
speaking
to
what
the
chairwoman
was
just
mentioning
kind
of
the
role
of
human
rights
commissions,
and
then
I
did
a
third
one,
just
looking
and
examining
police
reform.
D
So
all
those
reports
have
been
passed
to
the
commission,
but
what
I'll
I'll
be
talking
about
today
is
just
specifically
the
civil
service
research
that
that
I
explored
and
just
to
give
you
a
little
bit
of
background.
Civil
service
is
a
required
exam
for
police
fire
and
some
other
some
other
local
roles.
But
municipalities
have
the
right
to
exit
from
it.
D
They
have
to
petition
the
state
to
be
able
to
exit
from
it,
but
they
are
able
of
exiting,
and
this
came
from
the
boston
police
task
force
that
actually
recommended
the
city
reassess
the
civil
service
requirement
pertaining
to
the
boston
police,
department,
officer,
disciplinary
hiring
and
promotional
policies,
and
so
this
is
really
where
this
research
originated
from
and
so
I'll
walk.
You
through
three
bullet
points
identify
the
police
departments
that
exited
the
civil
service.
What
do
they
all
have
in
common?
D
D
D
D
D
It
takes
months
to
get
the
results,
and
so
it
becomes
a
really
inflexible
process
for
them
to
work
within
the
civil
service
exam,
and
this
is,
I
think,
a
major
and
really
critical.
Point
does
not
reflect
the
skills
and
knowledge
that's
actually
needed,
and
so
each
community
is
very
different.
Each
town
is
very
different.
Each
city
is
very
different
and
you
can
test
all
of
that
on
one
exam,
and
so
the
things
that
are
being
tested
on
the
exam
do
not
reflect
the
actual
skills
or
knowledge
that
are
needed.
D
Civil
service
can
serve
as
an
obstacle
to
hiring
women.
Like
all
standardized
exams,
civil
service
almost
becomes
like
an
industry
right.
There
are
people
if
you
pay
them.
60
bucks
they'll
run
a
course
they'll
help
you
prepare
for
the
exam,
you
can
buy
books
to
prepare
for
the
exam,
and
so,
if
you
are
a
single
parent,
you
now
not
only
have
to
find
the
resources
in
time
to
actually
take
the
actual
exam.
D
D
They
could
also
develop
relationships
with
other
police
departments,
and
so
potentially
police
can
transfer
and
fill
in,
and
it
just
became
a
little
bit
more
flexible
for
different
departments.
Exams
can
be
tailored
to
better
meet
the
needs
of
the
community,
and
so
departments
got
really
really
creative
on
the
type
of
exams
they
designed
after
they
left
civil
service,
so
maybe
to
gauge
in
a
candidate's
potential.
D
You
have
a
meet
with
community
members
right
so
instead
of
an
exam
they're
going
to
meet
with
a
panel
of
community
members,
maybe
you're
going
to
take
them
out
in
the
field
and
see
how
they
interact
in
the
field
and
so
design
a
more
tailored,
more
adapted
exams
that
better
meet
the
needs
of
the
community
and
also
engage
the
community
in
the
process.
Right
once
you
leave
this
the
system,
you
have
more
flexibility
to
do
that.
Barriers
to
recruiting
women
can
be
better
identified
and
removed.
D
Once
you
remove
the
inflexible
barrier
of
civil
service,
you're
able
to
really
examine
all
your
recruitment
processes,
you
have
the
flexibility
to
change
things
and
adapt
things,
and
you
can
you're
able
to
remove
those
barriers
for
recruiting
women,
greater
flexibility
in
determining
hiring
criteria.
So
maybe
you
want
to
have
a
language
preference
right
or
an
educational
level.
Community
representation
you'd
have
the
flexibility
and
the
authority
to
prioritize
those
in
hiring
a
lot
of
departments
did
that
regarding
language
right.
If
they
wanted
spanish
speakers
or
vietnamese
speakers,
they
were
able
to
prioritize
that.
D
Excuse
me
maybe
determining
a
public
forum
that's
best
to
gauge
public
opinion
and
see
what
the
public
thinks
right
and
then
the
commission
can
provide
suggestions
for
the
city,
whether
that's
to
exit
civil
service
or
to
remain
within
civil
service.
