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From YouTube: Pittsburgh City Council Post Agenda - 5/12/21
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A
Good
evening
and
welcome
to
this
council's
cable
cast
post
agenda
on
hospital
workers
in
the
city
of
pittsburgh.
This
evening
we
are
fortunate
to
be
joined
by
several
council
colleagues,
including
councilman,
bruce
krauss,
councilman
bobby
wilson,
councilwoman
deborah
gross,
and
we
might
be
joined
by
others
as
the
as
the
post
agenda
proceeds.
A
So
I
really
want
to
thank
everyone
who's
here
this
evening
to
discuss
and
to
to
hear
from
some
people
on
this
very
important
topic,
and
I
have
to
say
that
this
is
an
issue
that
I
think
a
lot
of
people
have
been
hearing
about
in
some
form
or
fashion
for
a
while
now,
but
it
certainly
has
come
to
the
forefront
throughout
2020
and
2021.
A
Hospital
workers
are
no
doubt
among
those
who
we
have
deemed
heroes
throughout
this
past
year,
especially
as
we've
been
faced
with
the
covid
pandemic,
and
it's
no
doubt
there's
no
doubt
in
anyone's
mind
that
this
is
truly
an
equity
issue,
because
you
know
those
who
work
in
our
hospitals
who
are
caring
for
the
sick
and
their
caretakers,
making
sure
that
they're
fed
making
sure
that
the
space
is
kept
clean,
making
sure
that
everyone
is
healthy
and
getting
better
while
we
well
many
of
us
have
the
luxury
and
the
privilege
of
working
from
home
myself
included.
A
These
workers
have
been
on
our
front
lines,
they've
been
risking
their
lives
and
their
health
every
day,
and
we
also
know
that
folks
who
work
in
hospitals
are
disproportionately
black
and
brown
and
female,
and
for
this
this
is
because
of
this.
This
is
an
equity
issue
we
have,
as
we
know
in
the
city.
A
Our
comeback
20
years
ago
was
in
large
part
because
as
our
of
our
ed's
meds,
as
we
know,
or
as
we
often
like
to
say-
and
these
are
some
of
the
largest
employers
in
the
city
of
pittsburgh-
and
because
of
that,
we
know,
we
want
to
make
sure
that
our
largest
employers,
whether
they're
these
large
non-profits
or
whether
they're
large
businesses,
are
being
the
best
corporate
citizens.
A
They
can
possibly
be
being
the
best
not
just
in
the
language
that
they
use
and
diversity
and
inclusion
programs
that
they
have
but
making
sure
that
there's
a
culture
that
runs
through
the
entire
system
from
top
to
bottom
and
in
the
middle.
A
So
I'm
looking
forward
to
this
discussion
because
we
are
going
to
hear
from
some
workers
themselves
about
their
own
experiences
for
better
or
for
worse,
we're
going
to
hear
from
some
people
who
are
attorneys
and
have
some
really
creative
ideas
around
ways
that
the
city
can
improve.
What
we
are
currently
doing
to
work
with
as
partners
or
to
enforce
policies
to
improve
upon
what
we're
seeing
in
in
our
hospitals.
A
And
I
want
to
say
that
we're
well
to
answer
the
question.
Why
are
we
focusing
on
hospitals?
Well
because
they're
among
the
largest
employers
in
the
city-
and
they
are
representative
of,
I
think,
a
lot
of
different
other
either
large
nonprofits,
as
I
mentioned,
or
larger
corporations
that
that
have
many
many
many
workers
and
are
large
systems?
A
And
I
have
to
also
mention
that
we
have
a
commission
on
human
relations,
and
I
think
we're
going
to
hear
today
about
ways
that
we
can
continue
to
improve
upon
the
commission
on
human
relations,
which
is
a
place
where
any
employer
in
the
city
of
pittsburgh
can
take
their
complaint
about
an
any
employee
in
the
city
of
pittsburgh.
Can
take
their
complaint
about
it,
their
employer
and
go
through
a
process?
Well
there,
there
might
be
some
ways
that
we
can
improve
that,
in
fact,
I'll
strengthen
my
language.
A
A
So
with
that
I
will
start
by
introducing
mike
mike
brigham
and
mike,
would
you
like
to?
Would
you
like
to
go?
First.
B
Oh
yeah
hi
thanks
for
having
me
this
evening.
My
name
is
mike:
I'm
a
career
cook
in
the
city
of
pittsburgh.
I've
been
out
here
since
2014
and
when
I
coveted
hit
my
job
unfortunately
closed
and
never
reopened.
So
I
picked
up
a
job
on
the
tray
line
at
upnc
presbyterian
and
there
are
a
lot
of
people
like
me
like,
especially
in
my
department
and
at
first
we
were
excited,
but
it
didn't.
B
But
when
I
got
there
they
they
they
forced
me
into
a
uniform
that
does
not
that's
that
doesn't
match
my
gender,
and
I
was
told
that
I
would
have
to
validate
my
existence
myself
to
my
co-workers
that
my
managers
would
not
advise
them
to
use
my
name
and
pronouns
that
it
would
be
all
on
me
to
give
up
my
lunch
break
or
stay
right
or
stay
late,
to
attempt
to
explain
and
validate
my
existence
to
the
people.
I
worked
with
at
this
company
that
that
boasts
being
respectful.
B
Having
diversity
and
being
inclusive-
and
they
even
have
a
powerpoint
on
that-
includes
a
slide
on
how
to
on
how
to
not
misgender
patients
and
that's
great
but
where's.
The
training
on
not
misgendering
workers
like
we
do
have
to
go
through
a
handful
of
training
powerpoints
ourselves,
but
they
didn't
include
anything
like
that.
For
us,
there
are
people
currently
working
at
presbytery
who
are
afraid
to
come
out
of
the
closet
because
of
they
don't
feel
accepted.
They
don't
feel
safe.
B
I
even
had
a
friend
that
had
an
interview
and
heard
my
story
and
sort
of
straight
up,
canceled
it
for
there
and
it
doesn't
matter
how.
Well
you
do
your
job
if
you're
in,
if
the
employees
and
supervisors
don't
respect
you
for
who
you
are
so
that's
why
I
just
I
hid
in
the
closet
as
much
as
I
could.
Until
I
hit
my
six
months
there
and
yeah
I've
never
like
really
been
explicitly
out
at
any
job,
but
I've
been
in
much
more
accepting
environments.
B
There
was
even
a
chef
that
I
worked
with
downtown.
That
was
really
mean,
but
he
did
not
tolerate
any
sort
of
racism
or
bigotry
in
his
kitchen.
So
I
stayed
there
for
two
years
and
it's
a
super
easy
thing
to
call
people
by
their
name
and
pronouns.
Upmc
talks
about
acceptance
and
insurance
supposedly
covers
transitioning,
but
it's
it's
slip
service.
B
When
I
saw
I
care
to
begin
my
transition,
I
found
out
that
it's
it
was
really
hard
to
navigate
their
system
and
find
the
healthcare
that
I
needed,
especially
a
transcompetent
gynecologist,
and
I
just
I
went
to
planned
parenthood
and
once
I
got
first
the
prescription
from
from
them.
It
took
about
five
weeks
for
them
to
approve
my
testosterone
and
what
sucks
is
upmc
has
a
there
for
policy.
B
So
as
soon
as
I
was
fortunate
enough
to
be
able
to
find
a
position
that
I'm
in
now,
I
work
in
central
food
production
at
the
shady
side,
location
and
like
even
a
week
before
I
decided
I,
I
decided
to
take
the
leap
of
faith
like
even
in
the
interview.
I
was
nervous
because
I
didn't
want
to
risk
them
thinking
them,
not
accepting
trans
people
on
me
getting
the
job
or
not.
But
after
I
did,
I
texted
my
chef
there
and
he
reached
out
to
the
diversity
and
inclusion
team
got
my
name
changed.
B
My
badge
got
my
name
changed
when
I
log
into
my
info
net,
and
he
asked
me
some
questions
just
like
basic
questions
and
made
sure
I
was
gonna
be
comfortable.
He
he
talked
to
the
staff
himself
and
set
the
bar
there
like
and
told
them
my
name
and
my
pronouns,
and-
and
he
was
totally
prepared
to
to
help
defend
me-
and
it's
been
great
here
over
the
past
couple
months.
B
So
it's
it's
strange
like
it's
a
large
corporation
and
not
all
of
the.
Not
all
of
them
are
equal
in
the
way
they
treat
people
and
everybody
anywhere
across
upmc
should
be
able
to
be
out
and
have
the
same
amount
of
support
as
I
do,
but
they
don't
and
you
know
not,
everybody
can
transfer,
not
not.
Everybody
finds
the
opportunities
or
yeah,
but
it's
the
cities.
B
Thank
you
for
listening
to
my
story
that
that's
that's
what
I
have
thank
you.
A
You're
welcome
mike,
thank
you
mike.
I
really
appreciate
you
sharing
your
story.
Next
up,
we
have
gideon
hello,
hi,
gideon
hi.
D
I
have
to
say
thank
you
first
for
hosting
this.
E
D
Like
really
scary
to
do,
but
I
think
that
this
definitely
is
there's
so
many
people
who
are
here
who
are
having
the
same
experiences
as
us
and
so
to
be
able
to
speak
here
for
the
people
that
I
work
with,
who
I
know
are
directly
impacted
by
this
every
single
day
is
really
awesome.
So
I
have
to
say
thank
you.
D
So
first
thing
just
like
mike:
I
work
at
presbyterian
starbucks,
oh
we're
at
presbyterian,
but
I
read
the
starbucks
at
presby.
D
D
For
me
to
get
back
back
enrolling
every
day
I
get
to
talk
with
doctors
and
nurses
and
connect
with
them
and
throughout
that
I've
been
able
to
connect
with
people
about
queer
issues,
specifically
in
terms
of
like
health
care,
access
to
health
care
quality
care.
