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From YouTube: Boulder County Consortium of Cities Wed, Dec 1, 2021
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A
So
I'm
gonna
start
out
with
the
introductions
and
if
I
miss
somebody,
please
don't
be
shy
and
I'll,
try
and
manage
that
piece
and
then
I'll
do
a
quick
introduction
as
well
and
then
we'll
get
going.
So
we'll
start
with,
let's
see
here,
let's
start
with
lions
and
I've
got
trustee
rogan.
But
I
don't
know
if
there's
anybody
else
where
I'm
lying
so
I'll.
Let
you
kick
it
off.
A
B
C
A
E
J
Well,
we
were,
we
were
hoping
to
have
a
trustee
or
two
on
the
call
today,
but
I
don't
see
them
quite
yet.
Fingers
crossed,
but
I'm
gabby
ray
director
of
communications
and
with
me
today
is
alberto
you'll
hear
from
him
a
little
later.
I
don't
know
if
you
want
to
introduce
yourself
real,
quick
in
your
title.
It's
new
at
yuri.
K
L
A
Thank
you
and
my
name
is
martha.
Luchamin,
I'm
a
district
2
boulder
county
commissioner
live
in
longmont,
and
so
I'm
glad
to
see
you
all
here.
We
are
always
graceful
and
the
consortium
of
city.
So
folks
who
join
us
and
jump
in
and
jump
out,
we'll
give
folks
another
opportunity
to
introduce
themselves
a
little
later
and
so
our
meeting
agenda
we
start
at
6
30.
We
are
we'll
be
done
by
8
30,
if
not
a
little
earlier.
A
We
also
take
a
break
right
in
the
middle,
try
and
do
about
in
the
middle,
so
you
can
fill
your
beverage
or
eat
your
dinner.
Take
care
of
whoever
you
need
to
take
care
of
at
in
your
location
at
that
moment.
So
just
to
kind
of
do
some
planning.
Thank
you
mark
for
putting
the
agenda
in
the
chat,
we'll
we've
done
our
introductions
and
as
we've
done
all
year,
we
have
in
the
beginning
of
2021.
A
We
virtually
got
together
and
talked
about
really
using
the
consortium
of
cities
as
a
working
group
to
chose
some
topic
areas
that
everybody
felt
like
they
could
learn
more
about.
They
could
share
about
that.
We
could
really
engage
with
each
other
and
with
the
purpose
and
the
goal
of
collaborating
learning
from
each
other
and
hopefully
really
using
each
other
as
resources
for
community
topics
that
are
on
a
high
level
affecting
all
of
us
and
as
we
learn
and
do
more
work,
we
can
do
more
together
and
hopefully,
leverage
some
of
that.
A
So
that
is
how
we
have
set
up
the
the
consortium
of
cities.
I'm
really
honored
to
be
able
to
lead
this
work,
and
and
when
we
talk
about
multiple
projects,
I
think
it
was
mark
who
just
mentioned
one
of
the
projects.
So
mark
is
a
staff
support
person
for
this
particular
committee.
So
thank
you.
Everybody
for
joining
in
and
as
you've
got
new
electeds
in
your
town
or
your
city.
A
So
I
want
to
first
give
folks
an
opportunity
to
give
any
comments
updates
if
there's
an
event
going
on
in
your
town
that
you
want
to
share
out.
We
encourage
everybody.
You
can
use
the
chat
and
let's
not
be
remiss
to
give
folks
our
contact
information.
No,
we
can't
make
assumptions
that
everybody
one
gets
that
introduction
to.
Some
of
us
have
never
met
in
person,
even
our
own
entities.
So
how
would
we
have
phone
numbers
and
contact
information
so
feel
free
to
use
that
chat
as
we
go
through
our
presentations
tonight?
A
Our
topic
is
about
community
equity,
and
one
of
the
reasons
that
we
brought
chose.
Those
broad
topics
was
because,
from
our
mountains
to
our
planes
to
our
cities,
different
topics
mean
different
things
and
people
are
doing
different
types
of
work
and
are
in
planning,
and
some
of
us
have
really
elaborate
work
already
happening,
and
so
how
can
we
learn
from
each
other
and
work
together?
A
So
I
want
to
give
folks
first
a
few
minutes
to
any
activities
that
are
happening,
that
you
want
to
share
out
and
let
the
rest
of
us
know
about
and
if
you've
got
websites
or
links
to
those
activities
that
you
want
people
to
share
on
their
social
media.
Let's
be
collegial,
let's
be
collaborative,
and
I
know,
town
of
lions
has
something
coming
up
this
weekend.
So
how?
If
you
want
to
share
about
it
and
then
we'll
go
around
and
feel
free
to
raise
your
hand
either
virtually
or
like
this
and
we'll
call
on
you.
B
Sure
saturday
is
the
town
of
lions
annual
winter
parade,
and
I
don't
know
if
any
of
you
have
come,
but
there
are
actually
most
of
the
people
in
the
parade
live
in
town.
So
there's
virtually
nobody
watching
the
parade
who's
who
lives
in
lines
because
we're
all
in
it.
It's
a
super
fun
family
friendly
event.
Unfortunately,
we
had
to
cancel
the
fireworks
for
obvious
reasons,
but
it's
going
to
be
super
fun,
so
come
on
out
and
say,
hi
to
santa
et
cetera,
et
cetera,.
D
B
C
I
The
to
continue
that
coordination
I'll
slide
right
in
the
middle
of
those
and
give
something
for
everybody
to
do
on
saturday
morning.
So
we
this
past
year
approved
a
agreement
to
enter
into
a
sister
city
agreement
with
the
town
of
canbari
nepal,
and
we
are
hosting
the
first
ever
bazaar
here
in
superior
at
our
new
community
center,
and
a
portion
of
all
proceeds
will
go
to
our
sister
city
project.
A
It
looks
like
there's
a
few
there
in
the
chat
as
well
so
great
and
if
you
think
of
something
else,
feel
free
to
raise
your
hand
and
share
it
out
great
all
right.
Well,
we
will,
let's
see
here,
we'll
move
on.
I
guess
I
didn't
officially
call
this
meeting
to
order,
but
I
hope
that
everybody
took
that
let's
get
going
at
6
31
as
an
official
order.
A
So
let's
talk
about
a
couple
things.
I
want
to
just
give
a
a
chance
to
talk
about
previous
meeting
topics
if
there
was
anything
specific
that
people
wanted
to
get
back
to
that
had
notes
on
end
or
questions
about
feel
free
to
to
bring
that
up
and
we'll
talk
about
that
here
for
a
couple
minutes.
Otherwise,
unless
there
was
something
specific
mark
that
you
had
received
emails
about
or
inquiries
about,
okay.
M
A
H
That's
been,
you
know
used
for
what
decades
now
the
idea
that
there's
a
mobile
library
that
gets
you
know
library
services,
but
we're
really
looking
at
it
as
a
way
to
build
upon
the
the
work
that
we've
had
with
the
pandemic.
You
know:
we've
had
mobile
test
sites,
we've
had
mobile
vaccination
sites
now,
we'll
continue
to
build
upon
that
with
health
and
human
services,
recreation,
space
activities
and
so
continuing
to
build
on
that.
H
N
Hello
there
sorry
for
being
late.
I
had
to
pick
up
my
daughter
at
soccer
practice,
I'm
ari
harrison,
I'm
the
board
of
trustees
for
erie.
I
work
with
alberto
and
gabby
and
they
make
me
look
good,
so
I
appreciate
all
their
help,
but
looking
forward
to
learning
more
about
everything,
that's
going
on,
thank
you.
A
Absolutely
thanks
for
being
here
and
no
apologies
necessary
at
all
and
we'll
continue
to.
Let
folks
do
quick
introductions
if,
if
anyone
else
jumps
in
as
we're
midway
through
the
the
our
meeting,
we're
talking
about
the
arpa
piece
right
now-
and
I
do
want
to
give
just
an
update
for
folks
for
what
we're
doing
here
at
baltimore
county
is
well.
A
Some
of
you
know
that
we
did
a
community
engagement
process
to
address
and
give
community
members
throughout
boulder
county
an
opportunity
to
tell
us
where
they
feel
like
that
63.3
million
dollars
for
the
boulder
county
specific
allocation
should
be
spent.
That
process
of
engagement
is
complete.
The
survey
is
done.
We
had
more
than
1500
survey,
respondents
come
in
and
and
had
a
facilitator
and
their
team
put
those
together
and
the
outcomes
came
out
as
really
the
top
three
priorities
and
that
group
met
in
a
public
meeting.
It's
on
the
website.
Bouldercounty.Org.
A
If
folks
are
interested
in
in
hearing
a
little
bit
more
about
that.
But
what
I
will
tell
you
is
that
we
are
now
starting
today
actually
december
1st.
There
is
an
application
process
for
folks
who
may
want
to
participate
over
the
next
three
months
in
working
groups
dedicated
to
those
three
themes.
