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From YouTube: Boulder County Consortium of Cities 12 02 2020
Description
Video recording of Boulder County Consortium of Cities meeting -- Dec. 2, 2020. For more information, see: https:/boco.org/COC.
TOPIC:
Transformational Racial Equity in Boulder County: An Adaptive Process
Please join Cecilia Jones, Boulder County Racial Equity Project Manager, and Courtney Prusmack, Boulder County Equity, Diversity & Inclusion Manager, for a brief overview of the why, what, and how in the county government’s adaptive approach to centering race and advancing racial equity.
A
A
We
would
like
to
take
a
few
seconds
to
acknowledge
that
we
are
in
territories
of
the
arapaho
qian
and
youth
peoples.
I
want
to
acknowledge
that
boulder
county,
the
institution
I
represent,
was
funded
upon
the
exclusion
and
attempted
erasure
of
indigenous
peoples
and
cultures,
and
I
want
to
acknowledge
the
american
indian
community
in
boulder
county
today,
the
elders
past
and
present
and
future
generations.
A
B
B
So
cecelia
and
I
will
introduce
ourselves
using
a
practice
that
our
maori
brothers
and
sisters
from
new
zealand
taught
us
when
we
were
together
at
the
national
summit
for
courageous
conversation
about
race
in
philadelphia
a
couple
of
years.
One
of
the
practices
is
a
way
to
decolonize.
The
way
that
we
introduce
ourselves,
which
I
can
start
with
my
place,
is
louisville
colorado.
B
My
name
is
courtney,
and
my
intention
tonight
for
being
in
this
community
is
to
perfectly
imperfect
and
perfectly
and
perfectly
share
a
little
bit
about
the
wisdom
that
I
have
gained
in
community
in
doing
this
transformational,
racial
equity
work
and
some
of
the
learning
to
date
that
I've
done
and
that
cecilia
has
done
and
in
the
spirit
of
each
one
teach
one
to
build
out
for
eternity
seven
generation
thinking
is.
The
hope
is
that
each
one
of
us
will
then
in
turn
share
this
with
someone
else.
My.
B
I
can
be
afraid
that
I'll,
you
know,
hurt
someone's
feelings
or
that
I'll
make
someone
mad
or
I'll
get
in
trouble
and
really,
if
I'm
in
integrity
with
myself
with
my
ancestors
with
the
babies
that
are
currently
with
us
today
and
with
the
future
generations,
then
I
know
if
I'm
in
integrity,
I
can't
go
wrong
and
I
really
believe
in
a
world
where,
in
a
community
that
we
are
all
truly
liberated
and
humanized
and
fully
multicultural
and
anti-racist.
So
that's
my
wife
for
racial
equity,
cecilia.
A
I
use
a
pronounced
she
her
hairs,
aya
and
my
intention
for
today
is
to
bring
my
most
authentic
self
to
this
space
and
to
the
best
of
my
ability
share
a
little
bit
of
this
journey
for
transformational
racial
equity
in
boulder
county,
my
wife
racial
equity.
My
wife
has
evolved
over
time.
I
originally
when
I
started
working
in
with
courtney
and
with
other
racial
equity
leaders
and
champions.
A
We
were
called
to
be
part
of
a
board
of
advisors
for
the
commissioners
and
department
heads
to
advise
on
cultural
responsiveness
and
inclusion,
and
I
decided
to
join
that
board
and
to
start
working
in
in
what
what
is
today
a
word
that
centers
race
and
is
racial
equity.
I
started
working
on
that
because
I
had
the
feeling
that
there
was
there
could.
A
I
I
receive
gifts
and
tools
and
and
and
I'm
still
learning
and
developing
skills
that
have
helped
me
really
liberate
myself
from
those
of
from
those
beliefs
and
and
start
in,
embracing
and
and
and
learning
new
beliefs
and
new
behaviors.
And-
and
I
am
at
a
point
where
I
believe
that
those
gifts
and
tools
and
skills
are
some
something
that
can
be
a
gift
for
for
anybody
for
everybody
and
and
my.
A
I
don't
know
if
you
notice,
but
our
first
slide
with
the
title
of
this
presentation,
has
had
tons
of
symbols
there
and
and-
and
we
didn't
really
take
the
time
to
explain
all
of
them,
but
symbols
personally
are
important,
have
a
meaning
that
is
connection
with
my
culture.
With
my
with
my
ancestors,
there
is
personal
meaning
for
each
of
the
symbols
and
each
of
the
images
that
are
used
in
this
presentation.
A
I
want
to
talk
a
little
bit
about
one
of
the
symbols
that
we
have
shared
in
in
the
intro
slide,
and
that
we
are
sharing
right
now
is
the
symbol
on
the
right
corner
is
called
the
chicana,
it's
a
symbol
from
pre-inca
inca
civilizations
known
as
the
inca
cross,
and
it
comes
from
a
war
in
quetra
that
is
chekang.
That
means
building
bridges
and
crossing
bridges.
A
And
for
me,
this
symbol
is
important
first,
because
it
comes
from
my
ancestors
and
second
because
of
what
it
means
and
and
what
it
means
is
really
connected
with
the
racial
with
racial
equity
award.
For
me,
which
is
building
bridges
and
and
that's
something
that
I
hope
that
I
can
start
doing
tonight,
building
bridges
with
each
and
all
of
you
corny
I'll.
B
Briefly
share.
Thank
you,
cecilia.
The
the
chupa
rosa,
the
hummingbird
in
many
cultures,
is
known
as
a
symbol
of
joy
and
also
a
messenger,
a
sign
of
resurrection
and
a
female
warrior.
So
I'd
like
to
acknowledge
our
ancestors
also
that
the
the
hummingbird
represents,
especially
my
marley
joy.
Thank
you
next
slide.
B
So
here's
here's
a
little
bit
of
a
a
layout
in
a
very
succinct
format,
how
we've
gone
in
boulder
county
from
cree,
cultural
responsiveness
and
inclusion
to
today
where
we
are
calling
this
transformational
racial
equity
in
2016,
there
was
a
road
map,
the
cultural
responsiveness
and
inclusion
road
map
that
had
been
authored
over
the
course
of
several
years,
with
multiple
perspectives
throughout
the
county.
Employee
base
corriac,
like
cecilia,
had
talked
about
the
cultural
responsiveness
and
inclusion
advisory
committee
was
assembled
in
2017
part
of
that
road
map
called
for
an
at
the
time.
B
It
was
called
the
diversity
and
inclusion
manager.
Since
then,
we've
transformed
that
to
equity
diversity
and
inclusion
manager
was
higher
me
and
then
in
2018.
Just
this
is
very
brief.
This
is
just
such
a
snapshot
just
to
build
a
little
schema.
A
little
backstory
in
2018.
The
commissioners
created
five
priority
areas,
one
of
their
strategic
priority
areas
being
the
equity
and
justice
area,
which
specifically
now
is
racial
equity.
Also,
in
2018
we
began
building
out
infrastructure
to
organize
and
operationalize
the
work.
B
These
are
called
cree
groups,
cultural
responsiveness
and
inclusion
groups.
However,
each
department
and
office
as
they
grow,
they
also
name
themselves
so
they're,
not
all
called
cree
groups
like,
for
example,
housing
and
human
services,
has
they
called
themselves.
The
echo
we
also
really
were
very
mindful.
I
was
very
mindful
of
having
some
transitional
trainings
between
2016
and
when
we
and
like
when
we
were
making
that
pivot.