But
I
think,
what's
missing
from
the
research
is
what
communities
actually
think
right
and
it's
often
police
chiefs
want
to
leave
civil
service,
because
it's
inflexible
activists
want
to
leave
civil
service
for
for
activist
purposes,
but
we
don't
actually
know
what
communities
think
right.
A
D
C
C
C
You
worked,
you
did
one
of
your
briefs
on
linguistic
diversity
in
the
linguistic
capacity
in
boston,
police
department
and
the
city
council
is
speaking
up
on
that,
and
that
is
your
work.
I
didn't
hear
that
from
anybody
else
in
the
city.
You
know
not
for
the
past
20
years,
so
I
want
to
congratulate
you
on
on
putting
your
research
out
and
starting
to
help
shape
ideas,
if
not
policy
yet,
but,
and
I
look
forward
to
see
the
other,
the
other
briefs
that
you
prepare
for
this
semester.
D
E
D
I'll
just
add
one
more
thing
about
the
veterans.
Some
of
the
departments
that
have
left
so
like
framingham,
for
example,
still
kept
a
veteran
requirement,
but
they
changed
their
requirements
right
so
maybe
up
the
education
level.
So
now
you
still
got
veterans,
but
maybe
you
had
veterans
with
master's
degrees,
maybe
veterans
with
social
work
backgrounds
and
so
you're
not
able
to
eliminate.
You
know
you
don't
necessarily
have
to
eliminate
the
veteran
requirement
right,
but
you
can
add
other
requirements
that
makes
it
more
representative
and
better
for
the
community.
A
D
Think
you
have,
you
have
solid
qualitative
data
that
I
just
presented
and
I
think
we
can
get
some
quantitative.
I
think
what
we're
missing
is
the
community
informed
data,
and
so
maybe
we
just
have
to
dig
that
up
right,
but
kind
of
the
community
voice,
and
I
wouldn't
I
wouldn't
want
to
push
a
decision
unless
we
had
that
community
voice.
A
A
You
know
there's
another
thing
going
around
the
country
which
is
called
30
by
30.,
it's
30
by
2030..
If
you've
heard
of
it,
I
think
we've
talked
about
it
before,
which
is
30
of
police
forces.
Women
by
2030
and
there's
hundreds
of
police
departments
have
signed
on
including
new
york
city,
but
not
boston.
A
Something
we
might
also
bring
forward
in
our
recommendations
is
that
the
city
might
look
at
that
pledge,
since
a
lot
of
other
people
seem
to
think
it's
quite
important.
We
have
a
very
low
percentage
of
women
on
the
police
force.
Do
you
know
what
it
is?
I
know
it's
very
low,
but
I
don't
know
what
it
is.
I
think.
D
F
I
think
this
one
issue
that
comes
up
significantly
with
civil
service
is
the
ability
for
promotions
to
happen
and
who
gets
promoted.
It
seems
that
it
might
be
interesting
for,
in
the
context
of
a
hearing,
to
examine
the
significant
number
of
court
rulings
that
have
happened
in
my
lifetime
when
it's
come
to
the
boston,
police,
civil
service,
promotional
exams
and
who,
who
gets
the
cut
and
who
doesn't,
and
how
that.
F
I
believe
I
could
be
wrong,
but
I
believe
that
some
of
the
rulings
undermine
the
structural
racism
that
was
involved,
and
I
think
something
like
that
might
be
a
good
avenue
for
start.
If
we
could
highlight
specifics
that
are
structurally
in
play
that
create
bias
and
create
actions
of
discrimination
when
people
are
not
promoted.
F
So
it
is
interesting,
and
I
think
that
might
be
something
that
would
be
worth
exploring,
because
that
would
highlight
some
of
the
challenges
not
just
the
recruiting
to
getting
in
the
door.
But
who
gets
to
the
civil
service
ranks,
not
the
not
the
political
appointees
of
deputies
and
superintendents
and
such
but
the
civil
service
ranks
of
promotions.
I
think,
would
be
important
to
look
at.
A
F
C
F
The
only
way
within
that
structure
is
that
the
structure
that
boston
has
adapted
and
is
there
any
proposals
underway
there
that
would
that's
already
in
process
that
we
don't
know
about
that,
might
either
add
to
the
conversation
or
change
it
a
bit.