D
So
it's
been
really
awesome
to
connect
coffee
and
my
experience
as
a
queer
person
with
other
like
healthcare
people
and
kind
of
hear
about
their
experiences
as
even
employees
working
in
healthcare
and
being
treated,
I
think
in
a
really
horrible
way.
So
I
also
I'm
from
salt
lake
city
utah.
I
grew
up
in
a
place
where
being
queer
was
never
okay.
D
D
D
We
know
that
there
are
people
who
have
gone
to
the
emergency
room
and
have
either
been
misdiagnosed
or
mistreated,
or
their
care
has
been
lackluster
because
of
the
way
that
they
are
presented
or
people
perceive
them,
and
it's
life
or
death
for
them,
and
I'm
grateful
my
partner
is
doing
okay
now,
but
instead
of
feeling
like,
we
were
safe
there
in
this
place,
where
I
bring
people
together
down
the
hall
to
serve
them
coffee
and
keep
them
going.
D
I
was
made
to
feel
othered
with
my
partner
having
to
constantly
explain
our
relationship
and
worry
about
his
treatment
as
a
brown
person
and
wondering
if
our
queerness
or
race
would
keep
him
from
getting
the
care
that
he
needed.
So.
In
short,
I
experienced
queer
phobia
in
foodservice
on
a
daily
from
people
making
comments.
I
kind
of
shrug
that
off,
but
to
come
and
experience
it
as
a
client
was
just
really
really
kind
of
terrifying.
D
It
was
just
really
scary,
especially
in
a
moment
of
emergency,
some
of
the
people
that
helped
us
know
that
I
worked
there,
so
there
were
people
that
were
literally
acknowledging
that
they
know
that
I
I
work
with
them.
They
see
me
in
at
starbucks
and
there
a
lot
so
are
they,
but
so
these
are
people
that,
like
know
me,
they
know
where
I
work.
D
They
know
that
I
work
there,
but
still
just
didn't
really
know
how
to
navigate
that
space
with
me
and
my
partner,
and
it
just
really
impacted
the
whole
experience.
D
So
I
guess
I
just
want
to
say
we
deserve
to
be
seen
and
heard,
especially
in
our
workplace
and
especially
while
receiving
emergency
care
or
just
general
care,
because
I
work
in
a
healthcare
environment
this
this
discrimination
impacts
our
overall
health
and
well-being.
D
I
know
people
like
mike
said
you
have
to
have
kind
of
like
a
really
good
record,
to
transfer
out
of
a
place
and,
if
you're
not
really
feeling
safe
in
that
place,
why?
Why
would
you
want
to
go
to
work?
Why
would
you
want
to?
I
would
call
off,
I
wouldn't
feel
very
comfortable
or
safe
if
the
people
that
I
work
with
are
making
me
feel
not
not
really
seeing
my
humanity.
D
So
I
know
that
upmc
receives
awards
for
their
policies
on
paper,
but
those
policies
aren't
actually
helping
the
people
who
work
here
and
the
patients
that
we
care
for.
Ask
them.
Ask
the
people
that
work
there
ask
the
queer
people
I
I
know
all
of
the
people
that
I
know
who
are
queer
dozens,
dozens
of
people,
none
of
them
feel
comfortable.
None
of
them
feel
safe.
None
of
them
feel
like
upmc,
is
living
up
to
their
values
and
standards.
D
I
think
that
they've
recently
recently
changed
this,
allow
them
to
use
their
name
on
their
badge
unless
it's
a
legal
name
and
if
so,
they
have
to
go
through
a
process
to
appeal
that
I
re
like
I
said
I
worked
at
corporate
starbucks.
I
think
that
there's
definitely
a
lot
of
work
to
be
done
in
terms
of
cultural
competency,
there's
never
any
level
off.
It's
always
something
that
needs
to
be
done,
but
starbucks
corporate
starbucks
in
my
experience,
did
a
great
job
of
making
people
queer.
People
especially
feel
comfortable
and
safe
at
work.
D
I
know
it's
possible,
I
know
it
can
be
done
so
upmc
is
supposed
to
be
mandating
some
sort
of
cultural
competency
training
in
the
next
they're
rolling
it
out
actually
at
this
moment
for
all
of
their
their
managers,
but
it
simply
isn't
enough.
You
can't
learn
about
a
person's
humanity
by
sitting
in
front
of
a
computer
and
reading
a
pamphlet.
You
can't
make
people
feel
or
understand
the
experiences
that
queer
people
face
in
work
or
or
that
it's
not
just
respecting
us,
but
it's
seeing
our
humanity
at
the
end
of
the
day.
D
I
know
the
city
has
passed
legislation
that
is
supposed
to
protect
workers
like
me
for
discrimination
at
work,
or
we
need
some
sort
of
real
mechanism
in
place
to
hold
employers
accountable,
so
we
can
actually
protect
people
from
harm.
I
do
not
feel
like
upmc
has
lived
into
their
missions
and
values,
and
I
believe
that
the
current
systems
that
are
in
place
are
not
actually
working
to
support
queer
trans
workers
at
upmc.
A
F
A
F
Yes,
so,
like
gideon
and
mike
said,
first
thank
you,
councilmember
strasberger,
for
having
us
here
for
having
the
supposed
agenda
hearing
for
giving
us
the
opportunity
to
talk
about
upmc
and
what
we
as
workers
are
going
through
there.
My
pronouns,
are
they
them?
I
am
a
therapist
at
western
psych.
F
I've
been
working
there
for
about
three
and
a
half
years
for
those
of
you
who
might
not
know
as
amelia
therapist
I'm
responsible
for
direct
patient
care,
we're
probably
with
the
patients
more
than
any
other
position
in
the
hospital
from
anything
from
making
sure
they
have
therapeutic
groups
to
making
sure
they're
safe.
I
if
there
is
a
crisis,
whether
medical
or
psychiatric
in
the
hospital,
we
are
probably
going
to
be
the
first
people
there
on
the
scene,
because
it's
a
very
tough
job.
F
There
is
a
lot
of
burnout
even
before
the
pandemic.
Understandably,
working
with
people
who
have
psychiatric
disturbances,
we
do
face
assaults,
attacks
physical
injuries.
I
know
that
I
personally
have
been
called
just
about
every
slur
that
can
be
used
against
someone
by
patients
and
that's
that's
kind
of
part
of
why
we
have
to
do
what
we
do.
We
all
love
our
job,
but
upmc
hasn't
taken
care
of
us,
even
though
we
do
love
our
job
and
taking
care
of
our
patients,
they
have
substandard
pay.
F
We
are
frequently
pulled
to
other
units
where
we
don't
know
the
patient
population
or
the
staff
or
what
might
have
been
happening
that
day.
We
are
frequently
left
alone
with
patients
who
can
be
aggressive
or
dangerous,
and
when
an
incident
does
occur,
frequently
management
will
blame
us.
This
is
all
to
say
that,
like
I
think,
like
gideon
said,
theoretically,
there
are
mechanisms
in
place
to
address
things.
Theoretically,
we
have
hr.
F
So
I
kind
of
have
a
little
example
of
how
that
plays
out
my
co-workers
and
I
over
the
course
of
the
pandemic,
have
been
working
together
to
address
concerns
with
ppe,
with
staffing
with
with
staff,
safety
and
patient
safety,
with
the
fact
that
myself
and
my
coworkers
have
been
harassed,
based
and
discriminate
against,
based
on
a
race,
gender
identity,
sexual
orientation
and
expression,
and
to
address
these
issues.
F
We
got
together
and
heard
that
the
nurses
who
are
unionized
were
having
a
meeting
in
march
to
talk
about
these
issues,
and
we
decided
that
it
would
be
a
good
idea
to
express
these
issues.
At
the
same
time,
we
went
to
hr
the
day
that
they
had
their
meeting
and
we
were
all
excited.
We
were
able
to
meet
with
them
and
we
were
informed
that
we
would
be
able
to
have
a
our
own
meeting
to
address
these
concerns
the
next
week.
F
But
then,
a
day
later,
literally,
this
meeting
was
suddenly
cancelled
and
we
are
not
given
an
opportunity
to
discuss
these
concerns.
But
I
personally-
and
I
believe
some
other
staff
members
as
well
were
pulled
out
of
our
unit
during
our
regular
shifts
without
warning
one-on-one
to
quote-unquote
talk
about
these
things.
We
were
not
informed
why
anyone
had
canceled
these
meetings.
We
were
not
given
another
date
and
we
honestly
feel
a
lot
like
that.
There's
a
lot
of
retaliation
against
us
for
expressing
our
concerns.
F
So
because
of
this
we
tried
to
go
back,
but
we
still
have
not
had
our
concerns
met
or
addressed
by
hr
continue
alts.
In
the
meantime,
continuous
cases
of
abuse
harassment
keep
coming
up.
Like
I,
like,
I
said,
the
nurses
at
my
hospital
do
have
a
union
contract,
but
we,
the
mts
sba's
pcts.
F
Don't
we
don't
have
any
mechanism
in
place
to
hold
upmc
accountable,
like
gideon,
and,
I
believe
mike
as
well
said,
upmc
likes
to
claim
that
it
is
one
of
the
highest
performing
hospitals
in
the
country
it
likes
to
boast
about
how
it
treats
its
employees.
F
It
likes
to
talk
about
how
it
fosters
a
culture
of
diversity
and
inclusion,
but
when
it
comes
to
actually
respecting
the
diversity
of
its
employees,
the
making
sure
that
we
are
respected
and
treated
with
dignity
has
fallen
utterly
short
and
we
honestly
need
the
city
as
workers
of
upmc
to
help
hold
it
and
other
employee
employers
countable.
That's
all
I
have
to
say
thank
you
very
much.
A
G
Welcome.
Thank
you
very
much.
I
would
also
like
to
thank
you.
I
really
appreciate
us
having
this
conversation.
It
is
very
important
to
us
as
workers,
so
I
would
like
to
thank
you
for
that.
G
So
my
name
is
alexandria.
Cutler.
You
can
call
me
alex
it's
a
lot
easier.
