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From YouTube: Gender Equity Commission Meeting - 8/18/20
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A
Okay,
welcome
welcome
to
the
gender
equity
commission's
august
2020
meeting,
we're
so
glad
that
you
are
with
us
if
you're
joining
us
live
on
facebook
or
tuning
in
later,
we're
very
glad
to
have
you
digitally
joining
us
just
to
give
folks
a
couple
of
pieces
of
information
if
you're
trying
to
contact
us
we'd
love
to
hear
from
you,
you
can
submit
comments,
your
feedback,
anything
you'd
like
us
to
know
to
gender
genderequity
at
pittsburgh,
pa.gov
and
you
can
use
that
email
today
during
today's
meeting,
and
we
will
try
and
check
that
and
take
any
of
your
comments
as
well.
A
So
please
use
our
email
address
again.
That's
genderequity
pittsburgh
pa.gov!
We
are
live
streaming
folks.
So,
if
you
are
on
the
gender
equity
commission,
you
are
live
right
now
being
streamed
out
on
the
city
channel.
Just
to
remind
you
and
a
recording
of
today's
meeting
and
the
meeting
minutes
will
be
available
as
always
on
our
website.
A
We
do
try
to
be
as
transparent
as
possible
and
thank
everybody
for
their
patience
during
this
time
of
covid,
while
we've
switched
to
an
online
format,
so
we
will
continue
meeting
here
online
for
the
time
being
before
we
jump
in
and
take
roll
and
get
to
business.
I
just
want
to
remind
all
the
commissioners
that
you
have
a
copy
of
the
agenda
that
we
emailed
a
link
to
it's
in
your
google
folder.
So
if
you're
hunting
around
for
things,
you
can
always
check
in
the
our
shared
google
folder.
A
So
today's
agenda
is
in
that
or
check
out
the
email
that
I
sent
out
earlier
unless
you're
like
janet
and
didn't
get
your
emails
from
me,
but
and
if
you're
not
getting
emails
from
us,
let
us
know,
because
we
want
to
make
sure
that
we
get
that
figured
out
as
well.
So
there's
there's
no
chat
feature
in
the
3d
zoom,
so
I
can't
drop
the
link
to
you.
A
A
We
didn't
have
a
chance
to
thank
them
publicly
last
month
and
I'd
like
to
do
that
now.
Both
dr
kathy
elliott
and
megan
block
have
rotated
off
the
commission
for
work
reasons.
We
just
want
to
thank
them
publicly
for
their
tremendous
contributions
to
the
gender
equity
commission.
They
were
both
founding
members
of
the
commission.
They
really
helped
get
this
work
going.
They've
both
been
just
tremendous
assets
to
our
work
and
we
adore
both
of
them.
We
will
miss
them
at
these
monthly
meetings,
but
they
have
both
offered
to
continue
working
with
us.
A
So
a
big
shout
out
and
thank
you
to
both
of
them
and
we
have
four
new
members
joining
us,
three
of
whom
are
with
us
today,
I'm
going
to
give
each
of
them
just
a
few
seconds
to
say
hello
and
introduce
them
and
we'll
do
a
little
bit
more
formal
introductions
next
month.
But
just
so
you
recognize
some
of
these
faces.
A
Who've
joined
us
and
then
once
we
get
everybody
introduced,
we
will
do
roll
call,
but
we,
I
didn't,
want
to
leave
everybody
hanging
since,
if
you're
looking
around
on
your
screen,
you're,
probably
seeing
little
squares
and
we've
got
some
new
faces,
so
hello
and
a
huge
welcome
to
allison
hall
executive
director
of
par,
which
of
course
is
the
pittsburgh
action
against
rape.
We
welcome
you
allison,
I'm
gonna
read
all
four
of
you
off
and
then
let
each
of
you
have
you
know
20
or
30
seconds
to
say
hello.
A
We
welcome
dr
sharon
higginbotham
who's
chief
operating
officer
at
bethlehem
haven,
who
is
not
with
us.