Since
this
is
again,
this
has
been.
This
discussion
has
been
going
on
my
entire
lifetime.
It's
nothing
new!
F
F
That
at
some
point,
we
need
to
start
bringing
out
the
highlights
of
the
victories
and
change
over
the
years
and
put
them
in
one
one
format,
to
kind
of
articulate
why
there
may
be
a
need
for
a
change
and
then
explore
what
those
change
or
that
be
more
up
to
administration,
to
explore
what
those
those
changes
should
be.
But
I
think
if
we
could
highlight
specifics
that
do
bring
a
critical
lens
to
this
discussion.
That
would
be
value
added.
A
B
Yeah
I
had
the
same
thought
process
because
that's
a
perfect
segue.
Unfortunately,
I
don't
have
too
much
information
on
it
yet
because
it
hasn't
started
yet.
But
what
I
will
tell
you
is
the
director
of
opet
stephanie
everett
has
reached
out
to
the
commission
she's
starting
a
small
team
or
a
coalition
which
will
include
city
analytics
bpd,
the
equity
inclusion
cabinet
office
hrc,
and
I
believe
there
might
be
others,
but
I'm
not
sure.
B
Yet
it's
regarding
a
rfe
or
request
for
proposal
that
they're
drafting
it
will
include
the
creation
of
equity
assessment
tools
to
evaluate
bpd
policies
and
procedures
and
also
send
me
semi
annually,
report
on
bipac
train
bipark.
Sorry,
I
could
talk
by
park.
Hiring
promotion
and
retention
within
bpd,
so
hsa
will
be
part
of
this
coalition
to
draft
the
rfp
and
once
a
consultant
is
hired
to
come
up
with
a
benchmark
plan
on
what
the
consultant
will
should
focus
on
when
in
regards
to
these
issues.
B
A
B
I
don't
have
the
answer
for
that,
and
I
know
that
because
we
don't
even
have
a
start
date
on
the
coalition.
Again,
I
don't
have
details
about
it.
That's
the
extent
to
what
I
have
right
now,
also
chris
osgood
just
joined
just.
I
just
wanted
to
highlight
that.
But
to
answer
your
questions,
I
don't
have
a
definite
answer
to
that,
but
this
was
brought
forward
and
why
I'm
bringing
it
forward
to
you
all,
but
that's
the
extent
to
the
knowledge
I
have
right
now.
Yeah.
A
A
This
cannot
be
the
only
place
to
report
hate
crimes
in
the
police
department.
There
should
be
a
way
to
report
them
at
the
human
rights
commission,
not
just
the
police
department,
the
the
hate
crime
numbers
reported
in
the
police
department
in
boston
are
very
low
and,
and
you
can
cooperate
with
them
or
collaborate
with
them.
That's
great,
but
all
I'm
suggesting
is
there's
got
to
be
a
place
at
human
rights
where
they
can
also
come.
B
That
I
had
with
them
regarding
a
potential
referral
partnership
in
a
way
because
they
did
bring
up
that
they
have
hate
incidents
and
hate
crimes.
So
the
hate
incidents
are
the
ones
that
don't
amount
to
a
crime,
and
all
of
that
so
we
have
had
conversations
about
those
incidents
that
have
not
amounted
to
a
crime
or
victims
that
maybe
don't
want
to
pursue.
The
matter
in
court
be
referred
to
our
office
where
amber,
can
investigate
those
and
help
those
individuals
and
potentially
talk
in
the
future.
A
G
A
G
My
deepest
appreciation
to
you,
chairwoman,
for
all
your
work,
you
have
been
truly
a
great
source
of
inspiration
for
me.
Thank
you
as
well
for
the
opportunity
you've
given
and
all
the
encouragement
to
undertake
this
work.
So
my
name
is
talia.
I
am
a
doctoral
candidate
at
the
school
for
global
inclusion,
social
development
at
the
university
of
massachusetts,
boston
good
evening,
everyone.
I
am
deeply
thankful
for
this
precious
opportunity
to
be
part
of
the
commission's
work
as
a
graduate
student
of
a
minority
serving
institution.