The
first
one
is
economic
challenges.
A
A
So
if
you
haven't
received
that
report,
yet
I
can
get
that
out
to
you.
We
just
got
the
the
spanish
language
translation
of
that
report
back
yesterday.
So
all
of
those
resources
again,
everything
has
been
on
the
website-
will
continue
to
be
updated
on
the
website.
As
all
of
you
know,
if
you're
receiving
and
accepting
arpa
funding,
there's
some
significant
federal
guidelines
to
follow
through
the
entire
process
since
august
31st,
when
that
first
federal
requirement
came
about
so
that's
just
an
update
on
where
we're
at,
and
I
think
we
certainly
share
some
of
those.
A
Those
three
topics
or
just
shared
issues
throughout
the
state
of
colorado
and
certainly
in
the
communities,
did
a
really
inclusive
and
outreach
project
to
get
to
that
information.
So
I
hope
you
all
use
it
and
and
feel
free
to
to
ask
questions,
etc.
So
I'll
put
some
of
that
information
in
the
chat,
but
that's
where
we
are
in
our
next
step
and
and
so
phase
two
will
then
we're
putting
the
working
groups
together.
Those
working
groups
will
be
recommended
to
the
board
of
county
commissioners
on
december
16th.
A
A
So
that's
our
plan
for
that
63.3
million
dollars
and,
of
course,
some
of
that
money
has
already
been
spent,
as
you
know,
for
immediate
immediate
funds
working
with
our
resource,
centers
and
clearly
with
public
health
as
the
global
pandemic
continues.
So
that's
my
update
if
there's
questions
happy
to
respond
to
them.
Otherwise,
I'll
put
that
other
information
in
the
chat
would
love
to
hear
from
anybody
else
who
has
updates
around
what
they
are
doing
and
with
their
arpa
funding.
If
there's
pieces
that
you
want
to
share.
I
I
We
have
a
significant
amount
of
expenditures
that
are
required
at
our
water
treatment
plant,
so
we
are
actually
using
these
funds
to
help
fund
those
those
expenditures,
and
it's
it's
not
going
to
cover
all
of
the
all
the
expenditures
that
we'll
need
to
put
in,
but
it'll
it'll
certainly
make
a
big
dent
for
the
community.
It
will
help
ensure
that
we
don't
have
to
increase
rates
to
to
cover
any
of
these
expenditures
that
we'll
have
to
make.
A
A
Great,
I
put
the
information
in
there
for
that
meeting
on
monday
mornings.
If
anybody
hasn't
received
that
invite
don't
be
shy,
just
let
me
know-
and
I
can
add
you
to
my
outlook-
calendar
good
all
right.
So,
let's
get
to
the
and
I
realized
I
did
go
a
little
bit
at
order.
So
I
apologize
about
that.
I
hear
I
said
here's
the
agenda
and
then
I
then
I
moved
in
in
different
orders.
A
Some
of
you
sent
the
presentations
over
for
us
to
manage,
and
otherwise
you'll
we'll
give
you
a
chance
to
share
your
screen
and
or
just
present,
your
information
and
tonight
we're
talking
about
community
equity,
whatever
that
means
to
you
and
your
teams,
your
leadership
teams
and
staff
etc
for
your
community,
and
I
want
to
give
folks
an
opportunity
mark.
I
might
just
give
you
and
let
have
you
call
out
who's
going
to
start
first,
because
I
know
we've
got
at
least
two
presentations,
but
you
may
have
gotten
notice
of
more.
L
A
D
Sure,
yes,
I
was
trying
to.
I
was
actually
trying
to
remember
which
cities
that
mark
had
just
mentioned
and
whether
we
were
last
in
the
alphabetical
order,
but
either
way.
Maybe
I
should
go
back
to
grade
school
with
my
children
yeah.
No.
I
appreciate
the
opportunity
to
talk
a
little
bit
about
the
equity
work
that
we've
been
doing
and
and
you'll.
D
You
know
in
2020
about
equity
and
diversity
included
and
how
we,
as
a
community
of
lewisville,
could
do
a
better
job
of
being
inclusive
and
equitable
and
welcoming
both
to
you
know
to
our
citizens,
our
residents,
but
folks
who
might
want
to
start
business
here.
You
know
and
and
and
similar.
So
so
we
started
a.
D
We
created
a
task
force
in
that
and
the
the
the
charge
to
that
task
force
was
really
around
sort
of
making
recommendations
to
city
council
related
to
equity,
diversity
and
inclusion
in
lewisville
and
just
to
to
talk
a
little
bit
about
it.
We,
we
really,
you
know,
wanted
to
one
of
the
task
force
to
focus
on
you
know,
providing
these
recommendations
with
respect
to
the
community
and
specifically
focusing
on
bypoc
members
of
the
community
and
other
and
other
marginalized
communities.
D
D
To
get
perspective
of
people
who
might
either
work
here,
but
not
live
here
or
might
have
thought
or
be
thinking
about
starting
a
business
in
lewisville.
You
know
what
are
the
barriers,
what
what
is
the
perception
of
louisville
from
sort
of
outside
the
community,
since
that
is
really
part
of
part
of
the
goal
that
we
were
trying
to
to
to
really
address
here?
And
so
we
we
had
a
number
of
members
of
the
task
force
that
were
were
from
outside
lewisville.
D
Most
you
know
most
of
the
you
know
most
of
the
folks
who
participated
were
from
within,
but
we
we,
we
hired
some
really
excellent
consultants
who
helped
us
to
design
task
force
with
a
really
race
forward
approach
for
lack
of
better
words.
You
know
really
thinking
about
what
is
the
sort
of
makeup
of
the
diver
you
know
of
louisville,
and
how
can
we,
you
know,
hear
from
the
the
right
voices
about
the
sort
of
lewisville
experience
when
it
comes
to?
D
You
know
bypoc
members
of
the
community,
so
they
met
a
number
of
times
over
the
past
year
and
they
just
concluded
their
work.
It
was
we
we
wanted
it
to
be
this
initial
phase,
where
you
know
we
would
hear
from
here
from
the
task
force
and
during
that
and
during
that
their
work.
They
set
up
different
focus
groups
that
you
know
from
other
community
members.
D
I'll
say
just
a
moment
about
youth
engagement.
We
were
fortunate
to
have
folks
really
that
spanned
the
spectrum
of
life
experience
in
in
louisville,
including
you
know,
a
member
or
who
was
in
high
school
currently
and
then
folks,
who
were
retired.
So
I
feel
like
we.
We
captured
a
a
really
good
number
of
perspectives
on
on
louisville,
not
only
from
different
racial
and
ethnic
backgrounds,
but
also
from
different
sort
of
age
ranges.
If
you
will
they
they
recommended.
So
those
were
sort
of
focus
areas.
D
So
congratulations
to
erie,
but
we'll,
and
so
we'll
be
considering
that
recommendation,
obviously
in
lewiston
to
to
make
this
task
force
or
something
like
it.
A
permanent
city
commission
to
create
more
social
programming,
music
and
events
that
reflect
diverse
communities
in
louisville
and
our
cultural
council
has
been
moving
in
this
direction.
D
We
had
a
number
of,
I
think,
really
exciting
and
diverse
opportunities
over
the
summer,
but
I
think
that
continues
to
be
a
recommendation,
obviously
from
this
task
force
and
to
provide
you
know
something
that
we
haven't
traditionally
done,
which
is
to
provide
all
city
resources
and
communications
and
sp
in
spanish
language
and
to
hire
bilingual
staff
and
then
to
do
more
to
create
safe
space,
including
flags
for
various
cultural
identities
and
the
pride
and
transgender
flags.
And
so
so.
D
This
would
be
sort
of
an
outgrowth
of
some
of
the
work
that
we've
done
in
in
previous
last
two
years
since
I've
joined
council
celebrating
pride
in
lawsville
and
juneteenth
and
some
other
some
other
holidays
as
well.
So
there's
more
there's
more
to
be
done,
I
think
they're.
You
know
they
had
recommendations
around
creating
guidelines
and
protocols
and
trainings
to
help
city
service
providers
become
better
equipped
to
help
fa
those
who
might
face
language
barriers
we
talked
about
or
are
they
made?
D
They
recommended
that
we,
you
know,
work
to
ensure
a
dignified
and
equitable
treatment
of
all
residents
and
guests,
regardless
of
their
economic
status,
race
and
language
needs,
and
to
really
focus
as
well
on
understanding
the
guidelines
and
laws
surrounding
ada
compliance
and
how
to
access
asl
services
so
to
make
sure
that
we
are
as
inclusive
in
that
of
of
folks
who
might
have
differences
of
ability
in
that
in
that
way,
so
we've
got
a
lot
a
lot
of
work.
I
think
ahead
of
us
as
council.