I
think
she's
out
in
the
woods
at
the
moment
and
does
not
have
an
internet
signal.
A
Welcome
morgan
overton
community
engagement
policy,
associate
of
women's
health
at
the
jewish
healthcare
foundation,
we're
so
delighted
to
have
you
and
diamandi
walker
deputy
executive
director
at
the
urban
redevelopment
authority.
We
could
not
be
more
lucky
to
have
all
four
of
you
joining
us
allison.
Would
you
like
to
just
say
hello
and
anything
that
we
should
know
about
how
wonderful
you
are.
B
Well,
hi
everyone.
I
am
honored
and
humbled
to
join
this
esteemed
organization.
The
impactful
work.
That's
happened
in
the
past.
I
only
hope
that
I
can
offer
something
to
continue
the
work
and
you
know,
as
I've
been
at
pittsburgh
action
against
rape
for
going
on
17
years,
and
I
certainly
see
the
impact
I
mean
every
day
and
working
closely
with
women's
center
and
shelter
and
the
other
victim
service
agencies.
B
You
know
see
how
some
of
the
issues
that
you
know
this
organization
is
is
tackling
to
how
marginalized
communities
and
poverty-
and
you
know
racial
trauma-
all
fits
into
and
intersects
with
the
work
of
victim
service
centers.
So
I
only
hope
that
I
can
add
something
valuable
to
the
work.
That's
already
being
done.
So
thank
you.
A
C
As
jessie
mentioned,
I
work
at
the
jewish
healthcare
foundation,
where
I
am
working
primarily
on
maternal
health
disparities,
as
we
know
in
our
region
and
affect
our
state
at
large,
and
a
lot
of
this
work
includes
working
with
community-based
organizations
to
make
pittsburgh
a
safer
childbirth
city,
in
addition
to
a
statewide
coalition,
to
develop
anti-racist
policy
and
practice
to
implement
in
our
healthcare
system.
C
Before
doing
that,
I
graduated
in
april,
with
my
master's
degree,
in
social
work
from
the
university
of
pittsburgh,
where
my
focus
was
on
community,
organizing
and
social
action,
and
outside
of
that
I'm
a
visual
artist.
Art
has
been
my
platform
to
advocate
and
amplify
the
voices
and
visibility
of
the
black
community
and
communities
made
vulnerable.
So
I'm
super
excited
to
contribute
to
the
commission
and
all
the
incredible
work
that
you
all
have
done.
Thank
you
welcome.
D
And
good
afternoon,
everybody
I'm
going
to
echo
my
colleague,
sentiments
and
and
thank
the
gender
equity
commission
for
having
me
on
board
as
a
commissioner.
This
is
work
that
I
take
very
seriously
as
the
not
only
is
the
deputy
executive
director
of
the
ura,
but,
more
importantly,
as
a
black
woman,
who's
had
who's
lived.
D
The
black
experience
here
in
our
city,
and
so
my
goal
here,
is
to
really
elevate
the
indigenous
voices
of
those
that
are
experiencing
inequity
and
to
really
try
to
find
substantive
ways
to
bridge
the
divide
between
economic
development,
investment
in
some
places
and
not
out
in
others,
and
how
that
impacts
the
lives
of
women.
In
particular,
you
know
black
women,
who
we
know
from
the
quantitative
study
that
this
this
commission
advanced
last
year.
D
We
know
that
you
know
black
women
are
facing
a
perilous
situation
in
our
city
and
it's
become
intolerable,
and
so
I
look
forward
to
you,
know
intersectional
leadership
on
how
we
solve
some
of
these
tough
issues,
and
I
want
to
thank
each
and
every
one
of
you
for
your
time
and
dedication
and
putting
energy
behind
things
that
are
going
to
help
to
create
a
city
for
all.
Thank
you.
A
Thank
you
thanks
to
all
three
of
you,
we're
really
glad
to
have
you
with
us
all
right.
Let's
I
see
that
colony
has
joined
us
and
let's
do
our
roll
call
to
help
with
our
minutes.