G
G
G
So
this
presentation
will
walk
you
in
10
minutes
through
some
of
the
key
aspects
of
the
research,
mainly
the
research
methods,
its
findings
across
the
three
topics,
and
then
I
will
sketch
out
some
takeaways
and
conclusions
in
the
interest
of
time,
as
I
will
not
go
through
in-depth
references
for
each
of
these
topics.
I'd
like
to
mention
that
these
can
be
found
in
the
final
project
report.
G
The
research
applied
a
multi-methods
approach
which
drew
on
several
sources
of
data.
I
attended
a
webinars
on
grant
programs
to
advance
digital
inclusion
and
equity
at
the
state
and
local
levels.
Five
of
these
webinars
were
organized
by
the
federal
communications
commission.
They
touched
on
several
important
topics
such
as
how
to
connect
black
communities
and
how
to
tackle
health
and
the
health
and
the
disability
related
challenges
by
providing
reliable
and
high-speed
broadband.
G
The
research
also
sourced
information
through
three
expert
interviews
conducted
to
the
benton
institute
for
relevant
and
society,
the
national
digital
inclusion
alliance
and
the
pure
charitable
trusts.
I
take
this
opportunity
to
thank
the
interviewees,
who
so
generously
provided
the
project
with
their
time,
expertise
and
insights.
G
G
The
project
has
identified
to
be
relevant
specifically
for
states
and
cities,
given
their
focus
and
rules
I'll
go
through
each
of
them
within
arpa,
the
state
and
local
fiscal
recovery
funds
slf
are
more
relevant
to
boston
than,
for
example,
the
capital
projects
fund,
because
the
former
flow
directly
through
states
and
localities
according
to
the
future
travel
trusts.
The
important
thing
about
slf
funds
is
that
they
are
very
flexible
compared
to
mass
federal
funding.
This
means
that
they
are
multiple
uses
for
them,
broadband
being
one
of
the
allowable
users.
G
Hence,
the
slf
funds
could
technically
be
used
for
infrastructure
and
support
affordability
as
well.
On
january
this
year,
the
department
of
the
treasury
released
the
final
rule
of
this
program,
which
took
effect
last
april.
The
new
rules
have
awakened
a
debate
around
how
to
better
target
the
least
serve
communities
through
these
funds
without
having
to
compete
with
better
off
neighborhoods,
which
are
also
eligible
within
the
bipartisan
infrastructure
and
investment
jobs
act.
G
Particularly
the
digital
equity
act
makes
these
funds
available
through
three
sequence
programs
to
promote
digital
inclusion,
the
state
digital
equity
planning
program,
the
state,
digital
equity
capacity
program
and
the
competitive
grant
program
eligible
entities
use
a
planning
grant
to
develop
a
digital
equity
plan
which
is
required
to
participate
in
the
capacity
program.
The
ntia
issued
these
programs
no
fuss
just
two
days
ago
on
may
17th.
G
Now,
regarding
the
best
practices
on
how
local
and
state
governments
are
spending
the
money,
according
to
the
benton
institute
in
boston,
one
of
the
actions
the
city
could
first
take
is
making
sure
that
those
who
don't
have
broadband
subscriptions
at
home
are
aware
of
the
affordable
connectivity
program,
for
example.
So
it
is
important
to
do
outreach
to
low-income
households.
G
Digital
navigate
navigators
excuse
me
are
people
who
usually
go
into
the
communities
and
help
sign
people
up
for
subsidies.
The
model
this
particular
model
has
been
proven
useful
in
cities
like
austin,
texas
and
seattle,
washington,
and
according
to
this
expert
body,
it
has.
This
model
has
have
a
positive
effect
across
these
cities.
G
G
At
this
part,
this,
particularly
this
particular
step,
has
been
highlighted
as
a
good
model
and,
additionally,
investing
in
networks
and
digital
skills.
Support
helps
address
digital
redlining,
for
example,
and,
for
instance,
in
the
city
of
chandler,
in
arizona
it
has
used
four
million
dollars
of
arpa
funds
already
to
replace
and
expand
existing
fiber
opting
cabling
to
increase
resiliency
of
service
and
speed
of
operation.
G
In
the
context
of
this
project,
we
also
review
the
digital
equity
plans
of
philadelphia,
portland
san
francisco
and
seattle,
to
identify
lessons
that
could
inform
the
city
of
boston's
efforts
towards
accessing
and
leveraging
the
iij
funds,
particularly
to
ensure
that
all
residents
reap
the
full
benefits
of
the
digital
age.