B
In
2019,
we
began
our
partnership
with
pacific
educational
group
and
gare,
the
government
alliance
for
race
and
equity,
and
those
are
two
key
partnerships
that
we
have
which
aligns
with
our
theory
of
change,
which
cecilia
will
talk
about
in
a
bit
and
in
2020
we
will
have,
at
the
end
of
this
year,
12
certified
practitioners
for
courageous
conversations
about
race
through
our
partnership
with
pacific
educational
group.
That
is
a
big
part
of
that's
a
major
lever
for
distributed
leadership
and
capacity
building.
B
B
We
are
also
piloting
very
specifically,
some
of
these
levers
through
centering,
race
and
forward
together
safely,
to
which
cecilia
is
one
of
the
co-leads
for
the
racial
equity
team,
and
we
also
have
adopted
the
fully
inclusive
anti-racist
multicultural
policy,
and
I
want
to
read
a
quote
from
glenn
singleton,
one
of
my
longtime
mentors
and
also
the
author
of
courageous
conversations
about
race,
which
is
part
of
the
peg.
The
peg
partnership.
B
B
And
it's
going
to
be
you
know
it's
a
continuum
and
though
I
see
I
see
what
happening
now
is
that
some
of
that
benchmarking
and
you're
we're
going
into
year
four
of
a
ten
year
improvement
science
period.
Is
that
we're
starting
to
see
real
indicators
that
the
the
conversations
around
race
are
becoming
normalized,
which
is
a
significant
change
from
2017.
B
A
Okay,
so
when
courtney
standed
an
invitation
for
me
to
join
her
sharing
the
story
of
the
journey
for
transformational
racial
equity,
I
think
that
the
offering
made
was
to
talk
about
the.
Why
the,
how
and
the
what
and
the
what
in
boulder
county's
approach
to
center
race
and
advancing
racial
equity
and-
and
I
wanted
to
share
that
with
you
tonight-
we
always
start
with
the.
Why?
Because
why
is
something
that
guides
the?
A
How
we
do
this
and
and
then
the
what
and
throughout
the
journey
that
that
cornell
described
in
the
when
she
was
sharing
the
previous
slide?
We
were
asked
a
few
times
like,
but
why
are
you
asking
me?
What
is
your?
Why
for
racial
equity?
Why
do
you
keep
asking
me
about
the?
Why
my
personal?
Why?
What
are
we
doing
and
whenever
we
start
moving
to
action
and
and
what
is
the
plan
and
and
what
is
the
timeline,
so
it
was
part
of
the
process.
It's
like
you
know.
A
Each
of
us
needs
to
have
a
personal.
Why
and
the
organization
and
the
organization
needs
to
have
a
why
for
transformational
racial
equity,
so
the
why
to
center
race
and
the
why
to
do
this
work
is
because
there
are
undeniable
racial
disparities
across
systems
like
no
matter
what
the
sector,
what
it
is
that
that
you're
looking
at
if
there
is
a
courage
to
disaggregate
data
by
race,
disproportionate
outcomes
are
going
to
be
revealed
the.
A
Why
is
also
because,
as
a
government
employee,
I
believe
that
there
is
a
historic
role
of
government
laws,
policies
and
practices
in
creating
and
maintaining
some
of
those
racial
inequities,
colorblind
policies,
colorblindness
programs,
do
not
work
for
all
and
also
because
changes
in
racial
demographics
are
are
also
happening
by
2060
black
indigenous
and
other
people
of
colors
will
represent
57
of
the
population
in
the
united
states.
Those
changes
are
happening
if
not
look
at
our
babies
and
kids
in
the
schools.
A
B
B
And
we
want
to
lay
some
context
for
some
working
definitions:
race
race
is
the
socially
constructed
meaning
attached
to
a
variety
of
physical
attributes,
including,
but
not
limited
to
skin
and
eye
color,
hair
texture
and
bone
structures.
Race
is
color
culture
and
consciousness,
and
racial
equity.
Racial
equity
for
us,
in
our
working
definition
in
boulder
county
is
eliminating
disproportionalities
based
on
race
and
lifting
up
outcomes
for
all
groups.
A
So
let's
talk
a
little
bit
more
about
the.
Why
about
those
undeniable,
disproportionate
opportunities
and
outcomes
like
I
was
sharing,
no
matter
where
you
look
at
if
it's
an
education
in
criminal
justice,
in
health,
in
environment,
in
employment,
in
housing,
in
human
services,
if
there
is
a
courage
to
disaggregate
data
by
race
and
ethnicity,
what
is
going
to
be
revealed?
Is
that
what
I
say,
colorblind,
blinded
policies,
programs
structures
do
not
work
for
all.
A
This
is
just
a
few
statistics
that
I
gathered
last
night
from
the
county
health
rankings
website.
Some
of
you
might
know
that
I
believe
boulder
county
is
ranking
number
four
in
the
list
of
counties
in
the
united
states,
but
if
we
start
looking
at
some
of
the
metrics
that
they
share
and
we
start
seeing
what
the
data
is
for
specific
racial
and
ethnic
groups,
we
are
going
to
see
that
we
are
not
number
four
for
all,
and
here
just
are
a
few
examples.
B
And
to
dig
a
little
deeper
in
addition
to
the
extant
data,
that
cecilia
was
sharing
the
covid19
data,
and
I
want
to
draw
your
attention
to
the
bottom
right
corner,
because
I
I
know
that
we're
all
in
conversations
about
this
and
this
this
is
likely
not
something
that
you've
heard
for
the
first
time,
but
really
just
the
current
disproportionality
of
how
our
hispanic
and
latinx
identifying
community
members
are
really
disproportionately
impacted.
So
you
know
for
me,
as
a
white
person,
I
look
at
like
the
existing
data.
B
You
know
what
what's
out
there
already
and
then
I
also
think
about,
what's
here
in
the
right,
immediate
and
it's
undeniable
to
me
and,
like
cecilia,
said,
the
colorblind
policies
that
might
serve
me
as
a
white
person.
They're
not
serving
everyone,
and
for
me,
it's
really
part
of
like
not
only
is
it
time
with
racial
equity
to
really
acknowledge
and
racialize
data
and
really
have
this
collective
conversation
about
it.
B
A
So
the
how
for
transformational
racial
equity,
it's
been
a
journey
and
it's
being
a
journey.
There
has
been
a
lot
of
work,
a
lot
of
sweat
tears
through
the
time
that
I've
been
personally
engaged
in
this
work
and-
and
there
has
been
a
lot
of
research
too,
and
I
feel
that
hiring
courtney
as
our
diversity,
equity
and
inclusion
manager
was
a
blessing.
A
That
really
provided
us
with
the
tools
and
with
the
resources
and
with
the
information
that
was
needed
in
order
to
make
these
make
practices,
happen,
practices,
reflection
and
action.
So
the
way
that
the
theory
of
change
was
offered-
and
I
will
promise-
I
will
not
talk
much
about
that-
because
dr
corny
bruce
mc-
will
be
elaborating
more
on
that.
A
I
will
speak
for
myself,
come
from
the
courageous
conversation
protocol
and
all
the
tools
to
operationalize
the
work
and
to
move
to
action
in
order
to
transform
our
organization
and
our
community
come
from
the
government
alliance
of
on
race
and
equity,
and
thus
the
combination
of
these
two
partnerships,
with
all
that
they
offer
to
boulder
county,
is
what
has
made
it
possible
to
have
a
conceptual
model
to
to
make
the
equity
and
justice
strategic
priority
mulder
county
a
reality
doctor.
Would
you
like
to
say
something
else.
B
So
the
interconnectedness
of
this
venn
diagram
of
these
three
concentric
circles,
or
as
cecilia
the
architect
of
this
has
has
described,
is
really
our
three
pillars
and
you'll
hear
us
talk
about
like
the
key
partnerships,
adaptive
leadership
and
teaching
and
learning,
and
at
the
outside,
you
see
if
you're
familiar
at
all
with
garen.