That
just
makes
a
little
easier.
So
we
have
commissioner
coffee
present.
Commissioner
cook.
A
I
see
you're
here,
commissioner
fogarty,
commissioner
gross
absent.
I
don't
see
commissioner
hall
he's
here.
Sorry,
I'm
looking
back
and
forth
all
these
little
squares
on
my
screen,
commissioner
hanson
here
I
saw
you,
commissioner
higginbotham
is
not
with
us,
commissioner
corbil,
commissioner
manuel
present,
commissioner
nitro,
I
don't
see
amanda
commissioner
overton
here,
commissioner
schultz,
they
don't
see.
Sarah
commissioner
strelik,
I
believe,
is
joining
us
shortly.
Commissioner
walker
here
with
us
and
commissioner
williams
catch
us
no
might
be
joining
us
all
right.
We
do
have
quorum.
A
However,
with
our
new
members,
we
have
a
body
of
16
for
those
of
you
who
are
joining
us.
We
quorum
is
a
simple
majority,
so
we
need
at
least
nine
people
to
do
business,
so
fortunately
we
can
move
on
and
do
these
really
exciting
things
like
approve
our
minutes
from
our
last
meeting
again,
these
were
dropped
into
an
email
that
I
just
shared
out
with
you.
If
you're
looking
for
copies
of
this
check
that
shared
google
folder.
E
It
did
yes
under
the
leadership
and
governance
committee.
It
was
sabrina
who
presented
that
not
sarah
schultz.
C
A
Thank
you.
The
minutes
are
approved
with
one
of
stentland.
D
A
Exactly
you
have
got
it
okay,
so
thank
you
for
that.
We
are
on
number
four
if
you're,
following
along
on
the
agenda
into
our
administrative
updates-
and
we
do
have
some
guests
joining
us,
so
we'll
keep
an
eye
out
for
folks
who
are
jumping
into
our
meeting
in
a
little
bit.
Our
administrative
updates
anew.
Take
it
away
sure.
G
So
I
I
I'm
sorry
to
hear
that
some
folks
aren't
getting
the
emails
when
we
should
check
in
so
on
friday,
I
sent
the
executive
director
report.
They
are
all
collected
in
a
folder
called
executive
director
monthly
reports
in
the
commission
folder,
but
if
anyone
can't
locate
them
and
wants
to
look
at
them,
please
let
me
know
I
include
links
to
documents.
G
Also,
the
mayor
about
eight
minutes
ago
I
had
a
letter
emailed
to
me
the
mayor,
responding
to
our
policy
recommendation
so
I'll
share
that
out
with
the
executive
committee,
and
then
maybe
that
can
be
something
that
the
commission
can
speak
to.
I
haven't
had
a
chance
to
look
at
it
just
know
that
we
had
been
hoping
for
some
responses
to
the
building
and
equitable
new
normal
policy
recommendations
that
the
commission
had
released.
G
G
One
is
that
the
gender
equity
commission
has
an
action
request
process,
and
so
any
members
of
the
public
who
would
like
the
gender
equity
commission
to
write
a
letter
of
support
endorse
something
they
can
it's
on
our
website
under
connect
with
us,
and
so
I
found
out
about
a
bill
that
is
being
supported
from
maternal
health
pandemic
response
nationally
by
senator
elizabeth
warren
and
others,
and
so
I've
drafted
a
letter
and
wanted
to
see
if
the
commission
wanted
to
sign
on
to
that
letter,
supporting
the
same
things
that
are
very
much
highlighted
in
our
policy
recommendations,
making
sure
to
track,
collect
data
about
covid
and
its
gendered
effects,
including
specifically
on
pregnancy,
on
pregnant
people,
making
sure
to
commit
resources
for
maternal
health
in
this
time,
because
that
we
don't
have
a
lot
of
certainty
around
how
pregnancy
and
related
health
issues
will
be
impacted
and
making
sure
that
that
pregnant
people
are
eligible
for
new
treatments
and
vaccines.