Some
of
these
lessons
are
leadership
and
centralized
coordination.
A
central
office
coordinated
the
development
of
digital
equity
plans
in
portland
and
seattle
within
the
city
government.
G
The
existence
of
an
official
mandate
for
developing
a
plan
in
2011
with
an
official
monday
portland's
office
for
community
technology,
pulled
resources
from
multiple
city
departments
to
engage
the
community
in
the
development
of
a
digital
inclusion
plan.
Another
lesson
is
involvement
from
the
ground
up.
The
four
cities
created
an
inclusive
planning
process
by
engaging
those
without
access
to
proven
at
home
and
diverse
groups
of
organizations.
G
Further,
each
of
the
four
cities
engage
in
their
own
research
to
guide
their
plants
goals
and
baselines.
The
digital
equity
plans
of
these
four
cities
set
goals,
objectives
and
strategic
actions
aimed
at
countering
each
of
the
main
barriers
hindering
the
residents
opportunities
to
access
the
digital
tools.
G
Based
on
this
analysis,
we
found
commonalities
across
the
aspects
that
the
fcc,
the
ntia
and
policy
experts,
recommend
as
important
to
access
the
federal
money
and
make
the
most
out
of
it
for
region
to
digital
divide.
First,
digital
equity
plans
to
facilitate
the
coordination
and
implementation
of
measures
to
address
persistent
barriers
to
digital
equity
and
inclusion.
G
Cities
that
have
adopted
a
digital
equity
plan
have
done
so
because
local
governments
make
it
a
priority.
Local
planners
should
ensure
that
excluded
groups
are
included
in
the
digital
equity
planning
as
well.
Using
research
from
various
sources
to
inform
the
planning
process
is
a
key
aspect.
It
is
crucial
to
learn
from
lived
experts
and
also
use
a
holistic
data
collection
approach.
G
Also
outreach
efforts
are
critical
in
rural
and
less
populated
areas
among
older
adults
and
in
communities
with
a
large
share
of
foreign-born
residents.
Given
the
level
of
funding,
a
robust
monitoring
system
could
help
evaluate
the
program's
effects
on
reducing
digital
barriers
to
wrap
up
this
presentation.
There
are
some
takeaways
first,
our
past
state
and
local
fiscal
recovery.
G
Funds
are
relevant
to
the
city
of
boston
and
so
are
the
iij's
digital
equity
act
programs
and
the
middle
mile
broadband
infrastructure
grant
program
whose
nofa's
have
been
issues
just
two
days
ago
accessing
the
funds
required
grantees
some
policy
preconditions,
including
having
a
digital
equity
plan
in
place.
Several
uscds
have
demonstrated
that
it
is
possible
to
breach
the
digital
divide
through
planning,
engagement
and
sufficient
funding.
G
Finally,
it
is
important
to
conclude
by
mentioning
that
this
research
trajectory
has
brought
us
into
a
crucial
moment
today.
Boston
is
experiencing
a
unique
and
critical
juncture
where
federal
programs
providing
once
in
a
generation
of
funding
opportunity
align
with
the
mayor's
willingness
to
close
the
digital
gap,
thereby
realizing
the
rights
that
are
inherently
associated
with
having
access
to
reliable
and
high-speed
robots.
G
This
challenge
requires
an
all-hands-on-deck
approach
whereby
governments,
its
multiple
agencies,
civil
society
and
service
providers,
align
toward
the
same
goal.
The
city
of
boston
can
greatly
benefit
from
this
potential
from
the
potential
that
these
funds
have
for
addressing
digital
inequities,
and
with
this
I
conclude
my
presentation.
Thank
you
again
all
for
this
precious
opportunity.
A
A
C
C
B
I
actually
just
wanted
to
read
his
comment.
He
wrote
a
comment
in
the
chat,
so
he
said
thank
you
to
leah
for
this
thoughtful
and
timely,
thorough
report.
He
is
joined
by
santiago
garces,
the
mayor's
chief
information
officer.
These
recommendations
are
particularly
helpful
as
we
look
to
advance
digital
equity
in
boston,
we
will
work
with
susie
and
sharon
mckenna
to
follow
up
and
he
thinks
the
commission's
focused
on
this
issue.