If
you're,
not
that's
fine,
some
of
that
gear,
systemic
levers
or
the
really
large
picture
infrastructure
is
to
organize
operationalize
and
normalize
and
then
on
the
inside.
B
However,
that's
why
we
had
to
have
that
theory
and
research
underpinning,
along
with
the
data
that
corroborated
while
we're
doing
what
we're
doing
so
the
center
heartbeat,
is
that
praxis
that
change
really
starts
with
the
interruption
starts
with
I,
and
I
need
to
be
able
to
talk
about
race,
and
I
need
some
tools
to
reflect
and
to
have
these
conversations
because,
as
a
white
woman,
I
was
not
talk
to
taught
to
talk
about
race
and,
and
so
because
we
have,
I
have
grown
up
in
an
oppressive
society.
That
is
a
white
supremacist
culture.
B
So
that's
where
kind
of
the
rubber
hits
the
road
right
there
with
it
is
the
some
of
the
gear
tools
that
we've
adapted
specifically
some
of
my
sisters
in
the
racial
equity
practitioner
circle,
racial
equity
impact
assessment
tool,
for
example.
We
have
systems,
thinking
tools,
sengi
ladder
of
inference
the
iceberg,
and
we
also
have
critical
race
theory
is
one
of
our
underpinnings.
So
really
this
is
where
it
all
comes
alive,
and
this
is
what
drives
the
way
we
are
able
to
really
develop
out
this
infrastructure
to
build
capacity
and
distribute
leadership.
A
That
was
beautiful.
The
only
thing
is
that
comes
up
for
me
is
that
for
everything
we
do
in
racial
equity
for
every
single
project,
for
every
any
opportunity
to
to
reflect
an
app
an
act
in
order
to
to
integrate
a
racial
equity
lens.
There
is
always
going
to
be
a
key
partnership,
because
I
cannot
do
this
alone.
Corny
cannot
do
this
alone.
No
one
can
do
this
alone.
B
C
A
Okay,
so
as
we
have
been
sharing
the
partnership
with
pacific
educational
group,
I
believe
for
me
has
been
a
blessing.
We
have
received
the
most
important
tool
that
is
the
heart
for
our
work,
which
is
courageous
conversations
about
race
protocol,
which
is
basically
a
tool
to
engage,
sustain
and
deepen,
interracial
and
interracial
dialogue
about
race.
A
I'm
not
going
to
be
talking
too
much
in
detail
because
there
is
the
property
right
with
pacific
educational
group.
I
just
want
to
say
again:
there
is
glenn's
book
and
there
is
a
picture
of
glenn's
book
there.
That's
our
anchor
one
of
our
anchor
stacks
for
transformational.
Racial
equity
and
protocol
basically
has
three
main
components:
a
compass
to
locate
myself
and
to
be
able
to
locate
others
when
there
is
a
conversation
about
race
for
agreements
that
really
lay
out
the
how
to
have
a
conversation
about
robot
race
and
the
four
agreements.
A
Are
they
stay
engaged
speak
your
truth,
experience,
discomfort
and
inspect
and
accept
non-closure,
and
then
there
are
six
conditions
that
really
help
us
in
different
phases.
In
you
know,
in
in
a
sequential
way
to
to
engage,
sustain
and
deepen
the
conversations
about
race.
There
is
a
link
for
a
pacific
education,
educational
group
there
at
the
bottom
of
that
slide.
If
you
go
there,
you
can
find
out
more
about
protocol
again.
Glenn's
book
is
also
our
cortex
and
everything
about
protocol
is
there
and
also
there
are
different
opportunities
for
training.
A
B
B
Thinking
tools
were
like
it,
it
could
only
get
us
so
far
as
an
organization
to
transform,
and
so
when
gare
really
revealed
itself,
I
felt
like
that
was
a
very
powerful
partner
that
really
brought
it
all
together,
and
I
urge
you
to
to
investigate
that.
If
you
haven't
already
so,
some
of
their
critical
strategies
are
really
to
you
know
using
a
racial
equity
framework,
building
organizational
capacity,
implementing
tools
being
data
driven
partnering
with
other
institutions
and
communities.
B
This
is
case
in
point,
look
at
us
all
here
together
tonight
and
I
want
to
affirm
us
all
together
here
tonight
and
operate
with
urgency
and
accountability.
So
there's
that
sort
of
tension-
you
know,
like
things
take
time
and
also
there
has
to
be
a
sense
of
urgency
and
accountability.
So
again,
perfectly
imperfect,
cecilia
anything
else
about
gear.
A
What
I
am
saying
is
to
the
best
of
our
abilities.
We
are
using
some
of
those
strategies.
As
you
see,
we
have
a
theory
of
change
in
a
conceptual
model
which
is
a
racial
equity
framework.
We
are,
you
know,
relentless
building,
organizational
capacity
internally
and
hopefully
in
the
near
future.
Also
in
partnership
with
community,
we
have
begun
to
implement
racial
equity
tools.
A
We
are
also
having
courageous
conversations
in
order
to
be
data-driven
and
to
take
the
courageous
steps
to
start
disaggregating
data
for
for
everything
that
that
we
do
in
the
county,
partnering
with
other
organizations
and
also
balancing
that
balancing
that
sense
of
urgency
with
that
need
to
build
for
eternity
and
and
think
about
the
future
and
think
about
the
long
term,
not
not
necessarily
about
the
immediate
need
to
react
to
any
event
or
to
any
any
urgency
thanks.
One.
B
B
The
trainer
model
that
gair
had
that
we
began
to
endeavor
to
do
was
put
on
pause
because
of
covid,
so
we
have
adapted
through
covid
and
we
have
not
been
able
to
to
develop
that
out,
because
gear
did
not
have
the
virtual
infrastructure
at
the
time
to
really
keep
us
going
in
the
phase
that
we
are
at.
So
we
have
the
capacity
that
we
are
building
through
pacific
educational
groups,
partnership
and
the
affiliate
practitioner,
certifications
and
yes,
we
do
have.
B
It
is
for
internal
and
also
we
have
and
are
partnering
with
community
members
in
boulder
county
that
they
do
come
they're
invited
in
to
intro
to
courageous
conversations
classes.
We
have
the
community
task
force
that
some
will
take
the
class
on
thursday
and
then
again
in
a
couple
weeks
or
in
january.
So
it's
like!
Yes,
are
we
where
I
want
to
be,
that's
that
sense
of
urgency?
B
I
don't
I
feel
like
I
I'm
I
want
to
be
further
along
and
then
I
have
to
remember
patience
and
and
knowing
that
I
have
to
practice
saying
you
know
this
is
a
long
long
journey.
So
I
hope
I
answered
your
question.
Cecilia,
do
you
see
martha's
in
the
chat?
Do
you
do
anything
else
to
share
yeah
and
maybe.
A
After
we
finish
this
conversation,
I
don't
know
if
any
there
is
anybody
from
city
of
boulder
here
today,
but
maybe
they
have
something
to
offer.
I
believe
that
they
have.
They
started
their
partnership,
you
know
few
months
or
maybe
a
year
before
with
it,
and
I
believe
that
they
were
able
to
start
building
capacity
through
the
train,
the
trainer
model,
and
maybe
there
is
something
that
they
can
offer.
A
I
I
it's
me
as
a
as
a
person
as
a
human
being,
I'm
gonna
read
glenn's
quote
by
addressing
how
we
each
individually
perpetuate
white
racism
in
our
practices.
