►
From YouTube: Gender Equity Commission Meeting - 8/16/22
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
A
A
A
All
right
now,
new
business,
so
one
really
exciting
update
for
our
community
members
to
know
is
that
mayor,
gainey
has
announced
an
initiative
for
all
pittsburghers.
Very
inclusive
of
background
lived
experience,
diversity.
We
want
you
to
serve
on
city
commissions,
boards
and
authorities,
and
you
can
check
this
out
and
apply
by
going
to
engage.pittsburghpa.gov
forward
slash
pittsburgh
dash,
volunteer
application
and
you
can
put
in
your
passions
areas
of
interest
whether
it's
gender
equity
zoning
ethics,
public
art,
public
housing,
you
name
it.
We
want
to
ensure
that
our
commission
supports
and
authorities
reflect
our
constituents.
A
So
that
is
an
incredible
opportunity
to
delve
into,
and
also
the
mayor
is
organizing
an
in-person
meeting
with
the
gender
equity
commission
to
overview
his
vision
of
making
the
city
of
pittsburgh
the
most
welcoming,
safe
and
thriving
city
in
america,
and
I
think
we
can
get
there.
But
first
we
need
to
talk
to
our
commissioners
who
have
thought
expertise
in
the
subject
matter
of
equity
and
intersectionality
to
get
there.
So
that
is
in
the
works
and
then
some
other
business.
Our
committee
report
outs,
our
friend
jalisa,
commissioner
coffey,
is
out
today.
A
C
Well,
I
want
to
thank
everyone
that
has
attended.
We
had
a
great
turnout
in
2021
over
350
have
been
trained,
and
so
we
are
continuing
our
efforts
in
2022..
C
We
are
trying
something
new
and
exciting,
and
that
is
having
a
lunch
and
learn.
We
are
asking
attendees
just
to
spend
their
lunch
break
with
us
one
hour,
12
noon
to
one
our
upcoming
session
is
actually
tomorrow.
You
still
have
time
to
register.
If
you
do
not
register
for
tomorrow,
we
will
have
another
lunch
and
learn
scheduled
for
august
31st,
12
noon
to
1..
You
will
be
able
to
find
all
the
registration
information
on
the
website
of
the
gender
equity
commission
for
the
city
of
pittsburgh.
C
This
is
the
opportunity
for
us
to
help
address
the
wage
gap
that
exists
for
women.
It
is
becoming
more
prevalent
due
to
the
pandemic.
Prior
to
the
pandemic,
women
held
more
positions
prior
to
the
pandemic,
women.
We
were
making
strides
on
the
wage
gap,
but
now
that
there's
a
reset
regression
and
so
our
fight,
our
focus
will
continue
and
we
are
inviting
everyone
to.
Please
join
us
experience
our
lunch
and
learns
12
noon
to
one.
You
will
learn
information
that
will
enhance
your
as
I
state
ksa's
knowledge,
skills
and
abilities.
C
C
A
Thank
you
janet
judy.
Would
you
like
to
give
a
cities
for
cedaw
update.
B
Yeah,
thank
you
pardon
me,
I'm
looking
at
two
different
screens
here.
I
don't
have
the
perfect
setup
who
does
so
pittsburgh
is
part
of
the
national
united
states
cities
for
cedaw
campaign
to
integrate
cedaw
the
convention
for
the
elimination
of
all
forms
of
discrimination
against
women,
the
un
women's
rights
treaty
at
the
municipal
level,
because
the
u.s
hasn't
ratified
that
treaty
that
national
group
cities
for
cedaw
has
asked
for
reports
from
local
groups
and
entities
that
have
been
working
on
this
project.
B
B
So
we've
continued
to
be
active
on
the
gender
equity
commission
in
the
city
of
pittsburgh,
and
we
are
have
been
also
working
on
some
allegheny
county
initiatives.
We've
looked
at
the
allegheny
county,
gender
and
race,
equity
ordinance
and
the
two
reports
that
are
called
for
in
that
ordinance
and
that
have
been
released,
one
in
2015
and
one
covering
2015
to
2019..