G
And
so
I
can
give
you
more
context,
and
I
will
see
I
think
I
would
have
to
ask.
If
the
commission
wants
to
support
it,
we
can
figure
out
how
that
process
would
happen.
So
that's
one
thing
that
the
commission
wants
to
make
sure
that
we're
advocating
when
we
can
for
policies
that
are
in
line
with
the
work
we
do.
A
G
On
our
agenda,
I
knew
you
did
and
I
just
I
have
an
agenda
printed
on
two
pages,
so
I
couldn't
see
that
where
the
voting
was
thank
you
for
reminding
me
where
it
is
under
new
business.
I
appreciate
that
the
last
page
so
every
month
I'm
including
a
snapshot
of
the
e-news,
all
of
you
are
subscribed.
I
want
you
to
be
aware
of.
What's
going
on
to
the
public,
I
especially
with
new
commissioners
coming
on
board.
If
you
have
things
we
have
an
audience
of
about
900
people.
G
The
newsletter
goes
out
one
week
before
the
meeting,
so
the
public
members
of
the
public
who
are
interested
in
you
know
watching
the
meeting
or
when
we're
back
someday,
hopefully
in
public
of
attending
the
meetings.
G
And
so
if
you
have
information
you
want
to
share,
please
let
me
know
about
that,
but
for
after
that,
the
very
last
page
I
made
a
timeline
and
I'm
I'm
not
going
to
share
my
screen,
but
it's
a
visual,
and
I
always
do
this
right,
but
and
once
again
it's
it's
available
to
all
of
you,
but
I
just
wanted
to
map
how
we
started.
The
ordinance
was
passed
in
2016.
G
and
I
know
the
commissioners
are
such
an
active,
hard-working
group
of
mostly
volunteers,
and
I
just
wanted
to
say
that,
even
though
it
feels
very
slow
that
a
lot
of
work
has
been
accomplished
by
all
of
your
very
important,
impressive
efforts,
and
so
that's
something
that
I'll
share
in
the
next
newsletter,
so
that
people
in
general
can
see
where
we've
been
and
where
we're
getting
to.
I
have
been
speaking
to
a
working
group
of
city
employees
where
we're
starting
to
connect
with
other
cities.
G
As
many
of
you
know,
our
11th
policy
recommendation
number
one
was
address.
Police
violence
immediately
and
11
was
to
pilot
a
universal
basic
income
program.
Stockton.
California
has
some
of
the
best
results
and
ongoing
efforts
in
that
area.
So
I
was
on
a
phone
call
and
we're
starting
to
really
try
and
figure
out,
and
I
think
this
makes
a
lot
of
sense.
The
questions
to
ask.
G
So
if
we
pilot
the
mayor
is
now
part
of
something
called
the
mayor's
guaranteed
income
program,
we
became
the
12th
city,
I
think
they're
up
to
17
cities
now,
and
so
what
does
a
guaranteed
income?
Look
like
how
many
people
would
one
do
a
pilot?
How
many
months
is
it
18
months,
two
years
etc?
So
so
lots
of
research
and
information
gathering
and
I'll
keep
you
all
updated
about
future
opportunities
for
the
commission
to
participate,
as
we
have
more
information
that
announcement
came
in
july.
G
So
this
is
very
very
preliminary,
but
I
wanted
you
to
know
that
one
of
our
recommendations
is
actually
being
implemented
now
because
we
know
some
of
the
people
who
are
most
vulnerable
in
our
post-pandemic
conditions
will
be
those
living
in
poverty
and
that
this
both
addresses
the
issues
that
came
up
in
our
report
around
employment
and
poverty.
G
Jordan,
who
is
on
the
call
jordan
fields,
who
is
a
policy
coordinator
for
the
mayor's
office
commissioners,
had
asked
after
the
pittsburgh
inequality
across
gender
and
race.
The
pigr
report
for
september
of
2019
that
compared
pittsburgh
to
89
other
cities.