We
can
then
collectively
challenge
the
policies
we
have
created
and
program.
We
have
enacted
to
guide
our
institutions
such
a
process
of
advancing
from
our
personal,
local
and
immediate
impact
of
race
through
our
professional
engagements,
truly
fosters
organizational
transformation
for
me
as
a
wrong
indigenous
latina.
Organizational
change
is
first
and
fore
and
foremost
human
change.
A
A
B
Here's
a
screenshot
intentionally.
We
know
that
you
can't
see
that
that's
fine.
We
just
wanted
to
share
a
visual
to
be
multi-modality.
I'm
a
visual
learner
on
the
what
we
talk
about
when
we
say
the:
what
of
becoming
the
racial
equity
vision
of
boulder
county
is
a
fully
inclusive,
anti-racist
multicultural
organization
in
a
transformed
society.
B
That
vision
is
really
the
what
that
is
like
the
the
ultimate
goal.
That
is
the
policy
that
we
several
of
us
co-authored
and
has
been
adopted.
So
this
is
the
continuum
and
it
really
matters
not
where
you
are
in
the
continuum
of
racial
understanding.
What
is
important
is
your
willingness,
so
that
will
what's
important.
Is
your
willingness
to
expand
your
racial
consciousness,
deeply
explore
your
own
racial
identity
and
better
empathize,
with
the
corresponding
perspectives
and
experiences
of
the
racial
other,
so
it
really
comes
down
to
that
willingness.
B
A
So
now
we
are
going
to
be
sharing
some
examples
of
how
boulder
county
is
advancing,
advancing
racial
equity
now
how
the
work
is
being
operationalized
and-
and
most
of
these
examples
come
from
our
our
pilot
arena,
which
is
for
work
together
safely.
We
were
blessed
to
have
support
to
start
building
infrastructure
to
continue
moving
forward.
A
This
work
and
a
group
of
racial
equity
practitioners
and
a
racial
equity
team
was
assembled
in
order
to
offer
some
practices
and
some
will
skill,
knowledge
and
capacity
to
integrate
different
racial
equity
tools
in
forward
together
safely.
So
we
will
be
sharing
some
of
those
and
we
will
be
telling
you
a
little
bit
about
what
is
happening
forward
together
safely
with
the
racial
equity
team.
B
So
this
is
a
landscape
shot
of
what
is
currently
being
piloted
and
we
are
preparing
to
be
able
to
scale
up
dependent
upon
some
resourcing
capacity
right
now
in
four
together
safely,
which
is
what
boulder
county
is
calling
the
covid
response
and
recovery.
This
is
how
currently
we
are
integrating
racial
equity
practices.
B
A
Et
cetera,
we
will
be
sharing
in
in
the
next
slides
the
dynamics
of
the
panels
and
opening
hours.
But
basically,
if
anything,
I'd
like
you
to
keep
in
mind
like
the
orange
rectangles
here,
which
is
that
there
is
a
space
for
individual
practice
for
racial
equity
and
those
are
basically
offered
through
what
are
our
open
hours
and
then
solve
some
self-directed
learning
and
and
and
other
spaces
to
to
learn
some
of
the
tools
that
are
being
offered.
There
is
opportunity
for
a
community
of
practice
as
well.
A
And
then
we
always
keep
in
mind
that
this
work
is
transformational
work.
It's
about
building
for
eternity,
it's
about
having
the
opportunity
to
move
beyond
services,
programs,
projects
and
focus
on
changing
policies,
institutions,
structures
and
advocating
for
those
changes.
So
that's
all
I
good
at
next
one.
A
So
I
want
to
take
a
few
seconds
to
acknowledge
and
honor
my
hermanas
and
my
hermano,
who
are
part
of
the
circle
of
racial
equity
practitioners.
That's
how
some
people
call
us
the
circle,
because
when
we
were
asked
about
what
is
your?
How
do
you
strike
or
where
is
the?
How
is
the
way
that
that
group
is
a
structure
and
who
is
a
lead?
And
who
is
a
colleague
and
we
are
like?
A
Well
really,
our
structure
is
a
circle
that
is
our
org
chart,
because
in
a
circle
nobody
is
above
or
below
anybody
in
a
circle.
Everybody
is
equal
in
a
circle.
We
can
all
share
multiple
perspectives,
share
and
honor,
multiple
perspectives
and
the
circle
has
healing
power.
So
that's
our
chart
for
the
racial
equity
practitioners
team.
So
there
is
my
hermana
kathy
sandoval,
my
hermana.
A
Seven
of
us
are
already
certified
practitioners
for
courageous
conversations
about
race.
Two
of
us
are
working
to
get
certified
pretty
soon
and
basically,
what
we
offer,
like,
I
said,
is
our
really
skill,
knowledge
and
capacity
and
and
through
the
tools
and
the
gifts
and
the
trainings
we
have
had
the
opportunity
to
have.
We
are
able
to
really
share
our
personal
perspective
from
our
personal,
local,
local
and
immediate,
and
and
and
and
really
able,
to
engage,
sustain
and
deepen,
courageous
conversations
about
race.
We
do
next
one
please.
B
So
briefly,
a
little
bit
about
the
racial
equity
impact
assessment
tool.
This
was
an
adaptation
from
the
gear
racial
equity
toolkit,
the
government
alliance
on
race
and
equity,
one
of
our
key
partners
that
was
adapted
for
the
specific
purposes
of
piloting
it
during
the
four
together
safely
covered
response
and
recovery,
the
primary
architects-
and
I
always
like
to
cite
who
to
give
credit,
are
millie
dawson.
I
think
mimi
and
cecilia
both
really
spent
some
time
together
and
then
brought
it
to
this.
B
The
practitioner
cycle
for
the
other
safety
team
that
you
just
saw
and
we
had
some
multiple
perspectives
and
input
on
it
and
where
we
are
currently
at
with
this
impact
assessment
tool.
It's
a
it's
a
a
way
for
I'll
just
say
for
me.
If
I
have
something
that
I
want
to
do,
let's,
let's
talk
about
the
fact
that
we
were
wanting
to
adjust
the
objectives
and
maybe
the
goal
for
the
the
strategic
priority
I
ran
through
the
impact
assessment
tool.
I
asked
my
hermana
jemela
cecilia
to
do
that
with
me.
B
B
Practitioners
were
able
to
give
us
some
some
strengths,
some
things
to
consider
and
some
questions
for
reflection,
both
in
verbal
and
written
form,
so
that
cecilia
and
I
could
go
back
and
and
consider
those
multiple
perspectives
to
inform
us
on
really
who
is
being
burdened.
You
know
what
is
this
potential
unintended
consequence
of
a
decision
that
she
and
I,
in
our
best
thinking
but
limited,
were
we
gonna
go
ahead
and
launch,
but
then
we
kind
of
said
put
the
brakes
on
it,
because
we
don't
have
enough
information.
B
We
don't
have
enough
multiple
perspectives
and
the
version
of
this
I
would
say
to
to
scale
it
up
depending
upon,
like
the
the
capacity
and
resourcing
in
the
future
would
have
community
engaged
in
this
process
as
well.
But
again
we
have
to
start
with
the
sample
being
pretty
small
as
we
pilot
things
and
then
we
scale
up
in
that
each
one
teach
one
model
and
and
have
a
more
holistic
picture
of
even
a
wider
perspective.
B
A
No
and
something
that
I'd
like
to
share
is
that,
if,
if
you
go
to
the
government
alliance
and
raising
a
and
an
equity
website,
you're
gonna
find
different
resources
and
different
promising
practices
and
nationwide
strategies,
and
there
is
a
document,
it's
called
the
racial
equity
toolkit
and
the
racial
equity
toolkit
really
lays
out.