D
We
are
stepping
into
our
our
planning
session
our
work
planning
session
here
for
the
coming
year.
We
do
a
work
planning
kind
of
for
the
council
every
year
here
about
this
time
of
year,
set
sort
of
priorities
for
staff
and
for
council
for
the
coming
year,
and
I
know
that
the
city
council
very
interested
in
in
taking
up
these
recommendations
and
thinking
about
how
we
can
implement
them.
So
that's.
D
C
C
You
know
and
kyle
touched
on
a
lot
of
those,
but
at
the
same
time
we
did
an
internal
organizational
assessment
with
a
different
consulting
group
focused
on
edi,
and
we
had
a
lot
of
listening
sessions
and
focus
groups
of
staff
and
worked
with
the
consultant
to
come
up
with
an
assessment
and
then
some
initial
recommendations
there's
a
lot
of
overlap.
I
think
between
the
efforts
of
the
edi
task
force
and
our
internal
assessment,
but
we
do
have
six
focus
areas,
and
all
of
this
is
just
wrapping
up.
C
So
in
a
lot
of
ways
the
hard
work
is
now
starting
and
we
want
to.
You
know,
make
sure
that
we
do
this
right.
So
we
are
having
on
you
know.
We
have
an
internal
staff
group,
we're
going
to
expand
that
to
you
know
right
now.
It's
kind
of
at
a
high
level
and
we're
going
to
get
all
levels
of
the
organization
working
on
this
here
into
the
next
year,
but
just
at
a
high
just
to
summarize
some
of
the
recommendations,
the
six
recommendations.
That's
come
out
of
this
internal
task
force.
C
One
is
to
really
just
draft
a
statement
that
we
can
share
with
our
organization.
That
kind
of
defines
how
we
want
to
address
edi.
So
we've
been
working
on
really
defining
a
statement
which
you
know,
I
think
those
words
are
important
and
we're
spending
a
lot
of
time.
On
that
you
know
the
next
recommendation
is
is
to
work
on
our
policies
really
do
a
comprehensive
evaluation
of
all
of
the
city's
policies
across
the
board,
with
an
edi
lens
and
work
on
that
update
those
policies.
C
So
we
have
a
separate
policy
on
that
or
a
separate
goal
on
that
really
looking
at
how
we
celebrate
different
differences
within
the
organization,
so
finding
ways
to
have
celebrations
that
are
more
broad
than
we
typically
do
and
be
sensitive
to
everybody
in
the
organization
and
all
the
diversity
that
we
want
to
bring
in
the
the
next
thing
is
to
create
kind
of
a
a
process,
that's
ongoing
for
dialogue
and
listening
sessions.
So
we
don't
just
do
this
once.
How
are
we
going?
M
B
H
B
C
D
H
Yeah
I
was
going
to
ask
this
of
every
presentation
tonight,
just
getting
a
feeling
for
how
your
community
has
responded
to
doing
this
work
in
your
community
and
after
kind
of
some
results
have
come
out
such
as
this
task
force
presentation.
What
was
the
kind
of
response
from
the
community,
both
good
bad
and
different
to
all
of
it?.
D
D
I
also
think
it
there's
a
there's
a
bit
of
a
difference
in
the
way
some
folks
approach
this
issue.
I
know
that
you
know
when
I
was
growing
up.
The
focus
was
really
on
equality,
and-
and
now
we
talk
a
lot
more
about
equity
and
equity,
diversity
and
inclusion,
we
you
know
so.
We've
come
beyond
with
like
everybody's
treated
as
equal
as
opposed
to
everybody
needs.
We
need
to
help
provide.
D
Don't
talk
about
anymore,
that
we
actually
want
to
be
mindful-
and
you
know,
have
a
rate
in
this
in
this
we've
said
with
our
consultants,
in
other
words,
that
when
we
were
designing
and
choosing
people
for
the
task
force,
that
we
were
going
to
take
a
race
forward
approach
and
really
try
to
make
that
task
for
us
representative,
and
I
think
that's
that's
different
than
maybe
we
would
have
approached
a
similar
task
force.
Even
you
know,
30
years
ago,
something
like
that.
A
M
K
Well,
the
work
of
erie
is
trying
to
be
intersectional,
and
it's
really
not
only
trying
to
address
it
within
the
community,
but
also
within
the
spaces
that
primarily
work
for
governance.
So
internally,
it's
really
looking
into
very
embedding
equity
into
governance,
really
looking
into
what
systems
are
currently
in
place.
How
we
operate
looking
into
the
not
only
the
programmatic,
but
also
the
systemic
approaches
that
have
led
to
be
to
to
have
you
read
the
way
that
it
is
and
really
evaluating
that
from
a
critical
lens
from
a
diversity.
K
Inclusion
lens
really
evaluating
the
voices
of
who
has
been
and
who
has
not
been
part
of
the
conversation.
Personally,
it's
also
really
engaging
into
conversations
beginning
to
normalize
the
discussion
about
equity.
Why
this
matters
why
the
town
of
erie
is
committing
to
doing
this
work
and
how
we
can
provide
with
each
employee
the
ownership
to
understand
why
this
work
matters
and
where
did
they
fit
into
this
world?
Why?
K
This
is
necessary
to
be
the
best
public
servant
secretary
in
the
services
that
residents
need
based
on
their
experiences,
and,
lastly,
is
externally
supporting
and
uplifting
community
efforts.
We
do
have
several
community
organizations
and
we
also
have
community
champions
that
are
passionate
about
leading
events,
for
instance
juneteenth
pride
month,
and
several
of
those
celebrations
that
took
place
this
past
year
were
organized
by
non-profits,
to
name
some
of
them.
K
One
of
the
ones
that
comes
from
the
top
of
my
head
is
being
better
neighbors
and
they
have
been
excellent
at
really
advocating
from
a
community
standpoint,
but
also
we
have
the
diversity
equity
inclusion,
advice
report,
which
is
closely
working
not
only
with
staff,
but
also
helping
provide
insights
to
the
board
of
trustees
as
to
how
to
look
into
issues
that
matter
to
the
community
and
really
evaluate
that
from
a
diversity.
They
can
inclusion
less
in
what
realms
do
we
need
to
be
working
given
that
this
is
such
new
work?
K
We
create
those
relationships
not
only
within
staff,
but
also
with
the
community
and
all
constituents,
to
provide
the
best
way
that
we
all
take
ownership
into
this
type
of
work.
What
other
opportunities
are
there
to
support
community
efforts
beyond
like
that
beyond
erie?
It
is
definitely
defining
collectively
within
the
consortium
of
cities
and
beyond
what?
But
what
diversity,
equity
inclusion
means
what
it
really
means
to
do:
equitable
work,
what
impacts
do
equitable
work
in
municipalities
has
also,
and
the
in
boulder
county
in
the
denver
metro
area
in
our
extended
communities,
because,
ultimately,
we're
interconnected?
K
What
happens
in
the
city
can
have
also
have
impacts
in
other
municipalities
and
really
understanding
what
resources
that
we
have
celebrating
the
the
resources
and
the
richness
that
is
already
there,
but
making
sure
that
we
hone
into
these
resources
and
making
sure
that
we
find
the
pathways
to
distribute
them
to
the
people
that
need
it
most.
It
could
be
their
government
officials,
it
could
be
institutions,
it
could
also
be
just
community
members
and
strengthening
our
community
of
practice.
K
Trying
to
do
this
work
just
to
give
a
quick
highlight
of
some
of
the
milestones
that
the
town
of
erie
has
accomplished
over
the
past
year.
The
first
thing
that
the
town
really
enacted
was
the
creation
of
an
advisory
board
and
since
fall
of
2020,
these
people
have
set
out
by
laws
they
have
set
out
objectives.
They
also
work
with
a
consultant
and
her
name
is
darlene's
dr
darlene
samson
and
she
was
also
a
pivotal
part
in.
K
I
started
this
work
and
it
has
been
nothing
but
exciting
and
nourishing,
and
as
as
as
I
quickly
started,
I
also
wanted
to
make
sure
that
I
developed
a
network
to
make
sure
that
people
know
that
erie
is
committed
to
this
work
and
that
this
work
cannot
be
just
done
by
erie
alone.
So
we
have
joined
networks
such
as
the
government
alliance
for
race
at
race
and
equity,
but
also
we
have.
K
I
have
networked
with
the
colorado
network,
which
is
a
more
informal
yet
very
solid
way,
to
connect
with
other
practitioners
across
the
denver
regional
area,
and
we
also
have
opportunities
to
connect
with
community
members,
such
as
the
consortium
cities,
but
also
with
climate
justice
collaborative
which
I'm
part
of
I.
The
list
goes
on
and
on
it's
just
really,
building
and
strengthening
that
community
of
practice
from
the
very
beginning
to
make
sure
that
we
have
a
good
set
of
ideas
and
a
good
way
to
keep
us
in
check.