My
pronouns
are
she
her
and
I
have
worked
at
upmc
presby
and
western
psych.
Both
I
worked
in
food
service,
so
I
often
teetered
between
both
hospitals.
G
I
was
trained
to
do
everything
I
I
actually
suggested
for
myself
to
train
to
know
everything,
because
I
wanted
to
maximize
my
use
and
better
help
and
serve
the
patients
in
the
best
way
I
can,
but
all
that
was
met
with
was
racism
and
resistance,
so
they
allowed
me
to
train
in
everything
and
because
of
that
they
just
made
me
work
harder.
They
bounced
me
around
more.
G
I
loved
my
job,
I
loved
it
so
much.
It
was
incredibly
important
to
me.
It
was
everything
the
patients
loved
me
and
you
know,
oftentimes.
You
hear
a
lot
of
people
saying
you
know
the
patients
are
difficult,
but
I've
never
gotten
that
they're
always
good
to
me.
They
always
love
me.
There
would
be
a
few
hiccups
along
the
way,
but
you
know
that's
what
happens
when
dealing
with
people
and
it's
fine.
G
I
worked
very
hard
for
my
position.
I
I
just
loved
my
job.
I
loved
it
a
lot.
It
was
very
important
and
especially
when
dealing
with
mental
ill
patients,
you
had
to
be
very
precise
in
a
lot
of
things
that
you
did.
You
had
to
be
on
time.
You
know
they.
They
clock
your
time,
make
sure
you're
on
time
and
you
know
because
they
wouldn't
believe
you.
They
wouldn't
feel
like
the
food's
safe.
G
If
you
were
early
or
if
you
were
late,
you
know
you
just
you
had
to
make
sure
everything
was
right,
so
it
was
very
important
to
me
to
be
to
the
tea
as
perfect
as
I
possibly
could
you
know
I
had
to
talk
to
patients
and
often
that
included,
you
know
talking
them
down
from
dangerous
situations,
and
that
was
with
no
train.
It
would
be
just
me
in
the
room
a
lot
of
the
time.
G
Sometimes
they
would
have
another
staff
member
in
the
room,
but
there
were
times
where
I
was
hit
with
food
trays,
where
I
was
called
names
and
threatened,
and
each
time
I
would
go
to
management
say
hey.
I
need
help.
This
isn't
working
something's
happening
and
I
don't
feel
safe
and
they
will
often
be
like
it's
okay
I'll
deal
with
it
and
never
deal
with.
So
that's
actually,
what
led
up
to
me
getting
my
face
beat
with
quite
a
few
food
trades.
G
They
don't
take
me
very
seriously.
They
didn't
take
a
lot
of
their
black
employees
seriously.
I
have
been
called
I've
been
called
inwards
and
and
by
white
co-workers.
They've
said
it
jokingly
around
me
and
when
I
wrote
statements
and
told
my
supervisors
about
it,
they
came
through
and
was
like
whoa
take
this
out
of
the
statement.
Write
it
like
this.
This
and
I'll
explain
to
them.
That's
not
fair!
This
is
my.
This
is
what
happened.
They
don't
want
to
hear
it
and
there's
always
you're
touching
me
without
permission.
G
They
touch
my
hair.
You
know
wow,
it's
so
fluffy,
it's
so
soft,
it's
so
poofy!
These
are
words
I
used
to
describe
it
and
when
I
would
x
I'm
like
hey,
can
you
please
not
do
that?
It
makes
me
really
uncomfortable.
Then
I
became
this
intimidating
person
to
them.
They
said
that
I
was
being
intimidating
and
I
was
so
aggressive.
I
got
employment
to
meetings,
surprise
meetings
where
I
weren't
allowed
to
have
someone
there
to
help
me
feel
a
little
bit
more
comfortable.
G
We
would
have
a
meeting
with
my
manager,
the
director
and
human
resources
and
right
after
they
get
done
left
and
talking
to
each
other
they're
like
okay,
you
can
come
in
now
pull
me
into
the
room,
they're
like.
Why
would
you
do
this?
Why
would
you
say
this?
You
know
we're
here,
for
you
we're
here
to
help
you
and
you're,
not
working
with
us
now
explain
to
them
the
issues
that
I'm
having
you
know
them
all
these.
G
All
these
things
you
know,
especially
when
a
supervisor
had
made
a
comment
before
saying
you,
people
don't
know
how
to
work
hard,
we're.
G
To
at
the
time,
an
all
black
set
of
employees
that
was
working
that
night
and
so
when
I
tried
to
explain
to
them
how
hurtful
this
was,
they
didn't
want
to
hear
any
of
it.
They're
just
saying
I'm
belligerent,
I'm
aggressive
and
I'm
intimidating
and
they
sent
me
to
dignity
and
respect
training.
I
had
to
talk
to
a
counselor
and
it
would
be,
I
believe,
for
like
six
weeks,
but
when
I
went
to
the
counselor
the
counselor
was
like.
There
is
no
reason
whatsoever.
You
should
be
here,
there's
none
and
you
just
shouldn't.
G
Even
this
shouldn't
have
even
come
up,
so
he
told
me
to
just
go
to
go
back
to
work
and
he
would
reach
out
to
my
human
resources
the
person
at
the
time
and
explain
to
them
that
I
don't
need
to
be
there.
That
he's
not
accepting
me
so
once
we
handled
that,
I
was
finally
done
with
that.
But
I
was
still
walking
on
eggshells.
So
to
speak
every
day
I
would
be
trying
my
best
to
make
sure
there's
no
reason
that
they
have
to
come
to
me
about
anything.
G
But
for
some
reason
it
was
always
an
issue
you
know,
especially
especially
with
my
hair.
I
could
not
catch
a
break
when
it
came
to
my
hair
and
it
goes
to
show
a
lot
how
they
are
always
saying
that
there's
advancement
opportunities
within
upmc,
but
so
far
there
has
not
been
any
black
advancement
and
it
shows
there
has
ever
since
I've
been
working
there,
there's
only
been
two
black
supervisors
and
for
each
set
of
supervisors
there's
at
least
four.
G
G
He
had
something
important
for
school
that
he
had
to
go
to
and
they
would
not
allow
him
this
day
off
of
work,
but
they
allowed
the
white
supervisor
to
take
off
to
go
to
to
go
on
a
vacation
in
some
other
country
whenever
he
needed
and
it
wasn't
fair
and
he
said
that
it
was
constantly
tension
and
so
much
ignorance
and
he
felt
strongly
that
it
was
a
race
problem,
so
he
decided
to
leave
and
so
did
the
other
female
black
supervisor.
G
H
Yes,
so
I'm
a
staff
attorney
at
the
women's
law
project
and
that
is
a
pennsylvania-based
non-profit
legal
advocacy
organization.
I
run
our
pittsburgh
office.
We
also
have
a
philadelphia
office
and
what
we
do
is
we
offer
free
legal
services,
legal
advice
and,
in
appropriate
cases,
legal
representation
on
a
whole
range
of
women's
rights
issues
and
lgbt
rights
issues.
So
I
do
work
in
the
field
of
sexual
harassment,
pregnancy,
discrimination,
pregnancy,
accommodations,
nursing,
accommodations,
lgbt
discrimination.
H
H
So
I'm
not
in
a
position
tonight
to
comment
on
any
particular
case
or
any
particular
employer,
but
I'm
so
grateful
for
the
chance
to
address
sort
of
the
shortcomings
in
our
legal
system
when
it
comes
to
dealing
with
employment,
discrimination
of
the
type
that
has
just
been
described
so
thank
you,
councilwoman,
strasberger,
so
much
and
to
the
other
members
of
council
and
thank
you
mike
gideon,
sam
and
alex
for
relaying
your
stories.
H
So
I
you
know,
I'm
not
a
social
scientist,
but
what
I've
seen
in
my
own
work
is
that
there
are
pretty
serious
barriers,
many
of
them
and
if
we
want
to
change
the
reality
that
we
have
today,
the
approach,
I
think
has
to
be
multifaceted,
addressing
many
many
barriers.
H
So,
first
our
laws
are
weak,
they're,
surprisingly
weak.
They
don't
apply
to
everyone.
There
are
limits
on
employer
size.
So
if
you
work
for
a
very
small
employer,
not
at
issue
when
we're
talking
about
hospitals,
but
the
law
might
not
even
apply
to
you,
most
anti-discrimination
laws
are
comparative.
H
So
what
you
do
is
you
look
at
how
you
are
treated
and
you
compare
it
to
how
a
person
who
is
not
in
a
protected
classification
is
treated,
and
if
people
in
a
protected
classification
are
treated
worse
than
of
others.
Not
in
that
classification,
then
you
have
a
violation
of
an
anti-discrimination
law,
but
that
puts
a
burden
on
the
worker
to
find
the
comparator
to
find
the
other
worker
who's
being
treated
better
because
many
of
our
laws
don't
stop
employers
from
being
bad
employers.
H
H
Very
often,
the
thresholds
are
very
high
for
what
kind
of
conduct
will
trigger
protection
of
the
law.
So
when
we're
talking
about
sexual
harassment,
a
minor
or
episodic
instance
of
harassment,
isn't
good
enough
to
get
you
protection
of
the
law,
it
would
have
to
be
pervasive
or
severe,
and
that
means
people
have
to
suffer
and
suffer
a
lot
before.
There's
legal
recourse
statutes
of
limitation
are
too
short.
H
The
conduct
we're
talking
about
is
inherently
traumatizing
and
it
is
very
common
for
it
to
take
a
long
time
for
people
to
be
able
to
decide
that
they
want
to
deal
with
it
through
the
legal
system
or
through
any
kind
of
organized
response,
even
when
the
laws
aren't
weak
and
even
when
they
apply
to
a
particular
worker
and
that
workers
situation.
H
There
are
many
reasons
why
the
laws
aren't
used
and
one
is
that
people
don't
know
what
their
rights
are
and
there's
a
wonderful
illustration
of
this,
you
know,
I
I
told
you:
we
have
two
offices,
we
have
an
office
in
philadelphia
and
an
office
in
pittsburgh.