You
know
different
questions
and
different
prompts
to
to
be
able
to
construct
and
adapt
and
customize
a
racial
equity
impact
assessment
tool
for
your
organization.
A
So
keeping
in
mind
our
theory
of
change.
That
is
not
only
there
like
there
is.
You
know
they
are
the
the
peer
network
that
really
is
offering
all
of
those
tools
to
operationalize
the
work
and
and
and
and
to
take
action
after
we
reflect
and
in
order
to
reflect,
we
have
courageous
conversations
about
bruce
about
race.
A
So
that's
what
I
would
like
to
add
next,
please
so
here
perhaps
you
cannot
read
this,
but
this
slide
is
basically
show
showing
you
the
layout
of
our
racial
equity
impact
assessment
tool
that
we
have
customized
for
boulder
county.
So
there
are
four
main
sections.
There
is
a
section
really
to
describe
the
proposal
to
talk
about
what
is
a
problem
statement.
What
is
the
decision
under
consideration?
A
What
are
some
of
the
expected
outcomes,
and-
and
how
can
racially
equity
outcomes
can
be
any
envisioned
from
that
proposal?
There
is
another
section
really
to
ask
about:
well
what
that
is
available.
What
is
data
telling
you
and
by
saying
that
it's
not
only
quantitative
data,
because
the
fact
is
that
know
that
isata
and
and
right
now,
it's
like
most
at
least
internally.
There
is
a
struggle
to
find
disaggregated
data
by
race
in
the
county,
because
that
has
not
been
a
practice
that
has
not
been
normalized.
A
There
is
another
section
that,
for
me,
is
that
the
most
important
section
of
the
tool
that
is
really
analyzing
the
strategies
and
analyzing
the
impact
of
any
decision
that
I
am
about
to
make
and
those
questions
are
who
will
benefit
from
this
decision?
Who
will
be
burdened
by
this
decision
and
what
are
some
strategies
that
I
can
think
about
or
reflect
on
that
can
mitigate
unintended
consequences
of
this
decision
or
this
proposal,
and
then
there
is
another
section
really
that
it's
about
really
laying
out
what
would
be
a
realistic
implementation
plan?
A
How
can
accountability
be
ensure
and
how
outcomes
can
be
communicated
and
evaluated?
Now
it
looks
like
a
lot
and
it's
a
lot
and
the
way
that
racial,
liquid
impact
assessment
tool
is
being
applied
is
really
in
different
stages.
So
the
first
time
that
a
group
or
an
individual
is
applying
the
tool.
They
don't
have
to
answer
all
the
questions
it's
like
wherever
they
are
are
at
the
racial
equity
practitioners
team
or
the
circle
will
will
meet
them
there,
where
they
are
at
to
offer
feedback,
but
really
what
is
important?
A
The
first
time
that
the
truly
supply
is
having
you
know
a
clear
understanding
of
what
is
a
problem
statement
that
we
are
trying
to
solve.
What
is
the
proposal
and
what
are
those
strategies
and
how
can
we
mitigate
any
unintended
consequence
consequences
and
the
tool
is
designed
to
be
used
at
multiple
stages
of
a
project
or
or
a
pro
or
when
designing
a
proposal?
B
Please,
and
to
just
briefly
share
the
racial
equity
panels
was
something
that
was
developed
and
created.
It's
an
innovation
that
boulder
county
has
established
that
really
partners
well
with
the
racial
equity
impact
assessment
tool.
The
racial
equity
panels
are
again
an
opportunity
for
any
of
our
employees
to
who
are
with
the
fts
right
now,
it's
being
piloted
within
our
recovery
structure
to
to
take
a
stab
at
using
the
racial
equity
tool,
and
then
they
submit
it
the
practitioner
circle
of
nine
look
at
it.
B
We
give
them
the
feedback,
the
structured
feedback
of
here's
strengths
here
are
some
things
to
consider,
and
then
here's
a
few
questions
for
reflection.
Again,
that's
tied
to
our
theory
of
change
that
that
reflection,
piece
is,
is
invaluable
and
then
they
bring
it
to
a
panel.
They
have
a
45
minute
time
where
they
share
for
about
15
minutes.
They
sort
of
present
they're,
mostly
their
problem
of
practice
and
sort
of
some
of
the
outcomes
that
they
they
found
throughout
the
process.
B
You
know
they
sort
of
walk
us
through
what
it
looked
like
sound
like
and
felt
like
to
do
the
to
do
the
tool
and
some
of
their
findings.
And
then
we
have
a
a
multi-racial
dialogue
with
multiple
perspectives
and
there's
a
lot
of
mindful
inquiry
and
really
the
goal
is
to
not
have
us
tell
them
what
to
do
as
practitioners,
it's
really
for
them
to
come
to
their
own
sort
of
conclusions
and
learning.
Because
again
you
know
it's
like
teaching
people
to
fish.
As
a
metaphor,
I
use
a
lot.
B
B
I
am
so
if
I
am
somebody
who
has
some
influence
in
a
certain
sphere,
I
need
to
be
able
to
be
equipped
with
some
of
my
own
capacity
to
reflect
and
to
isolate
race
and
to
understand
the
impact
of
race
on
my
life
and
to
be
able
to
also
say
like
who,
who
else
needs
to
be
here?
You
know
who's
missing
whose
perspectives
are
missing.
What
this
is
a
limited
situation
and
you
know
who
might
be
burdened,
so
I
think
it's
a
really.
B
I
was
afraid
I
was
intimidated
to
come
to
the
racial
equity
practitioners,
and
some
people
have
just
expressed
their
relief
and
their
gratitude
and
that
we
really
are
in
partnership
and
again,
there's
no
expert
we're
all
in
different
parts
of
our
journey,
and
you
know
I'm
a
I'm
a
doctor
in
this
and
like
to
me.
That's
that's
just
that.
That's
a
part
of
me,
but
that
means
I
know
that
I
know
very
little.
A
Yeah
opening
hours
we
have
briefly
talked,
but
there
is
not
only
panels
like
for
some
people
like
seeing
the
racial
equity
tool
can
be
intimidated.
So
we
also
created
a
space
for
people
to
come
and
to
start
shaping
their
problem
of
practice,
and
initially
it
was
thought
like
well,
it
can
be
for
any
questions,
and
perhaps
most
of
the
questions
are
going
to
be
about
the
application
of
the
racial
equity
impact
assessment
tool.
A
But
as
we
started
having
those
open
hours
and
by
the
way
they
happen
on
a
weekly
basis,
every
monday
and
really
the
space
started
evolving
into
a
space
to
have
different
dialogues
about
about.
You
know,
conversations
about
race
and
and
really
start
talking
about
different
problems
of
practice,
and
some
of
them
were
personal
problems
of
practice
and
and
also
a
space
to
have
some
opportunities
for
teaching
and
learning
for
more
instructor
teaching
and
learning.
A
As
we
start
to
pilot
our
teaching
and
learning
progression,
that
is
going
to
be
a
scale
up
county-wide.
This
space,
like
I
say,
for
forward
together
safely
open
hours,
is
our
arena
for
piloting.
What
we
want
later
is
k-lab
and
some
of
the
content
of
the
teaching
and
learning
progression.
There
has
been
spaces
to
start
to
start
piloting
that
so
here
are
some
examples
about
some
racial
equity
dialogues
that
we
have
had
during
during
opening
hours
and,
like
I
said
we
are
always
adaptive.
B
Please
and
again,
to
go
back
to
our
conceptual
framework,
which
that
really
grounds
us
that
theory
of
change
and
and
those
theoretical
underpinnings
in
our
our
conceptual
framework
really
helps
anchor
us,
because
part
of
this
work
is
being
adaptive
we
cannot
find.