K
As
as
we're
doing
this
work,
and
another
thing
that
I
want
to
highlight
is
that
senior
staff,
particularly
our
top
leadership,
along
with
the
board
of
trustees,
underwent
several
trainings,
in
which
we
have
the
chance
to
really
at
a
glance,
understand
what
it
means
to
do:
equity,
work
and
di
work
and
what
that
means
for
the
town
of
erie
and
how
we
can
achieve
that.
Dr
darlene
simpson
really
really
honed
into
that
and
really
helped
us
envision
that
as
this
leadership
and
understanding
how
we
fit
into
this
conversation,
some.
K
Up
for
2022-
and
this
is
all
part
of
the
greater
di
plan
for
the
town
of
erie,
which
is
currently
in
the
works,
but
one
of
the
big
things
that
I
want
to
as
a
as
a
big
goal
that
I
have
said
is
to
develop
a
comprehensive
and
ever
evolving
curriculum
around
what
it
means
to
do.
Equity
work
in
the
town
of
various
public
servants
and
also
understanding
bias
and
microaggression.
K
And
how
and
what
approach
do
we
need
to
also
address
talking
about
these
conversations
and
really
making
sure
that
we're
investing
in
staff
for
them
to
model
this
behavior
for
them
to
be
leaders
within
their
departments
and
to
also
make
sure
that,
over
the
over
the
long
term,
they're
able
to
share
this
with
the
rest
of
staff,
creating
a
massive
effect
to
ensure
that
everybody's,
having
the
same
compensation,
the
same
skills
with
that?
Also
internally
we're
working
on
a
di
plan
which
is
going
to
be
the
major
document
guiding
in
detail?
K
K
Ensuring
that
there
is
clarity
and
transparency
for
anyone
that
is
willing
to
do
a
volunteer-based
advisory
board
and
making
sure
that
they
have
the
resources
that
they
need
to
be
successful
and
to
navigate
a
government
and
also
doing
each
individual
departmental
work
so
understanding
how
each
function
of
government,
as
I
said
before,
intersects
with
diversity,
equity
inclusion
form
and
supporting
the
community
through
collaboration
and
events
against.
We
want
to
make
sure
that
the
community
has
its
independence
to
really
express
how
they
want
to
talk
about
these
issues.
K
M
D
N
N
That
dei
was
a
primary
importance
that
we
wanted
to
put
on
our
work
plan,
and
so
we
identified
as
a
priority.
We
had,
I
think,
over
50
or
60
items
that
we
had
identified
narrowed
it
down
to
29
and
dei
was
up
in
the
top.
I
think
five
or
six,
if
I
remember
correctly,
I'm
remembering
my
my
facts,
but
we
felt
it
was
from
a
trustee
perspective
to
to
go
forward
with
this
in
light
of
everything.
N
I
live
in
a
development
here
in
erie
that
is
very
diverse,
but
is
an
unusual
island
in
erie.
In
regard
to
that
diversity,
and
so
I'm
happy
to
be
in
it-
we,
you
know,
we
have
residents
that
walk
down
the
street
with
workers
on.
We
have
a
large
contingent
community,
that's
from
india,
pakistan
and
others
that
have
come
to
seek
a
better
life,
and
so
we
all
felt
it
was
important
to
put
this
on.
The
docket
is
something
that
we
need
to
do.
N
We
recognized
that
putting
up
a
dei
board
advisory
board
was
important
to
get
that
going.
We
ran
into
some
challenges
initially
with
that
which
alberto
is
very
unknown
as
well,
and
we
made
our
mistakes
along
the
way,
but
we
owned
up
to
them,
and
I
think
that
transparency
is
what's
important.
There
may
have
been
feelings
that
have
been
rubbed,
the
wrong
way,
which
is
fully
understandable,
but
we
knew
that
it
was
going
to
be
challenging
and
especially
in
the
community.
N
That's
like
96
white,
if
I
remember
correctly
as
well,
it's
a
challenge
and
trying
to
get
the
community
on
board
with
that,
and
that's
where
we
felt
that
getting
that
dei
advisory
board
up
and
working
the
way.
It
should
and
then
also
allocating
the
decision
to
allocate
money
towards
a
dei
manager
was
key
to
trying
to
get
things
on
track,
the
way
that
they
should
be
on
try.
N
Fully
resourced
and
funded,
and
so
that
was
a
priority,
so
I
think
from
a
takeaway
is
to
think
about
those
things
when,
when
you
are
trying
to
stand
something
like
this
up,
you
are
going
to
run
into
challenges,
but
your
values,
you
lead
with
your
values,
things
and
your
budget
reflects
your
values.
We
all
hear
that,
and
I
think
that
it's
very
important
that
you
make
those
two
marry
those
two
together,
because
dei
does
intersect
in
everything
that
it
is
that
we
do.
N
N
Where
do
we
see
things
starting
to
come
together
and
we
recognize
it's
going
to
take
some
time,
and
the
last
thing
I'll
say
is
that
we
have
a
transition
coming
up
in
april,
where
three
of
our
board
members
are
term
limited.
So
we're
going
to
have
two
three
new
board
members,
so
to
bring
them
on
board
is
going
to
be
key
to
ensuring
that
those
values
are
kept
going
and,
as
always
fight
is,
I
don't
know,
fights
the
word
but
to
keep
pushing
it
forward.
N
N
In
our
case,
we
have
gabby
ray
who
we've
hired,
which
we
also
budgeted
last
year
to
bring
her
on
board,
because
it
was
key
to
have
that
communication
side
and
the
expertise
to
be
able
to
have
a
message
that
is
clear,
concise
and
sets
expectations
for
what
dei
means
and
how
it's
going
to
go
forward.
So
those
are
the
areas
that
I
think
provide
kind
of
the
secret
sauce,
hopefully
to
get
to
where
we
need
to.
But
if
you
ever
need
a
resource
offer
up
alberto
he
he
has
a
pretty
good
understanding
of
things.
A
H
Yeah
I
trustee
harrison
pretty
much
answered
my
question,
which
got
me
thinking
and
so
I'll
just
put
it
out
there,
but
it's
just
you
know
you,
you
talked
about
how
important
it
is
to
you
know,
have
staff
get
counsel
to
you,
know
the
elected
officials
to
kind
of
be
on
the
same
page.
You
know
one
of
the
things
that
we've
struggled
with
is
while
we
stood
this
up
last
year
is
while
we
had
all
of
our
our
elected
officials,
saying
yeah.
We
were
in
support
of
this.
H
K
K
Let's
just
check
the
box,
let's
just
keep
going
with
with
this
mentality.
This,
just
like
put
it
out
the
door
and
really
understanding
why
this
matters.
What
are
the
precedents?
What
is
the
history
behind
the
our
current
situation
and
as
we're
embarking
on
to
that
really
allowing
for
people
to
have
that
reflection?
Once
we
have
that
foundation
of
knowledge,
then
that
is
when
we
come
to
build
consensus.
N
N
I
don't
expect
him
to
work
magic
and
have
everything
working
tomorrow,
and
he
fully
knows
that,
and
I
think
it
comes
down
to
setting
expectations
and
and
where
the
benefits
of
dei
come
into
play
for
a
community,
and
how
do
we
communicate
that
in
such
a
way
that
it
makes
practical
sense
for
people
to
see
it?
I
think
that's
always
the
challenge,
and
so
I
think
it's
going
to
be.
You
know
alberto
more
than
likely.
You
know
he
he
knows
how
to
go
about
it.
N
N
So
I
think,
from
our
perspective
of
leadership
is
we
have
made
it
very
clear
to
all
of
the
heads
of
our
departments
how
important
this
is
by
putting
it
and
ranking
it
as
high
as
we
have
in
our
work
plan
number
one.
They
understand
that
we've
made
very
clear
me,
probably
and
and
trustee
laughlin
and
some
others
probably
have
made
it
very
clear
that
this
is
key.
N
We
read
those
reports,
we
actually
do
and
we
have.
You
know
questions
to
ask
and
expectations
that
we
want
to
see,
and
so
I
think
that's
one
way
to
try
to
get
the
how
filtered
down
that
level,
and
so
I
think
that
and
if
anything
does
come
up
that,
for
instance,
that's
an
issue.
We
as
a
board
want
to
hear
about
it.
N
If
we,
if
it's
something
that
needs
to
be
fixed,
you
know
not
knowing
about
it
doesn't
help,
and
so
we
were
very
open
about
that,
and
so
we
would
like
to
see
that
more.
I'm
sure
that
alberta
would
like
to
see
it
more
quickly
than
and
as
I'm
sure
I
would
as
well,
but
we're
gonna
get
there,
and
so
I
think
that's
once
that
mission.
That
plan
is
in
place.
E
A
For
jumping
in
with
us,
so
it
is
7
32
we
take
a
five
minute
break.