H
Both
jurisdictions
have
vibrant
pregnancy,
accommodations
ordinances,
and
that
is
because
of
you,
councilwoman
strasberger.
That
was
your
ordinance
in
philadelphia.
My
office
has
dozens
of
active
cases
where
we
are
representing
workers
who
have
suffered
because
their
employer
is
refusing
to
give
them
simple,
reasonable,
accommodations
that
they
need
to
be
able
to
keep
working
during
their
pregnancy.
H
We
don't
have
those
cases
here.
I
don't
believe
it's,
because
all
the
employers
in
pittsburgh
are
better
than
the
employers
in
philadelphia.
I
think
it's
because
people
are
not
aware
that
they
have
those
rights.
They
don't
know
about
the
ordinance.
We
know
that
people
don't
know
about,
for
example,
the
paid
sick
days
ordinance
in
some
other
jurisdictions.
H
There
are
whole
departments
whose
job
it
is
to
get
the
word
out
about
those
rights,
specifically
even
about
paid
sick
days
alone.
So
you
know
when
we
are
talking
about
how
to
address
these
problems.
H
Public
education
about
the
rights
people
do
have
is
critically
critically
important.
Sometimes
people
don't
exercise
their
rights
because
they
don't
trust
the
legal
system,
and
there
are
pretty
good
reasons
for
that.
You
know.
Law
is
a
business,
and
sometimes
people
in
low-wage
jobs
might
not
have
a
case
that
is
valued
at
a
high
enough
dollar
value
to
be
worth
the.
While
of
an
attorney
to
take
that
case
on
so
people,
even
with
very
meritorious
cases,
may
have
trouble
getting
representation.
H
Retaliation
has
been
present
in
almost
every
case
I
have
ever
been
involved
in.
It
is
illegal
to
retaliate
against
a
worker
for
filing
a
complaint
filing
a
charge,
and
it
happens
all
the
time
it
happens.
All
the
time
people
get
retaliated
against
directly
by
their
employer,
they
get
retaliated
against
by
their
co-workers.
H
They
get
retaliated
against
by
you,
know,
third
parties
and
the
fear
of
that
retaliation
and
the
fear
that
if
they
speak
up
they're
going
to
get
a
reputation
in
the
industry
that
they're
in
as
a
troublemaker,
suppresses
all
kinds
of
you
know
of
of
legal
action
that
could
actually
lead
to
some
good
remedies.
H
Another
source
of
distrust
in
the
legal
system
is
that
at
least
with
many
of
my
clients,
they
don't
even
really
want
money.
They
really
don't.
I
mean
they'll.
Take
it,
of
course,
but
many
of
my
clients
show
up
on
our
doorstep,
because
what
they
want
is
justice.
What
they
want
is
fairness.
They
want
no
one
else
to
ever
have
to
go
through
what
they
went
through
and
our
legal
system
is
much
more
geared
towards.
H
You
know
slapping
some
money
on
the
table
and
walking
away,
and
I
think
it's
on
us
as
lawyers
to
listen
very
carefully
to
our
clients
and
to
take
them
seriously
when
what
they
say
is
what
I
want
is
policy
reform,
and
I
want
you
know,
procedures
in
place
so
that
this
does
not
happen
again.
H
These
cases
are
fact
sensitive
and
time
intensive
to
develop
a
case
takes
a
long
time,
and
I
am
sure
that
the
human
relations
commission
would
confirm
that,
and
you
know
would
agree
that
they
could
do
more
with
more
resources
I'll
stop
there.
I
just
want
to
mention
one
more
thing:
people
seek
legal
help
after
the
harm
has
occurred,
that's
understandable,
but
there
are
some
contexts
in
which
you
can
almost
bet
that
there
is
a
good
chance.
There
could
be
trouble
down
the
road
and
I'm
thinking
specifically
about
pregnancy.
H
So
people
who
are
pregnant
need
legal
consultation
from
the
moment
that
they
know
that
they
are
going
to
want
to
take
some
time
off
from
work
and
may
need
some
pregnancy
disability
and
may
need
some
reasonable
accommodations
and
want
to
know
what
their
rights
are
and
want
to
know
how
to
talk
to
their
boss
about
it
up
front
before
the
damage
happens.
H
Forgive
my
dogs,
I'm
so
sorry
we're
investigating
the
possibility
of
starting
what
we're
calling
a
legal
doula
service
for
pregnant
women
in
the
pittsburgh
area,
where
we
would
meet
with
them
long
before,
there's
ever
a
need
to
bring
legal
action
and
to
try
to
avert
that
by
coaching
the
person
about
their
legal
rights,
their
legal
options
and
developing
a
plan.
The
way
a
doula
develops
a
birth
plan
and
make
sure
that
she
is
able
to
have
a
pregnancy,
a
healthy
pregnancy
and
also
a
job.
H
So
thank
you
again
for
the
opportunity
to
talk
about
workers
rights
in
this
forum.
Thank
you.
A
Thank
you
sue,
and
I
think
that
we're
probably
just
scratching
the
surface
on
the
topic
of
or
on
the
the
number
of
ideas
that
we
could
employ
here
to
actually
improve
the
situation
here
in
pittsburgh
and,
at
the
very
least,
get
it
up
to
the
standard
that
philadelphia
has
so,
but
I'm
sure,
there's
much
more
to
discuss.
So
look
forward
to
the
discussion
with
you
among,
among
all
the
others
who
have
already
spoken
next
I'd
like
to
invite
jennifer,
raphain
and
kennedy
to
introduce
herself
and
say
a
few
words.
A
I
You
thank
you
to
councilwoman
strasberger
for
hosting
this
important
post
agenda
to
build
power
for
workers
whose
rights
and
well-being
are
compromised
through
discrimination,
harassment
and
denial
of
their
human
rights,
particularly
at
upmc.
I
This
is
an
important
topic
as
upmc
is
our
city,
and
state's
largest
employer
and
human
rights
should
be
respected
in
all
workplaces,
but
our
largest
employers
set
the
tone.
Thank
you
to
the
other
members
of
council
who
are
here.
Thank
you
as
always
to
sue
fritji,
who
stood
with
us
at
pittsburgh,
united
and
the
women's
law
project
for
standing
with
workers,
time
and
time
again,
and
to
all
of
the
workers
here
who
have
been
so
brave
to
share
your
stories
and
take
their
risks
to
share.
I
What's
happened
to
you
and
the
people
around
you
and
in
the
hope
that
a
human
rights
city
like
pittsburgh
can
and
must
do
better
at
creating
an
environment
where
people's
humanity
is
respected,
violations
are
not
tolerated
and
violators
are
held
accountable
again.
My
name
is
jennifer
rafano
kennedy.
I
serve
as
the
executive
director
of
pittsburgh,
united,
the
coalition
of
labor
faith,
community
and
environmental
groups
working
to
together
to
advance
social,
racial
and
economic
justice
in
our
region.
I
One
of
our
fundamental
goals
as
a
coalition
is
to
increase
worker
power.
We
know
that
by
supporting
workers
in
their
collective
action,
we
can
create
greater
economic
equality.
We
also
know
that
by
ensuring
workers
have
a
voice
in
the
workplace,
that
those
workplaces
become
safer,
more
effective
and
create
more
benefit
for
our
community.
I
I
I
I
Once
something's
already
happened
instead
of
a
position
of
strength
in
which
workers
can
act
collectively
and
proactively,
the
human
relations
commission
should
consider
ways
that
it
can
support
workers
in
not
having
to
take
these
steps
alone
and
also
engage
workers
in
proactively,
creating
positive
work
environments
that
befit
a
city
that
prides
itself
on
welcoming
all
people
and
protecting
human
rights,
while
awarding
settlements
to
workers
can
be
helpful.
I
What
many
workers
seek
is
the
cultural
change
in
their
workplace,
so
they
can
do
their
jobs
with
dignity
and
respect
rather
than
discrimination
and
retaliation,
as
sue
mentioned.
What
many
people
want
is
to
just
not
have
this
happen
to
anyone
else
around
them.
I
I
I
We
as
organizations
and
workers
want
to
partner
with
the
human
relations
commission
to
do
that.
So,
let's
think
outside
the
box.
For
a
moment,
we
know
that
traditional
engagement
strategies
don't
always
get
to
the
people
who
we
want
to
be
engaged
who
need
it
the
most
because
they
work
long
hours.
They
can't
get
downtown,
they
don't
have
child
care
or
other
barriers
that
keep
people
from
participating.
I
Maybe
we
can
do
better
to
meet
workers
where
they
are
and
build
on
the
practices
they
already
use.
What,
if
we
trained
workers
to
be
human
rights
representatives,
could
the
human
relations
commission
train
and
pay
representatives
in
the
workplace
who
want
to
help
their
co-workers,
know
their
rights
and
create
positive
work
environments?
I
How
can
we
proactively
focus
on
making
sure
workplaces
treat
workers
with
dignity
and
respect
rather
than
waiting
until
discrimination
and
harassment
have
already
happened?
Workers
are
also
online.
What
if
we
provided
online
access
points?
Could
the
human
relations
commission
provide
know
your
rights
explainers
on
instagram,
twitter,
tic
tock?
Let's
just
think
about
something
else:
that's
not
just
an
office
downtown.
I
I
think
you
will
find
workers
and
organizations
like
ours
willing
to
partner
if
you,
as
the
human
relations
commission
can
meet
people
where
they
are
so.
The
last
thing
I'll
say
is
that
pittsburgh
united,
has
learned
over
the
15
years
of
campaigns
that
we've
run
to
create
a
better,
stronger
and
more
just
pittsburgh.
I
I
I
A
We
do
have
one
more
speaker,
but
if
you
need
to
depart
then
please.
C
By
all
means,
I'm
going
to
keep
it
very,
very
brief.
Jennifer.