I
just
want
to
make
sure
that
was.
Everyone
saw
that.
B
A
I
know
about
that,
but
that's
not
a
committee.
I
know
about
that.
I
knew
that
there
was
all
of
the
departments
were
brought
together
to
talk
about
it,
but
it
was
just
like
bring
all
of
the
departments
together
right,
but
what
I'm
trying
to
figure
out
is
out
of
that.
Did
there
come
a
committee
to
work
on
this,
and
I
bet
no
one
here
knows
that.
Maybe
if
you
don't
know
you
don't
know,
I
mean
you
know.
A
I
I
see
that
chris
is
saying
that
it's
in
the
works
and
we're
expected
to
put
one
you
know
they're
putting
one
together,
it's
it's
not
together,
but
they
they
know
how
important
it
is
and
they're
putting
it
together
and
they
do
have
some
people
who
have
some
capacity
in
this
area.
I
know
ann
swagger
is
certainly
one
of
those,
though
she's
got
a
couple
other
jobs
too.
A
So
you
know,
I
think
the
important
thing
is
to
have
someone
in
leadership
in
this
position
and
move
it,
because
the
timing
is
now
right
before
we
for
losing
this
opportunity
and
and
talia's
work
certainly
is
the
basis
for
it
to
put
something
together
and
and
if
there's
any
way
the
commissioner,
anybody
on
the
commissioner,
talia
or
others
can
be
helpful.
I
think
the
answer
is.
We
would
be
glad
to
in
any
way
that
we
can
so
we'd
be
glad
to
do
that.
G
G
I
I
just
want
to
appreciate
your
words
and
commissioners
reyes
words
and
also
chris
comment
to
your
question,
and
I
would
also
like
to
express
that,
to
the
best
of
my
knowledge,
I'm
not
aware
of
the
internal
processes,
but
I
could
say
that
at
the
state,
for
example
of
massachusetts,
I
have
a
hard
time
trying
to
get
the
the
state's
plan.
I
know
they
do
have
an
actual
annual
plan,
which
is
not
really
a
digital
equity
plan.
G
G
I
do
know
that
the
nofolls
are
up
two
days
ago,
and
I
that
was
a
question
that
was
certainly
asked
by
many
several
cities
during
the
webinars
and
the
ntia
and
the
fcc
couldn't
come
with
a
precise
answer.
It's
just
a
matter
of
getting
into
the
nofas,
but
I'm
what
I'm
sure
is
that
several
cities
across
the
country
are
already
you
know,
having
their
hands
on
deck.
This
hands-on
deck
approach
to
move
forward
as
soon
as
possible.
These
plans.
A
Yeah,
okay,
any
other
questions
we
have
in
this
area.
I
mean,
I
always
think
of
the
the
you
know.
This
is
the
new
town
square.
Is
broadband?
It's
a
new
way
that
you
know
we
communicate
and
and
keep
our
democracy
going,
which
is
certainly
been
put
at
risk
lately,
and
it's
so
important
for
people
to
have
access
to
broadband,
to
good
broadband
and
and
as
yet
in
boston.
We
don't
have
that
and
we
should-
and
this
is
the
time
right-
this
is
the
once
in
a
lifetime
opportunity.
A
C
D
A
A
B
And
I
just
yeah,
I
just
wanted
to
clarify
that
we're
not
gonna
have
bpd,
and
I
I
I
don't.
Maybe
I
said
it
incorrectly
or
it
wasn't
clear
like
we're.
Not
gonna
have
bpd
be
the
sole
place
to
go
for
hate
crimes,
but
one
way
we
can
do
that
is
collaborate
right,
so
they
can
refer
to
us.
And
then
we
can
talk
about
an
outreach
strategy
to
make
sure
that
individuals
know
that
they
could
go
to
bpd
or
they
could
come
to
us.
C
I
I
would
like
to
know
I
mean
I
understand
this
is
about
the
police,
but
how,
in
my
experience,
one
of
the
places
where
hate
crimes
happen
or
hate
incidents
happen
more
often
is
at
schools,
at
least
in
my
in
my
in
my
experience
and
also
on
the
street.