So
if
you
need
a
stretch
or
fill
up
a
glass
or
whatever
it
might
be,
this
is
your
opportunity,
and
then
we
will
be
hearing
on
community
equity
from
both
the
city
of
boulder
and
then
boulder
county,
and
maybe
around
10
minutes
or
so
presentations
again
with
question
and
answer
opportunities
after
that,
and
then
you
can
start
brainstorming
in
your
break.
If
you'd
like
to
and
thoughts
around,
what
topics
do
we
want
to
cover
in
2022
thanks
everybody.
M
A
M
G
Sorry
about
that
that
was
like
the
quickest
five
minutes
to
put
kiddos
to
bed.
It
was
wonderful
excuse,
you
have
to
go,
but
so
we're
from
the
city
of
boulder
here
to
present
to
you
just
on
some
of
the
efforts
and
work
that
is
going
on
with
the
city
where
we're
at
and
where
we're
going,
and
hopefully
we
can
share
some
insights.
G
Give
you
some
background.
I'm
sure
I
mean
a
lot
of
us
know.
Boulder
is
a
predominantly
white
community.
There
is
communities
of
color
within
there.
It's
also,
we
know
a
very
wealthy
community,
which
also
creates
quite
a
bit
of
you,
know,
socio-economic
disparities
that
exist.
Currently
we
wanted
to
point
out
to
this
racial
dot
map
that
I
think,
if
you
have
not,
if
you've
never
played
around
with
this,
this
is
going
to
be
your
new
kind
of
tool
for
the
next
week
have
fun
with
it.
G
You
can
just
literally
google
racial.map
and
it's
it's
provided
it's
been
created
by
the
university
of
virginia
and
it's
specifically
to
delineate
by
race
and
it's
based
on
census,
data
who
lives
and
who
identifies
within
city
across
the
united
states
and
so
a
couple
of
key
points.
We
know,
for
example,
in
2015
some
of
the
disparities.
Unfortunately,
that
currently
still
exists.
G
G
We
are
able
to
create
programs
and
policies
and
really
shape
things
to
serve
that
community,
not
that
we
wouldn't
serve
our
other
counterparts
or
the
wealthier
community,
but
that
certain
things
that
we
do
is
really
with
the
focus
on
prioritizing
these
communities
and
so
how
we
do
kind
of
what
the
city
focuses
on.
If
you
go
to
the
next
slide
ryan,
the
city
is
really
focused
on
the
institutional
addressing
institutional
racism.
G
We
do
know
right
that
there's
multiple
structures,
including
individual
institutional
and
structural,
that
really
work
together
to
create
all
forms
of
oppression
and
racism
that
currently
exist,
and
so
we
know
that
all
of
these
need
to
be
addressed.
However,
for
us,
one
of
the
main
focuses
to
address
the
institution,
and
that
means
with
really
navigating
and
really
understanding
what
what
are
the
policies
we
currently
have
in
place.
G
I
know
alberto
you
mentioned
if
you
get
to
the
next
slide.
Partnering
with
gare
government
alliance
for
racial
equity
city
of
boulder
also
is
partnering
with
gare,
and
we've
been
partnering
with
them
since
the
beginning
of
this
journey
it,
this
network
has
really
been
instrumental
in
addressing
and
really
setting
up
a
framework,
that
is,
that
can
really
be
sustainable
and
can
really
carry
the
city
forward
and
not
just
kind
of
a.
I
heard
it
right
this
this
work.
We
all
know
it's
not
just
a
checklist.
It
should
never
be
considered
as
a
checklist.
G
If
we
ever
think
about
it
that
way,
then
we
might
as
well
not
do
anything
because
lenses
and
and
a
checklist
can
be
very
easily
erased
or
removed
versus
a
framework.
That's
just
deeply
embedded
within
everything
that
we
do.
It
just
ensures
that
any
policies
and
practices
are
really
sustainable.
Whoever
comes
across
into
the
organization,
and
so
that's
really
important
and
something
that
we're
working
individually
with
departments
to
to
make
sure
that
that
gets
established
I'll
pass
it
over
to
ryan.
F
Thank
you.
We
wanted
to
include
a
real
brief
overview
of
the
city's
racial
equity
plan.
I'll
drop
the
the
full
version
here
in
chat
where
there's
an
extended
logic
model
in
in
there,
but
just
wanted
to
cover
high
level
here.
This
was
a
plan
that
was
unanimously
adopted
by
council
this
year
in
february,.
F
So
you
know
the
first
one
is,
is
really
setting
that
foundation
is,
is
really
making
sure
that
we
are
normalizing,
that
we
are
operationalizing
and
really
increasing
the
understanding
of
institutional
and
structural
racism
among
staff
and
and
all
volunteers
all
boards
and
commissioners,
all
elected
officials.
You
know
still
be
mentioned.
A
big
part
of
this
is
racial
equity
training.
J
F
A
six-step
racial
equity
instrument,
any
policies
or
decisions
or
programs
budgets
can
be
put
through
that
instrument
to
really
look
at
who
is
varying
the
benefit
of
that
program
or
decision
who
is
bringing
the
burden.
What
those
unintended
consequences
may
be
and
really
ensuring
that
racial
activity
is
woven
into
mastering
strategic
planning
processes
as
well
as
city
budget.
F
J
J
K
G
Yeah,
thank
you,
ryan.
So
some
of
the
I
would
say
these
racial
equity
trainings
are
a
huge
part
of
our
core
and
what
we
do
at
the
city
and
have
been
incredibly
instrumental
at
getting
everybody
on
board
and
we
currently
have
three
trainings
advancing
racial
equity,
the
role
of
government,
racial
equity
instruments,
intro
and
best
practices
and
bias
and
microaggression
workshops
or
training.
It's
a
this
is
a
two-part
workshop.
G
So
far
since
we
started
it,
we've
have
679
employees
who
have
completed
the
training,
and
this
is
a
mandatory
training
for
all
supervisors
for
all
city
supervisors,
new
employees
and
council
members-
and
I
know
lauren
you
coming
and
on
board.
Congratulations
we're
working
towards
scheduling
for
new
onboard
new
council
members
taking
all
of
these
trainings.
G
G
Even
when
people
think
gosh,
I'm
just
an
administrator
like
I
just
take
people's
you
know
water
bills,
I
don't.
I
don't
really
have
much
influence
well,
there's
influence
in
every
pocket
of
our
institutions
and
so
being
able
to
at
least
for
me
as
a
trainer
to
for
them
for
employees
and
colleagues
to
really
see
that
power
of
influence
that
they
can
have.
Oh
over
the
programs
and
policies
that
they
really
oversee.
G
We
also
perpetuate
racism
across
the
city
right
and
things
have
come
up,
at
least
for
the
you
know.
When
we
got
into
covid
there
was
a
rapid
response
assessment
tool
that
got
created
with
four
questions,
because
people
all
of
us
right
just
needed
to
respond
in
a
very
emergency
manner
and
quite
quickly,
but
we
didn't.
G
So
far,
408
individuals
have
taken
this
training,
including
council
members,
and
these
trainings
were
created
in
collaboration
with
kabaya,
consulting
and
circle
organization.
Amazing,
amazing
groups
that
came
together
to
create
the
rfp
process
and
applied
for
the
city's
rfp,
and
they
had
they
hosted
focus
groups
with
all
the
city
employees
to
figure
out.
What's
the
culture
like?
What's
the
environment
like
what's
the
environment
like
for
people
of
color
working
for
the
city
of
boulder,
what
do
we
need?
G
What
do
we
need
to
shift
and
so
based
out
of
that
they
created
this
entire
workshop,
it's
a
eight
hour,
so
two
four
hour
sections
and
it's
very
much
a
train,
the
trainer
model.
So
we
went.
There
was
a
group
of
22
of
us
that
went
through
a
whole
year
of
training
with
the
consultant
team
in
the
content.
G
How
do
we
facilitate?
How
do
we
get
familiar
with
the
words,
the
terminology?
How
do
we
get
familiar
with
challenging
individuals
or
individuals
who
might
not
feel
as
comfortable
to
have
these
conversations
but
are
required
to
take
these
trainings
and
be
okay
with
that
and
kind
of
approaching
it
in
a
way?
That's
respectful,
it's
with
grace,
but
it's
also.
This
is
just
part
of
our
value
system,
which
I
really
appreciate,
trustee
harrison
right,
like
falling
back
onto
those
values.
G
G
And
so
that's
going
really
well.
We've
had
our
ups
and
downs,
but
it's
been
very
successful
and
it's
it's
created
a
space
for
colleagues
to
really
while
they're
working
separate
a
time
for
them
to
talk
about
these
issues
and
how
to
how
can
they
actually
address
it
on
an
individual
level
and
interpersonal
level,
because
they
represent
their
position
as
leaders
right?
And
so
it's
really
moving
the
world
forward.