Could
you
please
email
your
remarks
and
you
had
some
really
interesting
ideas
that
I'd
like
to
explore
further,
and
I
can't
write
that
fast.
So
if
you
would
and
then
madam
chair,
if
you
wouldn't
mind
distributing
those
to
members.
A
Absolutely
we'll
do.
Thank
you,
yeah.
Thank
you.
Thank
you
and
thank
you
jennifer
for
your
remarks
and
your
ideas.
Next,
we
have
maria
montano
to
offer
some
remarks
as
well.
J
Councilwoman
strasberger.
Thank
you
so
much
for
this
opportunity
to
speak
at
tonight's
hearing
about
discrimination
and
harassment.
My
name
is
maria
montano
and
I'm
a
latina.
I'm
a
trans
woman
and
I'm
a
labor
rights
activist
and
my
work
over
the
past
nine
years
with
hospital
workers
rising,
has
given
me
a
really
unique
insight
into
the
lives
and
well-being
of
hospital
workers
in
our
city.
J
For
lgbtqia
plus
workers,
but
at
the
same
time
they
continue
to
deny
the
humanity
of
their
trans
workers
by
forcing
them
into
gendered
uniforms
that
don't
fit
their
gender
identity
and
expression
by
using
their
dead
names
on
badges
and
work
schedules
and
trans
workers
having
to
constantly
fight
to
just
have
their
basic
humanity
seen
and
not.
To
mention
how
hard
it
is
to
access
the
transition
related
health
care
benefits
that
it
loves
to
promote
that
they
have
councilwoman
strasberger.
J
Right
now,
in
this
country,
we
are
actually
facing
a
series
of
threats
against
our
rights,
with
over
30
states,
actively
moving
anti-trans
legislation,
and
it
is
important
now
more
than
ever,
for
our
city
to
lead
and
to
do
everything
they
can
to
ensure
that
the
humanity
of
every
pittsburgher
is
respected.
In
every
element
of
our
lives,
we
know-
and
I
know
from
talking
with
hospital
workers
over
the
past
nine
years,
that
this
ongoing
discrimination
and
harassment
leads
to
serious
consequences
for
the
health
and
well-being
of
marginalized
communities.
J
J
And
these
are
really
important
questions
and
they
deserve
to
be
answered,
and
I'm
really
looking
forward
to
continuing
this
conversation
with
you
all
and
in
hearing
what
jenny
was
saying
and
what
suet
was
saying
in
regards
to
just
some
of
the
stuff?
I
I'm
really
interested
in
in
some
of
these
more
creative
ways
that
we
might
be
able
to
help
queer
and
trans
folks
access
their
rights
about
how
they're
protected
at
work.
J
Could
we
be
partnering
with
partners
who
use
who
supply
transition
related
healthcare
in
the
city
like
we
know,
prasad,
we
know
some
upmc
doctors.
We
know
planned
parenthood.
A
Thank
you,
maria,
and
thank
you
everyone.
I
I'm
really
looking
forward
to
well
we're
just
about
to
open
it
up
to
council
members
to
ask
some
questions.
I
really
just
want
to
say
that
not
present
this
evening,
as
I
mentioned
before,
is
our
commission
on
human
relations
and
they
were
named
a
lot
throughout
the
statements,
and
so
I
want
to
just
give
credit
where
credit
is
due
due
jam.
Hammond
hammond,
the
director
of
the
commission
on
human
relations,
who
was
unable
to
be
here
this
evening.
A
Is
he
and
his
his
team
do
yeoman's
work
investigating
cases
you
know
aiming
as
much
as
they
are
capable
of,
or
have
a
capacity
to
do
so
to
get
out
into
the
community
in
various
ways
to
educate
people
to
put
tweets
out
and
to
be
on
social
media,
and
so
I
think
what
we're
hearing
tonight
is.
They
need
more
capacity
and
they
need
to.
A
They
need
more
partners
to
help
them
get
the
word
out
and
educate
more
people
at
the
point
before
the
point
at
which
employees
or
those
who
could
potentially
face
discrimination,
face
such
discrimination
to
know
that
people
are
aware
of
their
rights
and
are,
as
jennifer
said,
approaching,
their
their
jobs,
their
their
life
from
appointed
strength.
So
I
did
want
to
just
say
that
we
really
appreciate
the
work
that
the
commission,
the
commissioners
and
the
staff
at
chr
that
they
do
so.
A
I
will
go
in
order
of
the
council
members
in
order
of
who,
who
kind
of
logged
on
tonight.
Councilman
krauss.
Do
you
have
any
questions
or
any
comments?
I.
C
Do
just
if
I
may
quickly.
First,
I
want
to
acknowledge
and
thank
each
of
you
for
being
here
to
participate
this
evening
in
the
courage
and
integrity
that
you
have
shown
to
to
be
here
and
to
be
out
and
to
speak
truth
to
your
cause
and
to
assist
in
enlightening
us
as
members
of
the
council
in
ways
that
we
can
help
and
assist
the
the
questions
that
I
have.
C
I
don't
know
if
they're
more
related
to
to
sue
and
her
expertise
in
law.
So
maybe
I'll
start
there.
C
How
can
we
adapt
a
more
surgical
approach
to
employers,
whether
that
begins
in
their
hr
departments,
or
not
to
begin
that
education
process
of
the
standard
that
we
have
set
here
in
the
city
and
our
expectations
for
employers
and
and
their
adherence
to
to
laws
that
we
have
written
that
protect
workers
it?
It
seems
to
me
I
don't
want
to
oversimplify,
but
this
is.
C
This
is
a
matter
of
changing
hearts
and
minds
and
get
them
to
understand
on
larger
scales
the
as
was
spoken
many
times
through
the
humanity
of
the
workforce,
in
the
importance
of
respecting
the
humanity
of
the
workforce
that
they
have
and
what
an
asset
the
workforce
is
to
them
and
to
view
them
as
assets
and
not
as
as
burdens.
C
You
know
when
I
came
out
in
1972,
we
had
a
completely
different
viewpoint
and
and
image
in
in
our
mind
of
what
it
was
to
be
other
gay,
lesbian,
bisexual
transgenders
than
we
do
today
in
19
whatever
year.
This
is
2021,
I'm
losing
count,
but
the
world
has
changed
and
the
reason
the
world
has
changed
is.
I
believe
it's
been
generational
change.
It
has
been
people
that
I'd
like
to
think
that
we
kind
of
began
to
cut
a
path,
but
we
certainly
didn't
bring
it
across
the
goal
line.
C
C
I
never
thought
in
in
my
wildest
dreams
that
I
would
have
the
legal
right
under
the
state
sanction
to
marry
another
man
in
my
lifetime,
and
yet
it
did
happen,
and
it
happened
because
of
generational
change
and
young
people
leading
the
charge
and
saying
this
is
not
the
world
we're
going
to
live
in?
So
the
the
the
power
of
youth,
the
power
of
new
ideas,
new
ways
of
thinking
just
like
it
is
important
to
get
young
people
elected
to
public
office.
I
believe
it's
important
to
get
young
people.
C
We
look
at
people
like
sam
and
gideon
and
alex
and
mike
and
in
positions
of
of
authority
within
corporations
that
will
make
that
kind
of
substantive
change
that
needs
to
be
made
because
there
won't
be.
We
won't
be
met
with
the
kind
of
resistance
that
we
are
being
met
with
by
someone
in
a
in
an
older
generation.
If
you
will
that
doesn't
see
the
world
through
the
lens
that
people
like
sam
and
gideon
and
alex
and
mike
see
the
world.
C
H
Well,
yeah,
it
better
be,
and
I
think
that
what
council
is
doing
tonight
is
part
of
that
so
shining
a
light
upon
practices
that
are
not
legal
that
are
not
acceptable.
That
should
not
be
happening
in
any
business
and
certainly
not
in
any
business
that
the
city
does
business
with.
H
H
I
Councilman
strasburger
may
also
throw
out.
C
I
Well,
I
totally
agree
that
what
sue
is
getting
at
is
the
city's
power
of
procurement
is
a
main
way
that
it
can
exercise
its
values,
of
course,
and
I'll.
Preface
this
by
saying.
I'm
not
a
lawyer,
but
I
did
talk
to
another
employment
lawyer,
and
one
suggestion
that
came
up
was
for
the
human
relations
commission
to
be
able
to
have
commissioner's
charges
similar
to
what
the
eeoc
has,
so
that
multiple
workers
could
come
together
and
an
employer
could
be
investigated
like
a
more
serious
charge
than
might
come
with
an
individual
complaint.
I
So
that's
also
a
way
to
potentially
target
an
employer
that
has
multiple
complaints
or
bring
them
together
in
a
way
that
the
commission
is
is
able
to
really
take
that
on
and
move
it
forward.
Investigating
the.
C
The
employer
over
the
years
has
surpassed
a
number
of
ordinances
that
relate
to
to
contracting
and
who,
who
we
choose
to
do
business
within
the
standards
that
we
wish
to
see
in
it.
You
know
before
we
sign
off
on
procurement
with
an
individual
worker
or
somebody
else
has
a
cat
gideon.
I
have
a
cat
too.
That's,
okay,
I
got
one
too,
but
you
know
councilwoman
gross
and
strasberger.
I
think
you're
better
at
this
than
what
I
am
within
the
the
the
procurement
requirement.
C
Legislation
that
we
have
passed
on
in
council
have
have.
We
ever
included
a
clause
or
an
intent
that
we
need
to
see
certain
practices
in
within
hr
as
how
they
relate
to
their
employees
in
terms
of
of
not
limited
solely
to
gender
identity
expression
in
sexual
orientation,
but
to
to
the
higher
standard
that
we
heard
spoken
about
tonight
by
so
many
people
have
we
have
we
done
that
or
do
you
think
there's
a
way.
K
Maybe
professional
license
agreements
are
part
of
procurement
for
the
ura
and
city
funded
projects,
but
so
there's
you
know
some
similarity
there,
but
not
I'm
not
aware
of
any
explicit
ones
that
talk
about
hr,
except
for
that
would
that
would
be
close.