I
cannot
find
you
know,
these
are
not
technical
challenges.
Racism
is
not
a
technical
challenge
and
it's.
It
needs
adaptive
solutions.
B
So
so,
as
we
iterate
and
pilot
and
adapt
and
evolve
there
is
that
that
underpinning
that
really
always
anchors
us,
and
it's
it's
it's
my
defense,
it's
like
of
the.
Why
are
we
doing
this?
We
have
the
data,
the
undeniable
historical
and
current
data
of
the
disproportionalities
by
race
and
outcomes
by
race,
and
you
know
the
teaching
and
learning
it's
really
anchored
in
in
that
theory
and
research.
B
So
again,
I
can't
say
that
these
are
best
practices,
but
these
are
definitely
corroborated
practices
that
we
are
endeavoring
to
launch
and
continue
to
to
get
those
tentacles
out
into
the
system
right.
So
additional
teaching
and
learning
spaces
and
opportunities
they
can't
these
trainings.
They
don't
happen
in
isolation.
We
might
have
a
class
or
a
seminar.
You
know
we
we
definitely
have
that
available
through
pacific
educational
group.
We
are
providing
some
internally
and
also
there's
there's
some
less
formal
opportunities,
for
example,
resourcing
for
self-directed
learning
videos,
a
guidebook
there.
B
We
have
a
racial
equity
library,
we
have
kriak
and
those
internal
departmental
cree
groups
that
are
throughout
the
entire
19
departments
and
offices
they
themselves
in
that
distributed
leadership
model.
You
know
it's
like
turning
turning
the
student
into
the
teacher
into
the
coach
right.
It's
like
it's
like
we're
kind
of
always
evolving
and
teaching
at
a
higher
level.
If
you
will
so
the
learning
never
stops.
A
lot
of
the
learning
is
happening
in
in
those
spaces.
B
We've
also
by
the
end
of
2020,
we'll
have
half
of
our
employees
will
have
completed
the
foundational
training
to
normalize
transformational
racial
equity,
and
we
also
wanted
to
give
a
nod
to
how
many
employees
have
been
endeavoring
to
sign
up
through
the
pacific
educational
groups,
courageous
conversation
academy.
They
have
on
ongoing
virtual
opportunities,
they're
about
two
and
a
half
hour
offerings
run
about
65
dollars,
a
piece.
I
know
I
think
megan
you've
been
you've
been
showing
up
and
I
want
to
give
kudos
to
megan
in
a
louisville
sister.
B
So
like
th,
this
is
it's
just
it's
what
happens
in
the
trainings
and
it's
also
what
happens
in
between
and
it's
not
just
me
and
cecilia,
doing
the
teaching
or
the
facilitating.
We
have
lots
of
people
co-facilitating
and
at
times
maybe
cecilia's,
coaching
or
I'm
coaching.
So
it's
really
multiple
hats,
multiple
levels
to
really
build
out
this
infrastructure,
as
we
vote
for
eternity
next
slide.
A
B
A
B
So
we
have
some
questions
for
reflections
and
we'll
put
this
into
the
chat.
So
for
you
for
later
again
we
like
to
try
to
walk
the
talk.
I
try
to
walk
my
talk
to
the
best
of
my
ability.
Why
are
there
racial
disproportionalities
and
then
do
your
own
personal
root?
Cause
analysis.
Ask
yourself
why
five
times
so
when
I
answer
it,
the
first
time
ask
why
and
then
use
that
answer
to
ask
again
why
it's
a
root
cause
analysis
procedure
of
asking.
B
B
Next
slide,
and
we
very
much
want
to
say
thank
you
for
your
your
grace,
your
patience
and
for
inviting,
I
will
say
for
me
for
inviting
me
and
it's
very
humbling
and
very
beautiful
again,
to
be
in
community
and
share
a
little
bit
about
the
journey
that
we
have
been
on
collectively
in
boulder
county,
and
I
also
want
to
thank
you.
Hermana
hermanage,.
B
A
A
Okay
and
next
slide,
so
we
we
offer
some
questions
for
reflection
and
again.
Our
theory
of
change
is
reflection
and
action
upon
the
world
in
order
to
transform
it.
That's
what
practices
it.
So,
if
you
want
to
know
more
and
how
do
I
take
action?
Well,
let's
start
doing
some
reading
and
we
wanted
to
offer
and
share
with
you
are
our
anchor
texts
for
racial
equity,
so
glenn
singleton?
A
We
have
quoted
him
several
times
throughout
this
presentation:
courageous
conversation
about
race,
that's
our
like
until
last
year,
that
was
our
only
anchor
text.
It's
glenn
everything
is
in
glancebook
and
for
me
glenn's
book.
I
call
it
a
bible
every
time
I
go,
I
find
and
learn
something
new
and
there
is
always
an
answer
for
everything
for
any
problem
of
practice
that
I
have
in
england
with
wisdom.
A
B
And
then
the
the
other
two
are
critical
race
theory,
the
introduction
by
stefanik
and
delgado,
that's
sort
of
like
a
that's
a
really
big
heavy
hitter
in
in
theory.
So
I
invite
folks
to
really
investigate
that.
If
that's
something
that
you
feel
you
have
the
will
to
do,
and
also
the
practice
of
adaptive
leadership,
hi
fitz,
heifetz
linskein,
I
I
forgot
the
other
person's
name,
alexander
grayshow
like
the
this
is
this,
is
I
can't
I
can't
say
enough
good
things
about
adaptive
leadership
about
this
anchor
text.
D
Well,
maybe
I'll
just
start
by
saying
thank
you
so
much
courtney
and
cecilia
for
being
here.
The
this
has
been
great
to
be
able
to
have
it
all
together
and
kind
of
a
condensed
package
of
what
we've
been
living
for
the
last
few
years.
The
and
your
contribution
to
it
do
you
have
time
for
questions
from
folks,
yeah.
B
Okay,
yes,
ma'am
and
thank
you
thank
you
and
elise
and
cindy
and
now
matt.
You
know
you,
your
your.
Your
willingness
is
immeasurable
and
I
want
to
say
so
much
gratitude
for
your
trust
and
for
your
support
and
for
your
own
willingness
to
also
internally
say:
okay,
I'm
going
to
also
do
this
work
as
county
commissioners
and
it
hasn't
been
an
easy
road,
and
I
see
you
and
I
hear
you
deb
gardner,
and
I
love
you
very
much.
So
thank.
C
Thanks
for
the
question
marta,
I
don't
know
where
it
is
as
soon
as
barb
halpin
and
our
public.
Our
public
information
officer
is
going
to
help
me
with
that,
so
I
suspect
she'll
be
able
to
get
to
it
tomorrow
and
I'll
be
able
to
email
the
link
out
to
that
broad
consortium
of
city's
email
list,
probably
by
the
end
of
the
week.
E
Okay,
yeah
that'd,
be
great.
I've
got
a
lot
of
folks
around
the
community
asking
for
direction
in
the
world
of
what
they're
considering
is
dei,
but
I
think
folks,
opening
and
being
ready
to
use
the
same
language
specifically
here
locally
will
be
really
helpful.
So
I
will
spread
that
out
as
a
resource
thanks
mark
and
thank
you
all,
cecilia
and
courtney,
milgras.
F
Great,
thank
you
and,
and
thank
you
to
our
presenters
tonight.
This
was
a
a
lot
of
information
to
digest.
I
can't
wait
to
continue
to
kind
of
work
with
it
some
more.