F
F
Emergency
response
connectors
and
we
had
a
team
of
folks,
launched
in
march
2020,
really
making
sure
that
folks
had
access
to
accurate
and
timely,
coveted
information
and
basic
needs
resources
and
a
way
to
again
surface
those
issues
and
make
sure
the
city
was
understanding.
The
the
needs
of
community
members
that
much
quicker.
F
Our
our
last
team
here
community
connectors
in
residence,
was
launched
in
the
past
year
and
has
really
been
integral
and
raising
community
issues
and
priorities
to
council
members
and
as
part
of
influencing
council
priorities
coming
into
biannual
council
retreat,
and
we
wanted
to
open
up
for
any
questions.
Let
me
pull
down
our
slides
here.
Thank
you
again
for
the
opportunity.
K
G
G
G
And
so
for
me,
as
a
staff,
I
would
say
the
last
two
years
having
leadership,
support
and
their
buy-in,
and
I
don't
even
call
in
their
commitment
with,
for
example,
the
amy
kane
who's,
the
city,
the
equity
officer,
really
talking
to
leaders
and
getting
them
on
board
to
say
we
want
everybody
to
be
trained
in
the
role
of
government.
That
was
a
very
first
initial
step.
F
J
K
G
For
me,
I've
always
gone
in
we've
had
conversations
with
colleagues,
but
that
is
very
much
rooted
and
embedded
into
white
guilt.
We
want
to
see
results
because
we
feel
guilty
because
we
know
right.
There
is
this
reckoning
across
the
nation,
thankfully,
and
it's
been
also
very
painful,
but
with
that
there
is
a
discomfort
that
happens
that
people
just
want
to-
let's
just
fix
it,
let's
just
I
don't
I
want
to
be,
I
no
longer
want
to
be
uncomfortable
with
race.
So
what
do
I
need
to
do
to
fix
it?
G
And
I
think,
with
that
I've
always
told
individuals
and
colleagues
and
and
leaders
who
have
had
a
chance
to
talk
to
is,
if
you're
going
to
do
something
we're
going
to
do.
Something
is
because
we're
going
to
do
it
with
intention,
not
because
it's
going
to
be
the
quickest
fastest
thing,
if
we
think
it's
going
to
be
the
quickest
fastest
thing
we're
going
to
fail
and
in
in
the
meantime,
we're
going
to
hurt
a
lot
of
people
of
color
a
lot
of
our
lgbtq
community.
G
You
know
we're
going
to
we're
going
to
have
unintentional
consequences
and
their
repair
is
gonna.
Be
even
harder,
and
so
I
always
go
back
to
let's
just
slow
down.
Let's
think
this
through,
let's
bring
other
voices
in
so
when
it
comes
to
creating,
say
a
new
training
is
whose
voice
is
missing
in
the
decision-making
table,
so
how
many
people
of
color
in
erie
are
whose
voice
we
need
to
hear
about
their
perspective
on?
G
What's
it
like
working
in
erie
right
are
people
who
live
in
erie
and
counteracting
that
you
know
referring
them
back
to
resources
like
the
white
fragility
book
is
great.
It's
a
great
book
that
talks
about
that.
I
raised
right
by
idiom
in
terms
of
housing,
there's
red
it's
in
my
it's
next
to
my
bed,
but
it's
about
lining
bread.
G
A
D
F
Right
right,
yeah,
absolutely
you
know,
and
and
first
off
we,
you
know,
that's
the
goal.
Eventually,
you
know
we're
not
there
now
and
you
know
we
we
do
have
regular
trainings
on
the
racial
equity
instrument
and
you
know,
and
we
would
be
happy
to
extend
that
offer
to
anyone
who
wants
to
participate
and
then
we
have
another
one
coming
up.
I
want
to
say
december
12th,
but
december.
F
Perfect
I'll
drop
my
contact
in
someone
here,
you
know
if
there
are
staff
who
who
want
to
participate
or
others,
but
it
is
a
you
know,
mentioned
a
six-step
process
that
really
looks
at
you
know
who
is
is
impacted
by
decisions.
How
can
we
make
sure
that
their
voices
are
brought
in
and
included
in
those
decisions
and
really
looking
at
you
know
how
how
that
outcome
will
be
impacting
view?
Members,
okay,
thank
you.
G
I
would
say
also
ryan
right
that
some
of
those
we've
gotten
commitment
from
like
the,
for
example,
are
the
financial,
the
finance
team,
that
any
kind
of
new
major,
for
example,
for
arpa
funding.
That
is
a
given
that
they
have.
We
have
their
commitments
that
any
kind
of
program
or
decision
making
around
how
arpa
funds
will
be
spent
apart
from
obtaining
feedback
from
individuals
of
what
they
think
their
priority
should
be.
G
N
A
N
Yeah,
thank
you
I'll
lower
my
hand
there.
I
think
you
know,
for
the
environment,
it's
always
I'm
I'm
in
the
it
world
probably
been
in
it
longer
than
I
should
not
not
an
I.t
person
by
by
birth
by
any
stretch,
but
I
think
one
of
the
things
that
is
a
challenge
for
what
we're
trying
to
accomplish
is
the
ability
to
assess
progress.
N
What
does
that
look
like
in
incremental
stages,
where
we
are
as
a
town
here
in
erie
work
that
we're
starting
to
undergo
and
where
you
all
are
today
in
boulder,
for
you
you've
been
on
this
for
four
years,
you
know
what
does
what
does
progress
look
like
for
our
you
know
our
citizens
and
our
residents
when
they
ask
the
question:
hey
number
one.
Well,
why
do
like
the
question
I
hear
in
here
in
areas?
Why
do
we
need
to
do
this
96?
Why
we?
N
Why
do
we
care
about
a
minority
sitting
here
going
well,
okay,
I'll,
take
your
question
with
grace,
but
having
been
in
military
brat
and
lived
in
different
places,
the
ability
to
have
diversity
is
a
huge
thing
that
is
of
value
for
anybody
to
be
able
to
see
through
a
different
lens.
But
you
know,
I
think
that's.
The
big
thing
is
a
overcoming
that
right
off
the
bat.
How
do
we
overcome
that
at
an
incremental
level
and
then
and
then
and
then
and
try
to
sustain
it
and
then
number
two?
N
N
G
Yeah,
we
actually
do
have
data
that
we
didn't.
We
didn't
put
in
our
presentation
for
you,
but
now
I
wish
we
would
have
of
measuring
like
we
did
yeah.
We
also
wanted
to
measure
and
we
can
see
who's
being
impacted.
Are
people
actually
gathering
there's
a
couple
of
questions
that
we
have
after
the
biased,
microaggression
training
or
the
role
of
government
through
our
we?
G
The
city
has
the
program
form
stack
where
we
just
created
a
very
quick,
seven
question
question:
seven
or
five,
where
it
gets
to
very
deep
of
before
this
training
I
knew
about
racial
equity.
I
strongly
agree.
Disagree
right
because
of
this
training
I
feel
impacted
or
moved
move
to
advanced
racial
equity
within
the
city
you
know,
and
so
what
we're
seeing
is
there
is
a
trend
of
86
percent
feeling
like
they
could
there.
G
They
feel
prepared
enough
to
have
a
conversation
about
race
internally
and
then,
potentially
with
other
members
outside
of
with
residents.
I
would
say
before
you
would
address
the
outside
the
community.
You
have
to
address
whatever
internal
and
with
your
people
who
work
there,
you
will
get
pushback,
including
people.
I
can
personally
speak
to
that.
I
gave
pushback
because
in
the
first
two
years
as
a
latina
working
for
the
city,
I
had
no
idea
that
the
city
was
moving
towards
this,
and
so
I'm
like
I'm
this
is
this
is
my
calling
I
love
this
work.
G
It's
I
see
it
as
important,
but
how
come
me
as
a
person
of
color
and
feeling
really
left
out
of
the
loop
within
the
city
of
boulder
right,
so
that
was
a
pushback
and
so
what
the
officer
that
well
amy
kane
did.
I
was
like
oh
oops,
we,
okay,
let's
fix
this,
and
so
one
of
the
things
I
know
the
city
didn't
that
ryan.
That's
how
ryan
came
on
board.
G
It
was
putting
a
call
out
for
a
core
team,
racial
equity,
core
team,
and
we
have
two
rare
shell,
equity,
core
team,
1.0
and
2.0,
and
those
are
just
internal
city
stuff
that
it
was
created.
I
remember
filming
this
quick
kind
of
survey
of
a
three
question
of
what
who
are
you
what's
your
position?
Why
are
you
interested
in
this
work?
Why
do
you
want
to
participate,
and
it
was
employees
coming
together
to
want
to
advance
this
work
so
coming
alongside
of
you
alberto
right,
because
this
is
this
is
a
one
position.
G
You
have
your
one
position,
but
it
can
never
be
a
one
position
show
it.
It
has
to
be
a
collective
of
people
and
that
has
to
come
from
support
from
leadership
to
support
the
other
staff.