When
there's
nobody,
you
can't,
you
can't
go
get
anybody.
C
So
how
are
we
going
to
be
able
to
connect
with
these
streets
and
the
schools,
and
these
all
this,
the
you
know
even
city
hall?
How
are
we
going
to
do
that?
I
I
think
we
we
need
to
figure
out
that,
in
addition
to
the
police
reporting,
of
course,
but
that,
as
you
all
have
said,
is
a
smaller
number
of
the
incidents
that
happen
in
the
city.
B
I
I
think,
that's
something
we
can
all
talk
about,
how
we
can
do
outreach
in
the
schools
and
figure
out
how
we
can
get
into
the
schools.
I
think
the
step
with
the
bpd
is
a
step
in
the
right
direction
and
we
can
use
this
as
a
pilot,
maybe
to
see
how
we
can
get
into
schools
and
maybe
even
hospitals,
but
maybe
using
this
as
a
pilot
and
then
coming
up
together
on
a
plan
on
how
we
could
go
to
schools
and
and
other
places.
But
I
don't
have
a
definite
answer
to
that.
E
A
A
You
know
if
you
see
hate
or
you're
the
subject
of
it
call
or
report,
or
you
know
so
so
we
have
that
information,
it's
not
to
the
police.
It's
to
us,
that's
what
la
did
and
you
might
check
la
and
see
what
their
experience
has
been,
because
I
they
had
they
had
it
all
over.
The
polls
called
two
one.
One.
B
Absolutely,
I
think,
that's
one
really
good
suggestion.
I
think
we
should
like
open
that
up
and
explore
that
more
or
even
explore.
Other
things
that
I
know
was
brought
up
last
time,
like
an
anti-hate
coalition
like
the
san
francisco
human
rights
commission,
because
that's
another
option,
I
do
think
that's
a
larger
conversation
for
the
sake
of
time,
because
I'm
also
looking
at
the
time
not
something
we
can
come
up
with
right
now,
but
I
think
that
that's
the
right
direction.
A
B
C
Do
we
anything
in
the
budget
in
order
to
get
this
project
going?
It's
not
quite.
I
know
it's
not
my
my
my
place
to
ask
about
the
budget
thing,
but
I'm
anticipating
with
a
little
administrator
head
that
I
have
that
that
if
we
are
going
into
that
direction,
we
might
want
to
start
putting
things
on
paper
in
order
to
build
enough
resources
that
we
can
do
a
campaign
and
that
we
can
that
we
can
push
really
hard
from
the
beginning
and
bring
other
folks.
C
B
E
E
B
C
A
A
A
A
B
B
A
C
C
C
D
C
C
C
C
D
A
C
A
C
A
C
A
A
F
D
F
What
we
can
do
is
kind
of
put
together
a
nice
briefing
before
the
meeting,
so
everyone's
on
the
same
page.
I
think
it's
going
to
be
a
challenge
once
we
start
looking
at
what
proposals
are
the
challenge
will
be
reconciled
where
we
want
to
be
and
what
other
people
have
tried.
So
I
think
that's
where
it
would
be
very
good
to
have
maybe
a
couple
proposals
that
we
bring
it
back
to
an
open
meeting
or
a
monthly
meeting,
and
then
we
kind
of
vet
it
and
walk
it
through.
A
Is
there
a
second
okay,
all
those
in
favor
all
right
opposed?
Okay,
so
we
have
a
motion
seconded
and
reyes
and
robert
are
appointed
to
that
subcommittee,
supported
by
susie
and
we'll
ask
adam
to
get
somebody
from
his
shop
to
support
it
as
well.
Okay,
good
work-
and
we
could
is
there
anything
else
before
we
go
to
the
public
comments
that
we've
forgotten.
A
B
C
Well,
I
want
to
take
the
opportunity
to
thank
chairwoman
mckenna
for
the
work
she's
done
for
the
leadership
she's
shown
and
for
the
very
tough
times
she
has
helped
us
gone
through,
especially
through
the
covet
we've.
We've
never
been
able
to
meet
in
person
as
a
commission,
and
yet
we
have
accomplished
something.
I'm
I'm
especially
grateful
for
your
support
of
research
that
the
students
from
the
graduate
students
from
umass
boston
have
been
able
to
provide.