I
was
curious
what
what
the
response
of
the
community
has
been
to
this
work
and
what
the
conversations
have
been
outside
of
the
organization.
B
I
can
go
on
view.
My
dogs
are
out
for
a
walk,
so
thank
you
so
much
for
that
question.
So
part
of
the
part
of
the
approach
that
was
really
shared
with
me
when
I
came
on
board
in
2017,
was
to
begin
to
get
the
house
in
order
kind
of
thing
like:
let's
do
our
internal
work
within
the
county
first
to
really
pilot
some
of
this
and
really
get
our
ducks
in
a
row.
B
Also
community
is
I'm
part
of
the
community,
and
I
think
that
there's
like
an
organic
process
that
has
occurred
for
me
I'll
speak
for
me
as
the
edi
manager.
Where
I
have
you
know,
I
have
been
partnering
with,
for
example,
like
city
of
boulder,
and
that
happened
organically,
as
well
as
many
of
what
y'all
call
in
government
like
constituents.
G
Hi,
taylor,
ryman
city
of
boulder
courtney
and
cecilia,
thank
you
so
much
for
being
here
and
sharing
what
you
had.
You
have
it's
just
fascinating
to
see
kind
of
how
the
other
gear
partnerships
work
and
how
other
communities
sort
of
interpret.
That
guidance
and
I
certainly
saw
a
lot
of
similar
similarities.
We
have
a
rapid
response,
racial
equity
assessment
tool,
kind
of
like
your
impact
assessment,
very
similar
questions.
G
I
just
had
mine
a
couple
weeks
ago
and
it
was
unfortunately
over
zoom,
but
we
had
our
train
the
trainers
in
the
room
and
they
were
just
kind
of
sort
of
flies
on
the
zoom
and
just
watching
it
all
happen.
So
we're
you
know
looking
at
developing
that
knowledge
base
and
that
network
and
getting
those
tentacles
out,
like
you,
so
aptly
put.
I'm
really
fascinated
by
your
open
hours
concept.
I
myself
have
tons
of
questions
all
the
time,
but
you
know
where
where's
the
space
for
that
to
happen.
How
do
those
open
hours
work.
A
Yeah,
thank
you
for
that
question.
So,
like
I
was
saying,
open
hours
are
right
now
held
and
are
being
piloted,
and
we
are
constantly
adopting
that,
but
our
space,
where
originally
what
we
started
is
like,
let's
just
be
available
and
and
and
I
share
that
with
kathy-
who
is
also
colleague
in
the
racial
equity
team
with
me
and
with
all
the
racial
equity
practitioners.
A
Let's
just
be
available
and
let's
see
what
people
brings
to
the
table,
but
at
the
beginning
it
was
kind
of
like
people
coming
really
open
to
receive
anything
that
could
be
offered
versus
coming
with
a
problem
of
practice
and
looking
for
different
perspectives
in
order
to
maybe
start
reflecting
on
a
potential
solution.
So
right
now,
opening
hours
are
really
like
a
hybrid
model.
A
There
are
spaces
for
teaching
and
learning
opportunity
and
there
are
more
instructors
and
we
are
working
with
one
of
our
the
pios
for
boulder
county
that
is
working
with
us
in
forward
together
safely.
In
order
to
decide,
let's
start
communicating
communicating
all
the
ones
in
fts
and
in
the
future,
other
individuals
that
will
be
also
having
the
opportunity
to
attend
these
open
hours
to
start
communicating
when
those
teaching
and
learning
spaces
will
happen
and
also
there
will
be
opportunities
really
to
come
here
with
any
problem
of
practice
and
let's
have
different
perspectives.
A
Different
different
individuals
are
really
having
a
conversation.
A
gracious
conversation
about
that
problem
of
practice.
We
are
training
protocol
for
courageous
conversations
about
race.
Part
of
protocol
is
really
sustaining
the
conversation
through
mindful
inquiry
and
through
specific
parameters
to
have
a
conversation
about
race.
A
H
You
know,
full-time
staff
to
do
to
help
guide
us
through
this
work
so
we're
we
really
are
thankful
for
that.
I
guess
my
question
is
maybe
for
commissioner
gardner,
but
also
for
others
how
you
know,
how
did
you,
how
did
leadership
elected
leadership?
How
were
they
kind
of
integrated
in
this,
and
particularly
in
a
lot
of
you
know
the
the
training
and
what
thoughts
do
you
have?
How
can
we
sort
of
support
our
councils
and
elected
leadership?
H
D
Well,
I
think
a
couple
of
things,
one,
the
the
trainings
that
we've
been
able
to
go
to
individually,
I
think,
have
been
really
important
and
it's
and
having
a
part
of
the
trainings
and
part
of
the
work
we've
just
been
doing
as
a
you
know,
around
the
county
is
having
a
common
language.
I
think
to
be
able
to
talk
about.
D
These
issues
has
made
a
big
difference
and
we've
in
our
own
just
little
commissioner's
office,
we've
had
a
a
book
group
where
we're
reading
and
talking
and
having
individual
conversations
about
what
we're
thinking
and
feeling
and
how
we're
reacting
to
all
this.
But
at
the
same
time,
then
we
get
updates
from
the
team,
courtney
and
cecilia
and
the
whole
creat
group,
and
I
think
it's
that
there's
no
way
there
are
plenty
of
work
that
happens
at
the
county.
D
Where
you
know
I
I'm
sitting
in
my
office
or
at
a
zoom
meeting
now
and
people
come
in
and
present
and
they
say
well,
we
need
some
input
and
we
give
them
some
input
and
they
go
off
and
they
do
their
thing,
but
you
get
this
then
work.
For
this
I
mean
you've
got
to
be
participating
in
the
work
yourself
and,
at
the
same
time,
you're
giving
direction
to
and
budget
approvals.
D
And
you
know,
decisions
to
join
gear
or
not
the
those
kinds
of
decisions.
But
you
can't
do
it
in
the
same
kind
of
almost
vacuum
that
you
can
make
a
lot
of
other
decisions
about
government
and
and
the
organization,
and
so
I
think,
being
able
to
bring
everyone
along
really.
As
a
group
is
pretty
important
and
I
think
because
then
each
person
is
obviously
going
to
be
in
a
little
different
place.
D
D
Good
luck,
thank
you
and
it
is
messy
and
it's
hard
and
we're
we're
not
always
really
happy
together,
and
there
are
plenty
of
times
when
it's
been
really
uncomfortable
and
I
think
that's
helped
us
get
to
where
we
are
and
which
is
very
different
from
most
of
the
other
work
we
do,
but
I
think
really
foundational
to
changing
the
culture
which
it's
very
clear.
We
need
to
do.
I
I
We
actually
have
six
of
the
nine
who
volunteer
generally,
we
have
to
assign
two
people,
but
we
got
six
to
actually
put
themselves
forward,
which
is
pretty
awesome,
because
this
work
is
super
important
to
a
lot
of
us,
but
we
also
have
the
heads
of
all
the
major
departments,
housing
and
human
services
chief
of
police,
various
other
departments
that
are
involved
in
all
of
these
meetings.
So
we
have
the
conversations
with.
I
Essentially
you
know
the
biggest
role
players
in
the
city
and
as
we
develop
the
plan,
we
put
it
all
together
so
that
we
can
put
it
in
front
of
the
full
council.
Interestingly
enough,
our
next
study
session
next
tuesday,
we
have
a
two-hour
meeting
about
this
exactly
and
what
our
plan
for
racial
equity
is
going
forward,
which
is
going
to
be
really
cool,
and
this
is
all
led
by
amy
kane
at
the
city
of
boulder.