Members
are
going
to
take
maybe
10
hours
a
month
out
of
their
regular
duties,
to
really
focus
on
this,
and
I
think
what
has
helped
with
the
city
of
boulder,
at
least
for
me,
is
really
hearing
about
it
and
constantly
hearing
leadership
talk
about
racial
equity,
racial
equity.
Why
is
this
important
hearing
council
talk
about
it?
G
Hearing
your
constituents
come
to
you
know,
meeting
council
meetings
and
say
this
is
important
to
me
and
here's
why
it
takes
a
lot
of
great
like
brave
space,
to
do
that,
because
if,
if
you
tell
me
not
a
person
of
color
right
here,
he's
96
percent
white,
I'm
like
no
I'm
not
going
to
speak,
that
is
red
flags,
I'll
get
attacked
right.
But
what
is
city
internal
staff
doing
to
create
that
safety
net
for
people
to
express
like
focus
groups?
F
Just
yeah
one
one
thing
that
I
had
before
I
know
we're
getting
to
the
county
here
in
a
minute.
I
I
think
a
huge
piece
of
that
is
data
collection
and
really
recognizing
that
in
many
cases
like
we,
the
city
does
not
have
a
great
baseline
for
data,
really
especially
data
that
is
disaggregated
by
race.
And
so
you
know,
when
we
talk
about
you
know
ending
disparities
in
city
services.
We
we
really
need
to
make
sure
that
we
are
digging
into
that
data.
G
G
A
Thank
you.
Thank
you
all
right.
Thank
you.
Everybody,
it's
great
conversation
and
good
questions
and
I'm
trying
to
watch
the
clock
and
make
sure
that
I
honor
my
statement
for
you
all
of
will
be
done
before
8
30.,
so
boulder
county
is
the
last
group
just
to
talk
about
racial
equity
and
and
the
work
that's
being
done
at
the
county,
and
so
I'm
going
to
be
super
brief
and
mostly
because
I
really
want
to
get
some
opportunity
for
brainstorm
around
topics
for
2022
before
we
finish
this
evening.
A
So
thank
you
mark
mark
virtually
read
my
mind,
which
I
appreciate
so
much.
So
we
have
a
lot
of
different
initiatives,
a
lot
of
work
being
done
at
boulder
county
in
in
regards
to
racial
equity.
It's
one
of
our
strategic
priorities
and
under
equity
and
justice,
and
I
only
chose
a
couple
of
them
because
I
felt
like
you
know
what
would
be
most
helpful.
What
might
there
be
some
dialogue
about?
What
could
we
maybe
have
some?
A
You
know
conversation
about,
and
I
also
will
share
the
same
thing
that
I
talk
to
when
I'm
out
in
community.
When
folks
are
asking,
you
know,
I'm
in
a
very
unique
position
to
talk
about
equity,
transformational,
racial
equity
and
or
just
edi
being
the
first
person
of
color
the
first
latina,
the
first
immigrant
in
this
role,
and
what
I
tell
people
is
the
boulder
county
as
the
2100
employee
organization
did
not
hire
me.
A
I've
asked
the
same
questions
and
so
that
one
of
the
pieces
that
we
started
that
the
board
was
able
to
after.
After
you
know
my
working
on
having
these
conversations.
Where
are
we
really?
What
are
we
really
ready
to
do?
Are
we
ready
to
talk
about,
as
some
of
you
have
shown
shared
your
data?
Are
we
even
talking
about
whiteness?
A
How
are
we
framing
this
conversation,
and
so,
if
we're
not
there
yet,
then
I
would
argue
that
we
still
need
to
focus
internally,
and
so
one
of
the
big
decisions
for
us
in
2021
was
to
open
begin
the
office
of
racial
equity
and
and
doing
some
of
the
same
pieces
that
you
all
are
talking
about,
and
so
we've
allocated
about
four
hundred
thousand
dollars.
Our
hope
was
to
have
this
office
going
this
year
and
have
a
director
so
just
to
put
that
out
there
on
the
street.
A
We
will
be
hiring
right
now
we're
in
the
process
of
getting
a
different
hr
firm
to
bring
on
some
other
executive
leadership
positions,
but
this
will
be
the
first
one
to
hopefully
get
out
the
door
and
on
the
street
in
january
of
2022
to
allow
that
person
to
build
up
that
group
and
it
will
start
with
the
three
three
people
in
that
office.
So
that's
a
significant
endeavor
and
it's
also
our
response
to
yes,
we
need
to
focus
on
policies.
We
need
to
focus
on
the
procedures.
A
We
need
to
look
at
everything
from
land
use
to
the
the
different
policies
that
that
we
are
using
every
day,
including
hiring
policy
which
we'll
talk
about
here
in
a
minute.
So
that's
you
know
just
kind
of
a
sharing
of
the
other
thing
along
those
lines
is
that
we
also
use
gear
the
government
alliance
of
racial
equity.
I
put
that
the
link
in
there
city
of
boulder
uses
that
they're
talking
about
the
racial
equity
instrument
and
we
use
the
racial
equity
tool.
A
One
of
the
other
practices
that
we
do
that
came
from
gara,
as
well
as
the
racial
equity
mondays,
and
so
when
we
talk
about
what
are
some
of
the
tools,
the
ways
that
folks
can
have
these
conversations
about.
Okay,
this
is
the
this
is
an
example.
Here's
a
program
that
our
department
wants
to
put
together.
So,
for
example,
community
services
gets
a
grant
and
they
want
to
look
at
doing
outreach
and
community
to
and
partnering
with
community
partners
around
fill
in
the
blank
rental
assistance.
A
And
so
this
is
a
format
that's
set
up
so
that
they
can
get
from
racial
equity
practitioners.
Folks,
who've
gone
through
these
similar
trainings
that
have
just
different
names
but
they're
through
the
gear
framework
to
ask
those
same
questions,
who's
going
to
be
the
most
burdened.
What
are
the
real
effects?
What
are
the
outcomes
that
we're
running,
etc?
A
But
that's
a
format
that's
being
used
within
the
county
organization,
so
that
anybody
from
any
department
can
come
and
get
some
feedback,
and
it
could
even
be
a
job
description,
I'm
getting
ready
to
hire
for
my
department,
and
I
want
to
get
some
feedback
about.
Am
I
asking
the
right
questions
to
get
to
the
outcome?
That's
really
going
to
be
focusing
on
race,
as
one
of
you
know,
to
build
interview,
questions
as
an
example.
So
that's
a
practice
called
racial
equity
mondays
that
happens.
A
You
know
that
actually
removes
the
ability
to
know
how
diverse
a
candidate
could
be,
and
so
it's
something
that
was
put
into
place
last
year
and
we're
taking
a
look
at
it
this
next
year.
So
those
are
a
couple
of
the
you
know
the
tools
that
we're
using
some
of
the
practice
that
we're
using-
and
I
think
for
us
one
of
the
big
really
exciting
commitments
is
the
office
of
racial
equity
and
that
will
be
coming
together
next
year
to
to
really
address
the
the
nuts
and
bolts
of
what's
happening
within
the
organization.
A
G
How
do
you
see
how
does
support
to
the
county
and
collaboration,
look
like
from
the
county
and
city
perspective
so
that
it's
right,
because
things
sometimes
the
county
decisions,
really
follow
and
lead
over
the
city
decisions?
And
so
how
does
that
support?
Look
like
in
collaboration
so
that
we're
really
strong
in
that
and
also
as
a
person
of
color
right
like
what
does
that
look
like.
A
And
I
say
that
in
response
to
your
question,
because
I
think
it's
a
bigger,
a
bigger
question
that
we
all
need
to
be
asking
and
as
this
office
builds
up,
we
need
to
and
that
director
that
will
be
part
of
their
work
is
to
be
going
out
to
our
in
our
region.
Once
we
have
done
our
internal
work
to
figure
out
what
does
that
support?
Look
like
outside
of
boulder
county
as
an
organization
so
really
be
dependent
on
one?
A
A
That's
how
we
know
if
we've
made
progress
and
and
because
just
having
a
a
lot
of
part-time
contracted
folks
to
do
the
hard
work
and
the
heavy
lift
and
the
evenings
and
the
the
weekend
work
to
get
us
to
the
solutions
that
we
want
is
not
sustainable.
It's
not
long
term,
it's
not
a
commitment,
and
it's
not
going
to
change
the
actual
dynamics
of
the
workforce
of
representation
for
people
of
color
in
boulder
county.
B
A
Part
of
it,
thank
you
I
mean
part
of
it
is
again.
I
encourage
folks
to
use
something
and
it
doesn't
have
to
be
gear,
but
that's
what
the
county
had
chosen
before
I
came
in
in
january,
but
when
I'm
in
these
conversations
and
I'm
working
with
other
municipalities
and
in
other
projects
and
work
when
we're
using
the
same
language
and
we're
not
questioning
each
other's
terminology
and
who
are
you
talking
about
and
what
does
that
mean,
then
we.