B
Sarah
goodkind
from
the
black
girls,
equity
alliance
and
university
of
pittsburgh,
school
of
social
work
department
of
sociology
and
megan
rose
from
the
center
for
women
in
pittsburgh,
from
the
pittsburgh
section
of
the
national
council
of
jewish
women,
and
we've
also
done
outreach,
including
some
participation
with
the
pittsburgh
summit
against
racism,
the
pittsburgh
human
rights
city
alliance,
queen's
girls
and
the
black
girls
equity
alliance,
and
that
we
are
a
project
of
the
thomas
merton
center.
A
That
lawyer
in
you
awesome
great,
so
the
next
piece
on
our
agenda
are
upcoming.
Community.
A
A
I'm
very
proud
to
be
moderating
a
panel
about
the
intersections
of
post
row,
america
that
will
be
featuring
sydney,
ethridge
who's,
the
ceo
of
planned
parenthood,
kathy
elliott,
incredible
activists
on
the
front
lines
here
in
pittsburgh
on
friday,
the
19th
and
besides
that
there
will
be
the
series
of
gamey
community
cookouts
happening
later
this
month
across
the
northeast
south
and
west
of
the
city
of
pittsburgh.
A
B
A
E
I
thought
you
might
all
like
to
know
that
we
are
going
to
be
launching
the
seventh
season
of
the
just
film
series,
which
is
a
collaboration
of
six
different
women
and
girls
serving
organizations
here
in
pittsburgh,
many
of
whom
have
been
involved
with
the
gender
equity
commission.
That
would
be
the
black
women's
policy
center.
Our
friend
rochelle
who's
joined
us
for
many
conversations
and
has
worked
with
us
on
pay
equity,
the
women
and
girls
foundation,
the
ywca
greater
pittsburgh
mom's
work,
which
is
powered
by
ncjw.
A
E
In
our
seventh
season,
we'll
have
three
different
screenings
of
intersectional
gender
justice
documentaries,
always
followed
by
a
panel
discussion
in
qa
q.
A
with
the
experts
in
the
field
related
to
the
film
will
kick
off
on
september,
20th
with
a
film
called
the
james,
which
is,
of
course,
about
abortion
rights
in
the
pre-roll
era,
when
young
women
organized
underground
abortions,
illegal
abortions,
but
safe
abortions,.
B
E
Really
an
important
piece
of
history,
but
also
an
inspiring
thing
for
us
to
be
discussing
in
this
post-row
world
so
september.
20Th
will
be
the
kickoff
for
that.
You
can
come
out
and
join
us
and
all
of
those
women
and
girls
serving
organizations
and
then
to
be
followed
by
two
more
intersectional
films
that
pay
attention
to
many
different
intersections
of
gender
and
social
justice.
So
very
good
series:
you
can
check
it
all
out
online
at
justfilmspgh.org.
A
Brynn
young
from
the
black
women's
policy
center
joined
us
a
couple
of
months
ago
to
discuss
the
incredible
work
being
done
with
the
women
girls
foundation
speaking
out
in
the
ywca
to
uplift,
pay,
equity
and
the
level
up
campaign
and
y'all
have
been
just
kicking
buck
at
here,
and
we
want
to
hear
all
the
updates
that
you've
been
doing
behind
the
scenes,
anything
that
we
should
know
the
gender
equity
commission,
but
also
for
those
who
are
watching.
How
can
they
step
up
into
this
moment?
So
the
floor
is
yours.
Thank
you.
D
As
always,
thank
you
guys.
I
appreciate
the
the
platform
being
open
to
the
level
upgrader
pittsburgh
gender
pay
equity
campaign.
It's
always
great,
to
see
folks
doing
similar
work
and
pushing
the
needle
I'm
trying
to
close
the
pay
gap
in
the
pittsburgh
region.
D
So
just
a
quick
update
on
the
level
up
greater
pittsburgh,
gender
pay
equity
campaign.
We
have
three
action
items
that
have
come
out
of
the
meetings
with
many
of
the
folks
on
this
call,
as
well
as
those
from
our
steering
committee
meetings
and
of
those,
I
believe
we
discussed
last
time,
were
the
pledge,
the
employee
and
employer
guidebooks,
as
well
as
a
success
report,
which
is
essentially
an
annual
report
card
and
of
those
we
have
finished.