I
I
You
know
looking
at
this
the
right
way
before
we
make
major
legislative
decisions
that
are
going
to
affect
people
who
often
don't
look
like
a
lot
of
us
on
council.
So
those
are
some
of
the
things
we
did.
Obviously
this
took
years
and
a
lot
of
a
lot
of
determination
to
make
happen,
but
it's
really
cool
to
be
a
part
of
that.
J
Thank
you,
commissioner.
I
I
just
wanted
to
ask
a
quick
question
just
to
piggyback
on
what
megan
said.
As
usual,
she
covered
most
of
the
the
important
stuff
in
mosul
here,
but
but
I
wanted
to
to
ask
a
follow-up
question,
which
is
just
you
know,
I
think,
as
we've
been
considering
and
and
have
been
having
conversations
with,
you
know,
members
of
our
community
and
with
city
staff.
J
A
You
so
I
will
share
a
little
bit
from
my
personal
experience
and
then
courtney.
I
would
like
you
also
to
hear
your
perspectives,
but
yeah
resources
and
infrastructure.
That's
a
struggle,
and
personally
I
I
got
a
position
a
few
moments
ago
to
start
working
in
racial
equity,
because
this
movement
was
growing
and
there
was
a
need
to
do
more
and
the
world
was
being
scaled
up.
A
But
until
not
so
long
ago,
corny
was
running
solo
and
wearing
multiple
hats
as
a
teacher
project
manager,
finance
person
and
everything
else,
and
she
can
tell
more
about
the
story.
But
what
I
have
witnessed
is
that
there
was
the
the
desire
and
the
will
from
different
employees
to
build
capacity
and
to
and
to
be
trained
and
to
receive
the
tools,
and
most
of
the
work
has
been
done
in
a
volunteer
basis.
A
For
so
many
years
like
I
said
not
until
2017
courtney
was
higher
and
then
the
second
fte
was
higher
this
year,
which
is
which
is
my
position,
but
something
that
I
will
always
think
about
is
like.
Why
did
I
volunteer
like
it
was
hard?
It
was
not
not
easy.
It
was
a
lot
of
work
like
I,
I
spent
tons
of
after
business
hours
working
in
racial
equity,
and
what
comes
up
for
me
is
that
my.
A
Why
for
racial
equity
was
bigger
than
anything
else,
so
it
was
worth
it
because,
because
the
work
was
not
only
for
my
organization
was
personal
work
with
personal
involvement,
I
was
being
transformed.
I
was
going
through
a
journey
and,
and
that
for
me
was,
was
priceless
and
was
worth
it
so
so
yeah.
I
I
have
seen
a
struggle
with
resources,
also
in
boulder
county
at
the
beginning
of
his
work
and
corny
like
if
you
want
to
share
your
perspective.
B
B
Like
capacity
does
do,
do
we
have
at
least
one
or
two
people
that
have
that
will
skill
and
knowledge
that
could
then
sort
of
be
the
catalyst
right
and-
and
really
anybody
can
do
that
if
you
have
the
will
and
you
have
built
your
skill
and
knowledge
and-
and
I
envision
us
doing
that
through
a
collective
partnership.
You
know
I
really
look
at
the
octopus
tentacles
it's
kind
of
starting
internal
in
the
county.
B
So
you
you
came
and
joined
us.
Then
we
turn
around.
We
partner.
We
come
for
a
couple
hours,
we
help
you
co-facilitate
it
and
then
maybe
we
come
one
more
time.
If
you
want
or
not
and
we
watch
you
do
it
give
you
a
little
feedback
and
then
you're
on
your
way
right.
So
I
I
envision
us
being
able
to
kind
of
like
be
in
a
more
collective
as
far
as
like,
really
that
transformational
racial
equity,
which
goes
back
to
our
our.
What
that
that
that
vision
for
a
transformed,
multicultural
anti-racist
transformed
community
in
society.
B
So
so
it's
like
a
little
pie
in
the
sky
sort
of
like
utopian
for
me
to
say
that,
but
on
the
ground,
it's
like.
We
have
those
resources
right
now
that
we
are
making
it
happen,
even
it's
a
small
scale,
and
so
I
would
say-
and
I
can't
speak
for
deb-
who
you
know
is
a
county
commissioner
and
commissioner
elect
to
mean
like
I
want.
B
I
don't
want
to
speak
on
their
behalf,
but
I
would
say
that
that
would
be
a
recommendation
I
would
have
is
to
say
you
know,
let's,
let's,
let's
bring
some
people
in
and
we
can't
overwhelm
our
system
either
because
we're
stretched
pretty
thin.
But
I
believe
that
there's
a
lot
to
be
learned
again
when
somebody
puts
that
hat
on,
like
you
know
like,
I
think,
that's
what
keeps
me
fresh
and
and
develops
my
building
for
eternity.
D
Well
we're
in
the
opposite
situation
now
where
we
know
that
we
need
to
be
essentially
reallocating
money
from
here
to
over
here,
because
we
think
this
is
a
higher
priority
and
that
some
of
that
is
happening.
I
know
some
various
folks
in
different
departments
are
saying
well,
I
could
give
this
or
we
could
take
that
and
we
can
move
this,
but
I
think
there
needs
to
be.
D
More
dedicated
revenue
funding
to
really
be
able
to
have
to
expand
the
work
to
the
point
where
we
want
to
get
to
that
organizational
change,
and
I
think
we've.
If
what
we've
been
doing
as
a
pilot,
I
think
it
feels
proven
to
me
that
we
certainly
are
changing
people
and
we
are
changing
the
organization
as
well
as
well,
and
so
it's
easy
for
me
to
say,
because
it's
not
my
budget.
Okay,
that
I
can
say
yeah
marty.
D
D
K
D
K
K
I
think
we
have
a
different
situation
from
the
city
of
boulder
because
we
are
we're
95,
000
plus
now
so
we're
pretty
large,
but
we've
always
had
a
very
different
history
and
we
have
an
agricultural
history,
which
means
that
we
had
farm
workers
from
all
over
the
world
come
in.
We
had
people
from
norway
and
finland
and
mexico
and
everywhere
and
right
now,
we're
25
or
more
latinx
and
latinx.
So
we've
had
we've
had
some
really
horrible
things
happen
in
the
past
with
our
police
department.
K
So
we
had
to
come
to
jesus
moment
a
long
time
ago
of
this
is
never
going
to
happen
again
and
the
latinx
community
began
a
group
called
el
comate,
which
kept
longmont
from
becoming
a
riot,
because
two
young
men
were
killed
on
main
street.
They
had
just
come
back
from
a
wedding.
They
hadn't
done
nothing
wrong.
K
So
we've
come
a
long
long
way
from
when
every
member
of
city
council
was
on
the
klu
klux
klan
in
the
20s
we're
moving
along,
but
we
we
have.
I
think
this
is
a
really
interesting
time
when
this
groups,
like
this,
have
a
potential
to
really
move
things
forward.
I
think,
in
a
very
powerful
time
now,
people
people's
eyes
have
been
opened
about
all
the
all
sorts
of
things
with
racial
inequity
and
the
killing
of
the
george
floyd.
K
K
K
If
you
want
funding
from
the
city
or
if
you
want
us
to,
if
you
want
to
interact
with
our
city
government
at
all
or
do
business
in
longmont,
you'd
better,
be
thinking
about
racial
equity
and
fairness,
and
so
I'm,
of
course,
there's
lots
of
work
to
be
done,
but
I
really
do
think
we're
trying
in
a
slightly
different
way
than
what
you're
suggesting
but
you're
a
terrific
resource
for
our
community
and
everybody
else.
So
I
thank
you
so
much
for
what
you're
doing.