A
Right
to
work
right,
and
so
I
think
that's
that's
the
part
of
the
value
of
it
and
also
the
reality
is
we
have
folks
moving
from
organization
to
organization,
and
so
they
can
just
get
up
and
and
keep
working.
And
how
do
we?
You
know
so
that
to
me
eliminates
some
of
the
the
kind
of
barriers
and
the
blockades
of
what
what
ends
up
happening
from
organization
to
organization
and
as
the
office
continues
and
builds
up.
A
All
right
well,
thank
you
all.
Thanks
for
the
presentations,
I
don't
know
if
we're
going
to
make
it
in
six
minutes
to
get
to
our
22
2022
topics,
but
mark's
gonna
pull
up
the
list
for
us
of
what
we
did
and
what
I
wanna
just
quick.
So
what
we
did
at
the
beginning
of
this
year
is
we
all
got
together
and
had
a
conversation
about
what
topics
may
have
been
pending,
what
our
interests?
What
are
you
folks
working
on?
A
This
is
a
and
every
other
month,
6
30,
p.m,
commitment,
we're
planning
right
now
to
still
be
virtual
until
we
know
and
hear
otherwise,
so
just
kind
of
as
an
fyi.
We
appreciate
everybody
making
commitment.
I
want
to
do
a
quick
shout
out
just
to
staff
because
as
elected
we're,
24
7,
but
our
staff
did
not
sign
up
for
that.
So
thank
you
for
giving
that
to
us
all
tonight
there.
A
These
are
the
topics
that
we
did
this
year,
so
I
just
asked
mark
to
bring
those
up
so
that
kind
of
gave
you
an
idea.
The
only
other
one
that
I've
heard
I've
got
a
phone
call
about
was,
if
there's
interest
in
bringing
back
the
livable
wage
or
something
similar
to
that,
because
that
was
a
previous
conversation
within
the
consortium.
A
D
D
Things
like
the
obesity
epidemic,
racial
health
disparities,
things
that
things
of
that
nature
and-
and
I
would
really
appreciate
a
conversation
with
your
public
health
folks,
so
that
we
could
sort
of
work
together
on
how
how
our
communities
can
support
you
all,
but
also
how
we
can
sort
of
give
you
all
the.
I
don't
know
anyway,
work
together
to
try
to
address
some
of
those
things.
A
H
All
right
thanks
so
yeah
I
was,
I
was
thinking
to
the
same
lines
as
you
know,
as
kyle
that
you
know
we're
still
in
this
pandemic,
but
I
at
at
some
point
I
think
that
you
know
we're
we're
continuing
to
shift
more
and
more
into
the
recovery
of
the
pandemic,
and
so
a
couple
of
things
you
know
came
up
for
me
that
you
know
the
height.
The
the
pandemic
definitely
highlighted.
One
of
those
was
the
the
the
local
minimum
wage
or
the
livable
wage.
H
In
that
conversation,
regionally
child
and
senior
care.
When
we
start
to
look
at
those
you
know,
holes
in
our
our
society
is
not
only
is
there,
you
know
a
lack
of
a
workforce,
but
also
the
pressures
that
are
there
on
on
parents
or
caregivers.
For
you
know,
young
children
as
well
as
seniors.
You
know,
building
equity
in
our
budgets
and
in
our
fiscal
policies,
building
civic
participation
and
power
we've.
You
know,
there's
there's
been
this
growing
kind
of
distrust
of
government.
H
B
Okay,
thank
you.
I
just
want
to
say
first,
I
I
so
appreciate
this
group.
This
is
by
far
the
most
valuable
elected
group
that
I've
had
the
pleasure
to
be
a
part
of.
So
thank
you,
everyone
for
a
great
year,
and
thank
you,
commissioner,
for
convening
this
building
on
what
kyle
was
saying.
I
think
community
mental
health
is
something
important
to
investigate.
B
I
know
that
we
are
getting
opioid
settlement
money
to
provide
resource
folks,
who
are
mental
health
professionals
versus
law
officers
to
some
of
our
calls.
So
I'd
like
to
explore
that
further
and
then
I
would
like
to
keep
exploring
community
equity.
I
I
don't
know
if
there's
precedent
for
having
the
same
topic
two
years
in
a
row,
but
I
feel
like
it's
an
important
topic
to
keep
discussing.
A
N
I'll
go
things
in
the
chat,
but
I
think
the
big
thing
in
and
piggyback
on
what
what
others
have
said
is
is
the
mental
health
issue.
I
think,
is
a
really
big
issue
that
I
know
in
erie
has
been
I've.
Seen
highlights
of
that
talking
to
our
chief,
some
of
the
things
that
have
happened,
and
you
know
whether
or
not
they're
related
to
the
pandemic
or
not.
N
I
think
we've
all
have
seen
what
those
downstream
effects
of
the
pandemic
are,
how
people
act
towards
each
other,
how
kids
act
towards
each
other,
especially
in
the
schools,
so
probably
having
more
engagement
with
the
school
districts,
would
probably
be
something
worthwhile
to
take
a
look
at
from
the
kids
perspective
and
where
and
where
they're
they're
at
in
the
town.
Obviously,
what's
happened
in
michigan
yesterday,
just
sheds
light
on
something
like
that.
N
From
what
you're
going
through,
I
think
you
would
be
key
from
an
organization
standpoint
that
it
keeps
things
in
line
and
it
keeps
them
on
track
and
that's
just
a
suggestion
that
take
it
or
leave
it.
But
there
are
a
lot
of
folks
out
there.
That
probably
could
would
love
to
be
able
to
help
better
our
communities
by
offering
that
as
something
to
help
with.
I
Yes,
kind
of
piggybacking
on
some
of
that
going
from
mental
health
too.
I
think
one
of
the
negative
effects
and
and
trustee
harrison
alluded
to
the
michigan
shooting,
I
think,
potentially,
circling
back
to
gun
violence.
Prevention
might
be
a
topic
that
I
don't
know
if
we
need
to
have
it
as
a
scheduled
item,
but
maybe
something
that
we
can
have
kind
of
on
deck
as
an
ad
hoc
item,
if
necessary.
I
Once
we
do
get
some
of
the
additional
information
that
we've
been
waiting
on
from,
I
know
the
the
colorado
attorney
general
and
whatnot.
They
could
help
us
all
implement
various
gun
related
legislation
that
that's
right
for
our
communities.
I
think
some
coordination
and
timing
across
all
of
our
communities
would
be
beneficial
both
from
an
implementation
standpoint
and
also,
if
one
of
us
goes
alone,
you'll
be
the
lightning
rod
for
for
all
of
the
the
backlash.
I
If
we
all
go
together
it,
it
sends
a
much
stronger
message
that
this
is
something
that
we
as
a
community
a
county
and
all
of
us
in
this
community
are
considering.
So
I
I
don't
know
what,
when
the
right
time
will
be.
For
that
I
know
our
trustee.
One
of
the
trustees
on
our
superior
board
is,
is
taking
a
lead
in
that
area
and
we'll
certainly
circulate
the
information
as
he
as
he
can,
but
yeah
trustee
howard
will
certainly
circulate
that.
E
E
I
think,
and
you
know,
because
we
just
had
the
election
and
we're
a
little
bit
unsure,
who
will
ultimately
be
a
part
of
this
from
the
boulder
city
council
kind
of
trying
to
feel
the
you
know.
I
talked
ahead
of
time
to
a
couple
other
council
members
as
well,
but
I
think
there's
a
lot
of
strong
support,
also
for
the
livable
wage
and
bringing
that
up
alicia.
As
you
mentioned,
the
gun,
violence,
prevention-
and
you
know,
council,
member
rachel
friend,
I
think-
is
also
working
on
kind
of
that
timing.
E
A
M
A
A
And
there
may
be
other
duties
happening
so,
okay,
I
just
want
to
say
thank
you
to
everybody.
Who's
participated.
It's
a
long
evening
makes
a
long
day
for
all
of
us,
but
this
is
great
work.
It's
great
conversation.
I
encourage
you
all
to
follow
up
with
each
other
to
show
up
at
one
of
the
other
towns
events
this
weekend
or
get
somebody
else
out
there.
A
That's
part
of
what
we
do
and
why
we
are
so
amazing
here
in
boulder
county
as
community
members
as
electeds,
and
certainly
of
staff,
who
supports
all
the
work
that
we're
doing
by
being
here
tonight
and
helping
us
prep
and
and
have
the
information
on
hand.
So
I
hope
everybody
has
a
holiday
season,
be
well
stay,
take
care
of
each
other
and
we
will
be
in
contact
with
you
from
the
county's
office
and
mark
to
get
that
list
to
get
your
feedback
and
then
get
our
list
full
agenda
for
2022.