D
The
the
gender
pay
equity
pledge,
which
essentially,
is
it's
a
five
pillar
pledge
which
we
ask
large
corporations
and
employers
to
sign
on
to
to.
Essentially,
you
know,
pledge
their
allegiance
whenever
it
comes
to
closing
that
gender
pay
gap.
D
So,
unlike
last
time,
we
have
adopted
the
five
pillars
and
of
those
the
first
one
has
to
do
with
paid
transparency,
so
essentially
asking
an
employer
to
support,
support,
promote
and
engage
and
pay
transparency
anywhere
during
the
hiring
process,
and,
unlike
the
first
one,
that
we
showed
you
guys
in
the
draft
form,
we
received
a
lot
of
feedback
from
our
steering
committee
members
and
of
them
being
most
of
them
are
employers,
large
employers,
and
we
noticed
that
there
were
some
discrepancies
with
the
wording,
so
we
went
back
and
changed
that
to
make
it
a
little
bit
more
inclusive
for
the
employers,
as
well
as
still
strong
for
the
employees
who
will
rely
on
the
pledge.
D
The
second
portion
asks
for
the
complete
elimination
of
desired
salary,
history,
questions
which
we
have
seen
through
reports
and
various
studies
that,
in
the
inclusion
of
desired
salary
history,
questions
can
actually
be
harmful
to
employees
early
on
in
the
hiring
process.
It
may
even
discourage
them
because
a
lot
of
women
specifically
do
not
base
their
worth
on
their
previous
salary
history,
which
we
know
from
experience.
That's
not
quite
fair.
D
The
third
one
asks
that
employers
engage
in
and
committing
to
company
by
diversity
trainings
to
reduce
implicit
biases,
which
we
have
seen
create
barriers
that
are,
needless,
so
that
one's
pretty
simple
in
and
of
itself.
The
next
one
asks
that
the
company
undertake
an
annual
review
of
gender
and
race
pay
differences,
and
this
is
important
just
because
we
want
to
make
sure
companies
are
keeping
up
with
these
pillars
through
and
through.
D
We
ask
that
the
pledge
takers
sign
on
to
committing
to
reviewing
their
policies
and
practices
within
their
workplace
in
compliance
with
the
national
labor
relations
act
of
1935,
and
that
is
a
federal
policy
that
pretty
much
includes
everything
that
we
see
here
in
the
rest
of
the
pledge,
and
it's
essentially
just
tying
up
all
the
loose
ends.
So
with
that
being
said,
we
did
release
our
pledge
back.
I
believe
it
was
on
july
or
june.
D
18Th
of
this
year
we
had
quite
a
few
black
women
powerhouses,
come
out
and
sign
on
to
a
symbolic
pledge,
which
was
amazing.
I
think
there
are
about
12
of
them,
and
out
of
that,
we
ask
that
they
sign
on
to
a
corporate
letter
that
has
been
sent
out
to
over
250
corporations
in
the
pittsburgh
region,
and
the
reason
for
that
is
we're
asking
them
to
join
us
for
a
roundtable
event
coming
up
in
september.
D
So
with
that
being
said,
we
will
also
be
moving
on
to
we're
still
doing
a
little
bit
of
base
research
around
the
success
report,
which
will
take
on
sort
of
like
a
kpi
report
card
kind
of
model,
and
we
are
still
currently
growing
our
planning
committees.
D
As
well
as
getting
folks
to
sign
on
to
the
steering
committees
that
way,
we
have
as
much
feedback
as
possible
and
we've
also
had
talks
with
state
legislators
to
see
if
there's
anything
that
you
know,
we
could
help
push
forward
or
just
be
part
of
as
far
as
closing
it
at
a
more
policy
and
legislative
base.
D
So
outside
of
that
everything
has
been
gone,
pretty
well,
we've
heard
pain
points
and
we've
tried
to
address
them,
and
I
believe
that
we
addressed
them
pretty
well,
and
the
ball
is
still
rolling
on
pushing
this.
This
pay
gap
close
not
just
narrowing
it.
So
that's
a
constant
reminder
that
just
narrowing
it
is
not
it's
not
enough
anymore,
and
it
never
was
so
that's
pretty
much
where
our
campaign
is
and
as
always,
if
anyone
has
any
questions
comments,
concerns
wants
to
join
on
or
sit
at
any
of
our
meetings.