So.
A
There
is
a
debarment
process
that
includes
a
whole
list
of
infractions
that
does
include
commission
on
human
relations
type
of
discriminant.
You
know
discriminatory
behavior
that
would
find
a
find
a
business
worthy
of
debarment,
meaning
they
cannot
then
do
business
with
the
city
of
pittsburgh
for
a
period
of
time
and
you
know,
cannot
get
a
contract.
So
you
know
any
violation
of
the
civil
rights
act
and
pennsylvania
human
relations
act.
That
is,
that
is
a
part
of
that.
A
So
it
is,
it
is
there
I
mean,
does
it
come
into
as
pointed
out
before?
Does
it
come
into
effect,
or
is
there
someone
at
the
eorc
who
is
reviewing
that
yeah
or
at
the
commissioner
community
relations?
Who
is
reviewing
that?
Is
there
the
enforcement
and
the
teeth
there
to
be
able
to
actually
do
it?
I
think
that's
another
question.
We
need
to
get
answered.
C
C
I'm
going
to
relinquish
the
floor.
I
know
other
members
have
a
comment
they
wish
to
make.
I
may
come
back
and
ask
additional
questions
or
make
additional
comment,
but
I
do
want
to
reinforce
how
much
respect
I
have
for
you
for
your
bravery
and
your
your
dedication
and
your
integrity
to
be
who
you
are
and
to
celebrate,
who
you
are
and
bring
yourselves
to
us
in
your
entirety
to
help
us
to
advocate.
For
you,
it's
been
a
pleasure
to
be
here
with
you
tonight.
Thank
you.
A
Thank
you
councilman
and
for
our
guests,
just
to
clarify,
don't
feel
as
if
you
need
to
be
called
on
to
to
offer
your
perspective.
This
is
a
an
open
kind
of
q.
A
at
this
point.
So
if
even
if
someone
asks
a
question
to
a
particular
panelist
or
guest
feel
free,
to
also
add
to
that,
if
you
have
something
additional
to
say
so,
I
think
the
next
person
who
joined
our
meeting
was
councilman
wilson
councilman
wilson.
Do
you
have
any
questions
or
thoughts
to
add.
L
Yes,
and
thanks
for
thanks
for
hosting
this,
and
and
thanks
for
the
people
that
have
worked
with
you
to
organize
this,
and
especially
thank
you
to
the
courageous
people
that
came
on
here
and
share
their
story,
so
I
just
want
to
you
know
say
that
it's
always
good
to
hear
about
the
story,
and
I
really
understand
the
the
personal
in
the
personal.
L
Basically
just
that
personal
story-
and
you
know,
within
the
context
of
what
we're
talking
here,
I
recall
all
the
videos
that
whenever
I
worked
in
a
larger
before
I
was
here
when
I
worked
with
a
larger
employer,
all
the
videos
and
training
video
videos
that
you
sit
through
and
they
you
know
they
say
you're
not
supposed
to
do
this
you're
not
supposed
to
do
that.
If
that
happens,
and
so
what
and
I
apologize,
if
I
get
your
name
or
your
your
last
name
wrong.
Frites
miss
frites.
L
Okay,
sorry
well,
so
the
you
know
within
that.
Within
that
context
you
know
you're
supposed
to
click
through
it.
You're
supposed
to
you
know,
I'm
sure
upmc
does
this,
where
you
click
through
it
and
and
you're
able
to
pass
the
test
now.
Are
you
suggesting
that
possibly
we
could
improve
that
or
the
city
could
have
a
a
say
in
improving
that
that
those
trainings
like?
Could
we
actually
implement?
You
know
like
hey
this
human
relations
in
the
city
of
pittsburgh
exists.
J
Training,
so
just
to
sort
of
jump
in
there
right.
I
think
one
of
the
things
that
we're
seeing
is
that
the
trainings
that
the
employers
are
doing
they
exist,
but
they're,
just
not
really
sufficient
in,
like
you
know,
protecting
workers
and,
quite
frankly,
I
think
one
of
the
things
that
we
need
to
be
be
thinking
about
is
yes,
more
more
trainings
for
bosses
and
and
managers,
and
and
making
sure
that
they're,
you
know
fully
and
correct
and
and
competent
to
the
needs
being
met.
J
But
it's
like,
for
instance,
if
there
is
like
a
company
if
we
set
up
this,
I
think
somebody
had
mentioned.
I
think
jenny
kennedy
might
have
mentioned
a
yelp
for
businesses
right.
So
it's
really
hard
for
individuals,
complaints
through
the
commission
to
to
be
seen
in
any
sort
of
public
fashion,
and
sometimes
they
they
can
go
on
for
months
or
years
before
any
sort
of
settlement
is
reached
between
a
worker
and
their
employer.
J
But
if
we
had
a
system
in
place
for
workers
to
directly
report
an
employer
for
violating
their
their
human
rights
at
work
like
that,
would
maybe
empower
the
commission
to
be
like
hey.
What's
going
on
here,
maybe
we
need
to
do
an
investigation
into
this
place
because
we've
gotten
you
know:
10
15,
20,
trans
people
at
this.
J
So
I
think
a
lot
of
of
work
that
we
could
be
doing
and
really
work
to
empower
the
commission
to
do
and
give
them
the
resources
to
do
is
to
be
able
to
do
more
direct
outreach
to
workers
at
points
of
services
that
way
they're
more
aware
of
what
their
rights
are
so
when
they
are
being
violated,
they're,
not
just
being
like.
Oh
my
goodness,
this
really
sucks
that
you
know
they're
they're
detonating
me
at
work,
but
I
don't
really
know
how
to
protect
myself
in
this
instance.
I
don't
know
what
to
be
doing
so.
J
We
should
be
making
sure
that
there's
like
a
base
level
standard
for
training
on
human
rights,
at
work
and
and
especially
for
protected
classes
within
the
city
of
pittsburgh,
but
also,
how
do
we
empower
workers
to
have
more
power
in
this
moment
through
being
able
to
raise
up
some
of
these
things,
because
I
think
sue
mentioned.
It's
really
hard
to
get
an
individual
case
that
actually,
like
you
know,
changes
an
institution,
and
these
are
big,
broad
institutional
harms
that
are
happening
to
workers
across
the
city.
L
Yeah,
thank
you
for
that
context.
I
you
know
I
was
just
thinking
about
a
couple
systems
that
you
know
exist
already
like,
for
instance,
if
there's
you
mentioned
the
you
know
the
yelp
idea,
but
also
the
the
you
know
for
like
allegheny
county.
I
think
there
is
like
a
number
and
also
a
text
service
that
you
can
reach
out.
If
there's
like
abuse
at
the
home-
and
you
know-
or
you
know,
at
a
shelter
in
either
case,
there's
there's
this
anonymous
line.
L
This
really
brings
up
more
questions
than
I
have
just
just
concerning
around
you
know
the
the
capacity
of
like
our
human
relations
commission
and
I
mean-
is
there
a
hotline
for
the
human
relations
commission?
I
mean
there
must
be
more
than
just
an
email
right.
A
L
Yeah,
because
I
just
I'm
just
aware
of
the
24
7
service
that
they
have
with
the
the
county
and
I'm
probably
getting
the
the
title
wrong,
but
you
know
that
there
is
some
sort
of
abuse
going
on.
Is
that
something
that
I
mean?
Is
that
like
if
there
was
a
more
of
awareness
like
if
you're
experiencing
this
discrimination,
like
something
that's
more
than
you
know?
Something
that's
more
anonymous
I
imagine
is,
is
better.
L
D
I
just
wanted
to
comment
on
like
in
terms
of
like
facilitation
like
these,
like
power
points
that
they
kind
of
like.
Like.
Very
recently.
We
had
met
with
councilwoman
strausberger
to
talk
about
like
kind
of
what
we
were
experiencing
before
this
meeting,
and
I
just
kind
of
found
it
really
convenient
that
after
there's
been
like
kind
of
like
local
conversations.
D
That
upmc
is
like
implementing
this,
like
sort
of
training
for
their
managers,
which
I
think
is
like
a
step
in
the
right
direction,
but
that
also
that
you
cannot
experience
the
humanity
or
the
experiences
of
people
through
clicking
through
a
computer
system
to
kind
of
understand
what
they
experience
on
a
on
a
daily
basis.
D
And
this
is
just
I
guess,
to
make
a
comment
on
that,
but
that
I
think
facilitation
and
maybe
dialogue,
conversations
acknowledging
that
it's
happening
and
not
just
saying
that
this
is
the
best
place
to
work
for
queer
people.
Or
I
mean
I
had
I
and
when
I
lived
in
utah.
I
worked
at
an
organization
that
facilitated
dialogue
with
workers
about
sexism
in
the
workplace
and.
K
D
Does
help
is
acknowledging
it
and
and
giving
people
the
voice
and
safe
space
and
opportunity
to
be
able
to
do
that
now,
like
I
said,
I
had
worked
for
starbucks
another
big
corporation.
They
also
have
their
problems.
They
also
struggle
with
making
sure
that
they
struggle
with
workers
rights,
but
one
thing
that
they
do
do
really
good
is
acknowledging,
like
those
conversations
need
to
be
had,
especially
in
healthcare.
It's
absolutely
in
healthcare.
This
it's
at
the
end
of
the
day.
It's
people's
lives.
D
It
is
life
or
death
for
people
in
terms
of
care.
So
I
get
started
just
going
on,
but
yeah.
L
I
would
imagine
it
would
help,
because
it
would
give
people
even
appropriate
language
to
use
and
to
understand,
like
you
know
how
to
you
know,
convey
your
thoughts
in
a
in
a
good
way
and
and
just
to
really
tailor
the
conversation,
and
you
know
what's
appropriate
and
what's
not
because
I
think
a
lot
of
people
they
want
to
talk
about,
but
they're
like
well,
I'm
afraid
to
say
this
or
say
that,
and
I
think
it's
always
good
to
have
that
open
conversation
in
a
group.