D
A
Thank
you.
Thank
you
so
much.
I
just
wanted
to
ensure
that
you
know
you
had
a
platform
to
share
all
the
incredible
work
that
you
and
rochelle,
and
just
everybody
who
deserves
their
flowers
are
up
to
you
and
we
see
you
and
just
know
that
you
have
a
partner
in
this
space
and
thank
you
for
joining
us
this
afternoon.
I
appreciate
you
having
time
yes
jessica.
E
Transient
we're
letting
our
chair
go
transient,
that's
okay,
thank
you.
So
much
I
mean.
Obviously
this
work
is
really
crucial
and-
and
we
are
very
involved
with
the
pay
equity
work
in
pittsburgh-
I'm
looking
at
janet,
as
I
say
that
I
know
you
know
this
has
just
been
a
real
focus
of
the
commission
and
we
are
very
excited
to
see
it
moving
forward
and
appreciate
your
leadership
so
much.
I
guess
I
was
curious
about
two
things.
They're
sort
of
separate
one
was.
E
I
noticed
that
the
fourth
thing
you
talked
about
five
things.
The
fourth
thing
I
think
on
that
list
was
the
report
and
the
reporting
out
of
data,
and
I'm
I'm
curious.
If
you
could
tell
us
just
a
little
bit
more
about
what
you
think
that
might
look
like.
I
know
when
we
were
initially
having
the
conversations
around
the
boston
model.
You
know
we
went
pretty
far
down
a
path
where
we
were
thinking
about
how
to
collect
data
from
companies
and
scrub
it
and
anonymize
it.
E
D
So
we've
heard
a
little
bit
of
both
and
you
know
the
pros
and
cons
of
either
of
them
and
from
what
we've
heard
from
the
steering
committee
members,
the
best
option
would
be
to
continue
on
with
that
boston
model
and
ensure
you
know
the
anonymity
of
it,
because
I
mean,
if
we're
being
honest,
these
are
employers.
You
don't
want
them
to
feel
uncomfortable
with
any
point
of
the
the
pledge,
because
of
competition
or
anything
of
that
nature.
D
So
best
case
scenario
is
that
we
have
outside.
We
leave
it
up
to
the
employers
to
have
outside
sources,
come
in
and
do
the
analysis
and
they
don't
have
to
publish
it.
You
know
with
every
identifying
feature
of
the
company,
so
I
feel
like
having
it
based
on
that
model
would
make.
It
would
make
the
pledge
at
least
more
susceptible
to
being
signed
rather
than
having
it
be
open,
and
we
be
reporting
it
out
in
like
any
publication
sources
or
anything
of
that
nature.
D
So
I
definitely
think,
as
we
stand
right
now,
just
because
it's
not
fully
completed
but
where
it
is
right
now
would
be
best
to
keep
that
that
comfortability
factor
there
just
to
ensure
all
parties
are
taken
care
of
and
we're
actually
getting
the
needle
move
forward,
rather
than
having
to
stand
at
a
stalemate
and
figure
out.
Well,
this
isn't
going
to
work
for
one
company,
but
it
might
work
for
this
one
just
trying
to
keep
everybody
comfortable
right
now.
So.
E
Yeah,
I
appreciate
that
I
remember
we
had
just
had
so
many
conversations
about
how
to
do
that
and
whether
or
not
we
ought
to
hire
the
consulting
group
that
was
working
with
the
boston
folks
to
do
that.
Work
and
that's.
It
is
a
lot
of
work.
So
I
appreciate
that
my
second
question
for
you
unrelated
to
that
one.
I'm
curious.
If
was
there
any
discussion
around
using
november
to
mark
the
pay
equity
date
for
all
women
in
pittsburgh?
E
I
know
november
is
when
we
finally
reach
pay
equity
for
all
pittsburghers,
because
that's
when
black
women
in
pittsburgh
finally
catch
up
to
white
men
from
the
previous
year
right,
since
our
our
local
data
is
unfortunately
so
much
worse
than
the
national
data.
I
know
we
sometimes
talk
about
august
for
black
women
is
the
pay
equity
month.
I
didn't
know
we
were
going
with
november.
E
I
just
wanted
to
make
sure
if
we
were
doing
anything
on
the
commission
that
we
supported
whatever
messaging
was
coming
from
your
work,
but
again
november,
being
you
know
so
much
later
in
the
year,
and
is
that
a
good
month
for
us
to
talk
about
pay,
equity.
D
D
I
mean
53
cents
to
the
dollar
is
ridiculous
when
you
can,
when
you
look
at
it
at
62
cents
on
the
dollar,
for
a
nationwide
statistic
so
november
is
definitely
always
something
that
we
look
at,
that,
I
believe
all
three
of
the
partners
look
at
especially
the
black
women's
policy
center,
so
anything
that
we
release
as
far
as
how
pay
inequities
impact
black
women
and
other
women.
It's
definitely
going
to
be
sometime
in
november,
we're
just
sort
of
waiting
on
the
specific
day.
D
So
once
that's
received,
we
can
probably
start
publishing
more
things
and
you
know
getting
people
more
aware
of
why
that's
that's
the
day
that
you
know
has
come
out
of
various
reports
and
things
like
that.
So
I
definitely
think
we
should.
We
should
stick
to
november
being
the
highlight,
especially
when
it's
in
reference
to
pittsburgh
itself,
so
yeah.
E
C
If
I
could
just
add
for
my
fellow
commissioners,
please
note
that
the
city
of
pittsburgh,
gender
equity
commission
is
represented
on
this.
I
have
been
a
participant,
and
so
the
questions
that
you're
asking
jesse
and
that's
why
I
was
naughty
not
wanting
to
answer
the
question
for
bryn.
C
But
all
of
you
know
it's
just
been
a
great
opportunity
to
work
with
these
groups
of
women
who
have
the
same
focus
and
objective
that
our
commission
has,
but
do
not
that
there
is
that
established
relationship,
and
so
I
serve
on
it.
And
then
I
know
that
acting
chair,
morgan
overton,
will
join
in
as
well.
C
So
there
has
always
been
representation
from
the
city
of
pittsburgh
gec
since
the
onset
of
this,
and
that
speaks
volume
of
the
collaboration
and
the
focus
when
more
than
just
one
area
can
come
together
and
continue
that
focus
on
a
mission
and
continue
to
drive
that
message
throughout
greater
pittsburgh.
So
I
just
wanted
to
add
that.
A
Thanks
janet,
I'm
sorry,
everybody
I'm
on
my
way
to
introduce
senator
casey
at
a
meet
and
greet.
Does
anybody
else
have
any
other
questions
for
our
guests.
C
Nope
good
job
good
overview
and-
and
I
think
the
my
fellow
commissioners
will
be
excited
to
hear
more
of
what
is
going
to
happen
and
how
more
organizations
throughout
greater
pittsburgh
joining
this
endeavor.
D
Happily,
keep
everybody
updated.
I
did
share
with
morgan
the
various
reports
that
came
out
out
of
our
pledge
launch
a
few
months
ago,
so
please
take
a
look
at
those
and
see
all
the
amazing
women
who
showed
up
and
showed
out.
So
thank
you
guys.
Thank
you.
A
C
C
You
can
find
information
on
the
city
of
pittsburgh,
gender
equity
commission
website.
We
are
conducting
free
one
hour,
lunch
and
lunch
12
noon
to
one
just
spend
that
one
hour
with
us
to
help
increase
your
knowledge,
skills
and
abilities
on
knowing
your
worth
and
being
able
to
articulate
your
work.
So
when
it
comes
to
compensation,
whether
you're
asking
for
a
pay
increase
of
whether
you're
asking
for
a
promotion
or
you're
actually
seeking
out
a
new
position,
we
will
not
narrow.
C
We
will
close.
This
gap
join
us.
The
session
is
scheduled
for
tomorrow
august
17th
12
noon
to
one,
and
then
we
have
another
session
scheduled
for
august
31st,
12
noon
to
one,
but
you
will
be
able
to
find
all
of
that
registration
information
on
the
website
for
the
city
of
pittsburgh,
gender
equity.
Commission.
Thank
you.
A
Hi,
I
appreciate
all
of
you.
Thank
you,
apologies
for
being
off.
Thank
you.
Everyone
take
care,
enjoy
this
weather
and
see.