So.
H
H
So
gideon
you're
so
so
so
correct,
so
the
eeoc
has
done
studies
of
what
kind
of
anti-harassment
training
works
in
the
workplace
and
what
they
found
is
that,
while
training
is
good,
certain
kinds
of
training
actually
send
really.
The
wrong
message
send
a
message
that
the
employer
doesn't
care
about.
H
You
know
the
the
workplace,
atmosphere
and
they're,
just
showing
you
a
20-minute
powerpoint,
so
they
can
check
off
a
box
and
what
it
actually
does
is
it
makes
things
worse
because
it
communicates
that
your
boss
doesn't
care
about
it
and
it
instructs
harassers
on
how
to
stay
just
on
this
side
of
legal
right.
So
the
type
of
training
is
really
important
and
the
more
interactive
and
genuine
it
is
the
more
effective
it
will
be.
H
The
more
it
is
clearly
coming
from
a
place
of
concern
from
the
very
top
of
the
organization,
the
more
effective
it
will
be,
and
it
is
not
a
panacea
by
any
means
I
mean
this
whole
system
is,
is
really
starving
for
attention
and
starving
for
sunlight
and
starving
for
resources
and
just
a
20
minute.
You
know
annual
powerpoint,
that's
not
even
close.
L
Yeah
and
as
the
company,
whether
it's
already
a
large
company
or
if
it's
going
to
get
larger,
you
know
they're
just
going
to
run
it's
going
to
be.
I
wonder
if
that's
mostly
part
of
the
issue
is
just
you
know
that
larger
entity
that
is
not
keeping
is
not
making
it
more
of
like
a
that
family
atmosphere
where
you
can
feel
comfortable
to
open
up.
You
know,
because
there
was
a
story
I
believe
was
mike.
L
That
said,
with
this
with
a
smaller
employer,
they
felt
more
comfortable,
whereas
at
the
larger
one
it
was,
you
know
very
uncomfortable
and
probably
much
less
accountability.
So
so
I
I'm
eager
to
to
work
further
with
other
council
members
and
other
advocates
on
on
this.
You
know
on
this
issue
and
help
in
any
way.
I
can
so
thanks
for
your
time
tonight.
K
Well,
I
definitely
want
to
say
thank
you
to
everyone
who
came
tonight
to
share
your
stories
with
us
and
with
the
public.
It's
it's.
It's
courageous.
It
is
a
scary
thing
to
do,
and
I
really
appreciate
you
having
the
courage
to
share
your
stories
to
raise
all
of
our
awareness
around
the
issues
to
really
kind
of
help
us
see
into
these
employee
employer
practices
that
we
we
can't
see
on
a
daily
basis.
It's
really
important
to
be
able
to
to
see
these
stories
to
hear
these
stories
through
and
especially
through
your
own
voices.
K
The
the
community,
the
commission
on
human
relations
has
been
a
topic
of
conversation
for
us
lately
at
council.
When
we
passed
an
eviction
moratorium
for
the
city,
it
really
came
down
to
our
ability
or
inability
so
far
to
enforce
it,
and
so
we
still
are
seeing
high
rates
of
evictions
because
we
have
not
put
more
resources
into
the
commission
so
that
that
same
commission
on
human
relations
is
there
to
to
help
you
fight
for
your
rights
at
employment
area.
K
In
it,
you
know
with
employers
is
the
same
commission
on
human
relations
that
enforces
fair
housing
and
is
where
we
try
to
put
a
ban
on
evictions
to
put
a
bar
to
try
to
forestall
evictions
during
covet
just
just
during
the
emergency,
so
that
people
could
stay
housed
and
be
shelter
at
home
by
keeping
their
home
and
but
we've
been
frustrated
that
it
has
not
been
enforced,
because
mainly
we've
heard
testimony
here
at
the
same
table
that
the
commission
needs
more
resources.
K
So
that's
really,
first
and
foremost.
What's
on
my
mind,
if
we're
going
to
do
what
we
we
think
we
need
to
do
to
address
the
problems
that
you're
having
with
employers.
I
think
we're
going
to
need
to
be
more
proactive
and
to
be
more
proactive.
You
need
people
and
you
need
resources
to
do
the
kinds
of
hotlines
to
staff
them
to
pursue
these
cases
to
do
any
kinds
of
these
investigations.
That's
what
I'm
hearing
from
you
all.
K
So
I
really
appreciate
you
letting
us
know,
and
we
do
have
another
opportunity
here-
we're
just
receiving
federal
dollars
today.
So
we
were
talking
about
setting
up
the
trust
fund
to
receive
them
earlier,
but
I
was
told
after
we
were
in
council
today
that
their
165
million
dollars,
or
so
is
already
in
process
to
come
to
the
city
of
pittsburgh,
and
so
we
will
be
revisiting
our
operating
budget.
K
Currently,
the
commission
on
human
relations,
I
think,
is
understaffed
and
I
think
it
needs
more
staff
to
pursue
justice
for
you
all
and
and
justice
on
housing
issues
as
well.
So
that's
that's
my
takeaway
for
this
evening,
but
I
really
appreciate
your
you're,
letting
us
and
the
public
know
about
about
the
the
unfairness
and
injustice
that
is
happening
in
workplaces
in
the
city
and
giving
us
the
the
knowledge
that
we
need
to
to
do
something
about
it.
I
appreciate
it.
J
I
just
sort
of
want
to
just
jump
in
there
in
terms
of
like
we're
thinking
about
resources
and
and
the
people
involved
in
in
making
these
decisions,
like
also
thinking
about
the
resources
of
the
people
who
are
giving
and
facilitating
those
trainings
right.
I
think
it's
like
for
too
long.
The
people
who
are
guilty
of
the
violations
are
put
in
charge
of
doing
the
trainings
themselves
right.
So
I
think
that
immediately
sends
a
really
strong
signal
to
the
people
whose
rights
are
being
violated
that,
like
they're,
not
really
being
listened
to
right
so
like.
J
I
really
think
that
there's
an
opportunity
here
for
the
like,
when
we
talked
earlier
about
creating
a
a
worker-led
deputization
of
the
human
relations
commission
right
if
we
have
workers
who
are
trained
and
developed
by
the
human
relations
commission,
who
then
work
in
the
hospitals
who
who
work
in
the
grocery
stores
who
work
in
the
fast
food
stores
to
be
able
to
be
like
hey,
I'm
officially
trained,
and
I'm
going
to
leave
this
training
at
work
about
racism,
about
transphobia,
about
our
rights,
our
human
rights
in
the
city
of
pittsburgh.
J
I
think
that
in
and
of
itself
would
send
a
really
strong
message
to
employers
and
shift
that
power
imbalance
that
that
sue
was
mentioned.
That
jenny
was
mentioning
earlier
about.
How
really
so
much
is
on
the
the
bosses
side
on
the
employer
side
in
terms
of
they
get
to
control
the
trainings
they
get
control
who
speaks?
They
can
control
what's
on
those
powerpoint
slides.
J
But
if
we
can
like
flip
that
a
little
bit
and
adjust
it
so
workers
have
a
little
bit
more
say
and
a
little
bit
more
power
at
work
to
run
those
trainings
themselves,
because
they
know
what
the
experience
is
on
the
floor
and
what
it
means
to
to
be
able
to
step
up
and
and
lead
that
at
work.
I
think
that
could
send
a
really
strong
message
about
how
we,
as
a
city,
are
really
willing
to
do
to
protect
workers,
rights.
K
A
You
so
I
I
really
just
appreciate
well,
first
of
all,
thank
you
to
the
courageous
people
who
told
their
stories
tonight
and
to
advocates
and
attorneys
who
are
you
know,
standing
by
their
sides
and
our
side
as
we
as
we
work
toward
equity
and
and
full.
You
know
allowing
everyone
to
experience
and
exercise
your
full
humanity,
as
councilman
kraus
said.
A
So.
Thank
you
for
being
here
tonight
again,
I'm
really
I'm
really
enthused
by
this
conversation
about
thinking
outside
of
the
box,
and
you
know
we
think
about
government.
You
know
existing
in
a
box
and
kind
of
doing
the
same
thing
that
we've
always
done
and
inertia
just
kind
of
carries
us
through
and
there's
in
2021
there's
been
a
lot
of
use
of
that
term.
A
Reimagining,
there's
a
lot
of
reimagining
happening
and
that's
exciting
to
me
here
as
well,
because
whether
it's
a
deputization
of
a
worker
who
can
then
you
know
be
trained
by
the
commission
on
human
relations
or
whether
it
is
a
yelp
for
workers
or
whether
it's
something
else
I
keep
coming
back
to
this
idea
of
starting
out
with
I
mean
to
councilman
wilson's
point.
You
know
what
power
does
the
city
have
to
control?
A
That's
then
they're,
comparing
and
seeing
what
how
they
stack
up
versus
their
competitors
or
vet
versus
other
businesses.
The
same
can
be
true
for
gender
wage
gaps.
This
same
could
be
true,
potentially,
if
I
don't
know
be
interested
in
folks
reaction
here
on
what
they
are
doing
around.
A
I
don't
know
whether
it
be
trainings
or
whether
it
would
be
diversity,
equity
and
inclusion
and
belonging
work
and
kind
of
the
the
depth
at
which
to
which
they
go
to
to
really
make
that
a
a
part
of
their
culture
might
be
challenging
to
quantify.
But
we
have
some
really
smart
people
in
the
city,
we're
doing
that
work
and
doing
that
work
to
quantify
it
as
well
and
and
looking
at
qualitative
work,
that's
being
done
as
well.
A
So
I
also
just
think
that
you
know,
in
addition
to
providing
more
resources
to
the
commission.
A
We
have
so
many
partners
that
you
know
persab
has
mentioned,
but
we
have
other
partners
as
well
that
if
they
could
somehow
also
assist
or
help
with
the
trainings
or
help
train
the
trainers
or
help
with
you
know,
we
have
mediators
without
borders.
We
have
center
for
victims
that
has
mediators
on
staff,
so
many
groups
that
if
we
could
find
a
partnership
with
that's
another
way
of
thinking
outside
of
the
box,
so
the
onus
isn't
just
on
the
worker
or
isn't
just
on
the
commission
in
the
city.
A
J
It
would
be
great
if
if
employers
were
reporting
back
things
on
what
is
the
percentage
makeup
of
of
race
and
gender
and
sexuality
and
and
all
of
our
protected
classes,
in
terms
of
of
like
the
the
managerial
level
in
the
business
right,
so
it's
like
alex
had
mentioned
in
her
testimony
that
in
her
time
at
upmc,
she
had
only
ever
seen
two
black
supervisors
and
both
of
them
had
quit
because
of
the
the
toxic
environment
like.
J
Is
there
a
way
to
like
beginning
to
track
the
advancement
of
black
workers
in
our
city
in
terms
of
their
ability
to
move
up
up
the
the
ladders
at
work
and
and
experience
upward
mobility
in
our
city
and
the
same
for
for
trans
folks
and
for
queer
folks
at
large?
J
I
think,
if
we're
not
actively
pursuing
that
data
from
our
employers
in
the
cities-
and
we
don't
really
know
beyond
you
know,
they
say-
we've
got
great
policies
on
paper,
but
what
does
that
actually
mean
for
advancement
for
various
workers
and
protected
classes
in
our
in
our
city?
So
I
think
that
might
be
a
good
way
just
to
see
that
and
it'll
be
great
for
workers
too,
to
be
able
to
go
to
the
city
website.
J
They
could
look
up
the
yelp
review
of
what
it
means
to
work
at
the
the
presby
starbucks
in
terms
of
human
rights
violations,
but
also,
then
be
like,
oh
by
the
way,
there's
also
like
a
clear
career
path.
For
somebody
who
looks
like
me,
who
has
a
family
like
mine,
that
there
is
opportunity
there
for
advancement,
and
it
would
be
great
if
that
was
housed
in
in
some
place
officially
by
the
city.
I
I
think
just
to
I
guess,
double
down
on
what
maria
is
saying
and
and
bring
us
back
to
some
of
the
things
I
was
sharing.
Is
you
know
this
really
has
to
be
about
empowering
workers
and
people
being
able
to
take
that
collective
action?
I
You
know
the
city
has
lots
of
studies
and
lots
of
data,
but
we
want
to
be
able
to
have
workers
see
that
translate
into
their
own
lives
into
their
own
workplaces,
and
so
that's
it's
critical,
that
their
avenues
really
for
action,
and
not
just
for
not
just
for
information
but
for
workers
to
be
able
to
take
action
and
be
protected,
and
I
think
the
other
thing
I
would
just
say
is
like
so
many
things
in
our
city.
I
We
talk
about,
you
know,
there's
a
problem,
you
know
an
employer
is
doing
x
thing
or
you
know,
an
employee
doesn't
know
their
rights.
The
human
relations
commission
could
enforce
it,
but
they
need
more
resources
and
we're
always
looking
to
ourselves
to
our
tax
dollars
to
to
fund
those
things
and
the
the
employers
need
to
face
some
accountability
for
not
having
provided
the
work
environment
that
is
respectful
of
all
people's
human
rights.
And
so
I
do
think
there
needs
to
be
some
matching
of
accountability
and
resources
with
correcting
the
problem.
A
Yeah
understood-
and
I
also
just
wanted
to
go
back
to
something
I
had
said
before-
that
starting
with
voluntary,
I
didn't
actually
say
the
second
part
of
that,
which
is
that,
in
the
say,
energy
efficiency
example,
we
started
out
with
a
year
of
voluntary
reporting,
and
then
it
became
law
and
it
was
mandated,
for
you
know,
employers
or
buildings
over
a
certain
size
and
because
it
had
been
voluntary
for
a
year
when
it
was
mandated.
A
There
was
almost
no
pushback
so
anyway
didn't
want
to
say
that
everything
has
to
be
voluntary
things,
that
it
can
be
a
way
to
start
out,
but
but
jenny.
I
agree
that
that
that
that
empowering
workers,
it
can't
just
be
about
the
data
collection,
that's
an
important
part,
but
it
can't
just
be
about
that.
Empowering
workers
has
to
be
a
part
of
it.
A
I
Yeah,
no,
I
was
just
going
to
say
I'm
happy
to
share
you
know
my
testimony
as
councilman
krauss
requested
and
just
offer
that
pittsburgh
united,
of
course,
is
willing
to
help
in
terms
of
the
partnerships
that
were
discussed
or
any
other
way
that
we
can
begin
to
move
some
of
these
ideas
forward.
I
You
know
we
work
closely
with
the
human
relations
commission
on
housing
as
councilwoman
gross
mentioned,
and
so
you
know
just
wanted
to
offer
that
I
think
you
will
find
that
there
are
workers
and
organizations
that
are
ready
to
partner
on
these,
because
anyone
who's
worked
in
a
job
where
they
face
this
on
a
daily
basis.
I
I
know
I've
had
I've
had
a
job
like
that
before
and
if
someone
had
said
there's
something
you
can
do
about
it
like
here's,
an
avenue
for
that
I
would,
I
would
have
jumped
right
on
it,
so
I
would
just
offer
that
I
think
there
are
many
people
who
are
ready
to
to
look
for
solutions
and
to
try
to
operationalize
some
of
these
ideas.
J
I
think
you
saw
tonight
the
power
of
four
really
brave
workers,
sharing
their
stories
and
and
getting
counsel
to
think
a
little
bit
out
of
the
box
and
be
thinking
about
the
stuff
that
I
know
in
years
past.
There
was
a
wage
review
commission
that
really
helped,
along
with
the
workers
fighting
for
their
rights,
lift
the
wage
for
four
hospital
service
workers
in
pittsburgh.
J
J
So
we
can
get
a
deeper
understanding
of
of
just
how
systemic
these
issues
are
in
our
city,
because
I,
these
are
just
forced
for
workers
here,
and
I
know
in
my
my
time
doing
work
here
that
I
know
that
there's
a
lot
more
out
there
that
we're
not
hearing
from
any.
I
think
this
is
just
that
the
the
tip
of
the
iceberg,
so
to
speak
in
terms
of
that,
so
maybe
a
good.
J
H
Yeah,
I
think
that
makes
a
lot
of
sense
both
of
those
suggestions
and
hearing
from
the
human
relations
commission
directly
about
what
they
need
and
what
they,
what
constraints
they
sense
on
their
power
that
they
would
like
removed.
A
Those
are
all
really
helpful
suggestions
and
something
that
we
can
discuss
after
this,
and
I'm
excited
to
do
so.
I
also
want
to
name
that
we
have
a
few
other
commissions
that
would
be
related
and
might
be
able
to
help
volunteer
some
of
their
time
towards
this,
potentially,
although
they
don't
have
the
same
level
of
staffing
and
capacity
and
charge
that
chr
does
and
that
that's
the
gender
equity
commission
that
cosmo
councilwoman
gross
is
a
commissioner
of
and
the
pretty
new,
our
newest
commission,
lgbtqia
plus
commission
for
the
city
of
pittsburgh.
A
A
B
The
local
queer
population,
a
lot
of
us,
are
pretty
close-knit,
maybe
like
hit
up
some
of
the
bars
that
we
hang
out
at
that.
That's
your
adult
population
and
one
of
my
favorite
local
organizations
that
I
didn't
hear
mentioned
was
sisters
which,
which
they
they
organized
the
people's
pride,
which
was
just
it,
was
much
better
and
much
more
inclusive
and
they're
doing
a
lot
of
great
work
and
yeah
just
reach
out
to
our
local
charities.
Ask
them
what
they
need.
B
There
are
there's
new
names
and
stuff
that
I'm
not
familiar
with,
but
yeah
they're,
yeah
yeah
reach
out
to
local
communities
like
we're
here,
we're
all
like
close-knit,
but
the
the
word
spreads
pretty
fast
and
and
that
type
it
would
be
great.
Just
to
see
more
of
that,
because
there's
definitely
a
lot
of
bad
experiences
that
happen
that
I
hear
from
other
workplaces.
Just
from
like
talking
to
my
friends
and
sharing
my
story,
and
it
would
be
great
to
see
more
outreach
through
the
avenues
that
we
already
gather
under.
A
That's
a
suggestion
really
well
taken
and
there's
always.
There
are
always
ways
that
we
as
city
council
members,
are
seeking
to
reach
out
and
hear
from
people,
and
it's
like
my
number
one
struggle
is:
how
do
you
reach
even
more
people
and
hear
from
even
more
people
other
than
the
people
who
are
naturally
going
to
raise
their
voices
and
and
reach
out
to
you?
So
yes,
absolutely.
A
All
right
well,
thank
you
all
for
spending
almost
two
hours
with
us
discussing
this
really
really
important
topic.
Thank
you
to
I'm
just
going
to
go
in
the
order.
I
see
them
sue
maria
sam
jennifer
alex
mike
and
I
think,
gideon
and
gideon,
but
I
don't
see
kitty
in
here.
Thank
you
to
my
council
colleagues,
councilman
krauss
councilman,
wilson,
councilman
gross,
thank
you
to
our
cable
bureau,
david
finer
and
alexander
fisher,
who
are
handling
two
different
meetings
at
this
time,
all
at
the
same
time
by
zoom.
So
thank
you.
A
Thank
you
to
our
sign
language
interpreters
for
your
time
as
this
evening
as
well,
and
I'm
just
really
grateful
for
for
everyone
being
here
this
evening
and
telling
your
story
and
advocating
for
change.
This
is
the
beginning,
I
think,
of
something
pretty
powerful
and
pretty
big,
so
look
forward
to
continuing
the
discussion,
broadening
it
deepening
it
and
and
making
some
pretty
immediate
and
long-term
change
here.
A
Thank
you
all
for
tuning
in
from
home
from
your
workplace
and
have
a
great
rest
of
the.