Commissioners
had
asked
for
examples
of
model
policies
in
some
of
those
cities
that
we
might
adopt,
and
so
you
all
have
access
to
the
wonderful
memo
that
jordan
put
together
and
then
I
just
summarized
it.
G
I
just
wanted
to
note
some
things
with
new
commissioners
coming
on
board
with
some
of
our
founding
commissioners
having
rolled
off
as
their
terms
concluded
and
committees,
I
know,
will
be
reformed.
Some
of
the
things
that
we're
already
working
on
in
the
the
workforce
equity
committee
will
be
doing
an
update
and
you'll
hear
from
them
directly,
but
some
interesting
things
to
just
give
you
all-
and
you
know
some
thoughts
about
what,
where
the
commission
might
want
to
focus
going
forward.
G
One
of
the
things-
and
I
think
it
was
los
angeles
when
jordan
is
on
the
in
on
the
call,
but
an
equal
pay
plan
which
finds
companies
based
on
gender
wage
gaps.
So
some
innovative
ways
of
really
trying
to
hold
local
employers
accountable
to
overcoming
the
gendered
inequities
that
are
built
into
our
society,
increased
with
minimum
wages,
rent
freezing
and
other
affordable
housing
programs,
community
safety
models
versus
policing
and
we'll
be
hearing
from
the
community
task
force
on
police
reform.
G
So
I
think,
that's
you
know
part
of
the
topic
of
conversation
today,
implicit
bias,
training
for
city
employees,
working
to
reduce
barriers
to
accessing
services
and
then
culturally,
responsive
health
and
educational
services.
So
really
thinking
about
equity
as
providing
people
who
live
in
pittsburgh,
with
the
culturally
responsive
approaches,
rather
than
a
kind
of
one-size-fits-all
people
and
and
everyone
can
access
services
in
the
same
way.
G
So
that's
just
a
quick
rundown
of
some
of
the
things
that
other
cities
are
doing
for
gender
equity
in
areas
where
pittsburgh
has
room
for
improvement,
and
so
I
wanted
to
share
that
with
all
of
you
and
then
I
think
the
final
thing
I'll
highlight
from
my
executive
director
report
is
that
I
pretty
regularly
get
speaking
requests,
as
does
the
chair,
and
so
when
we
get
speaking
requests
for
someone
from
the
commission,
we
see
if
one
of
us
can
show
up,
but
we
also
want
to
have
diverse
representation.
G
G
If
you
have
specific
topics,
if
you
want
to
highlight
or
flag
that
just
to
make
sure
that
that,
as
those
requests
come
in,
that
people
have
an
opportunity-
and
I
just
highlighted
two
that
are
coming
up-
the
world
of
fail
affairs
council,
women's
issues
from
a
global
perspective
and,
as
many
of
you
know,
part
of
the
post,
covid
or
not
post
during
covid-
that
we've
seen
spikes
an
intimate
partner
in
domestic
violence
elder
and
child
abuse
because
of
stayed
home
orders,
and
so
really
thinking
about
it.
G
From
my
perspective
that
that
I
would
be
speaking
about
how
the
gender
nature
of
divisions
of
work
in
our
society
we're
seeing
how
those
are
playing
out
in
these
particular
conditions.
So
I
just
wanted
to
make
sure
that
all
of
you
look
ahead.
You
know,
and
we'll
figure
out
make
sure
everyone
gets
the
emails
so
that
you
have
a
chance.
If
you
want
to
represent
the
gender
equity
commission,
you
are
able
to
do
that
and
that
we
are
continue.
G
Raising
our
visibility,
so
I
thank
you
all
and
I,
if
there
are
any
questions,
I'm
happy
to
answer
them.
A
I'd
like
to
echo
a
new
year,
thank
you
to
jordan.
I
saw
jordan
pop
on
and
then
back
off.
I
know
they're
with
us.
H
A
Fabulous
work
on
that
memo.
The
memo
is
a
really
great
piece.
A
I
want
everybody
to
have
a
chance
to
really
take
a
look
at
that
and
I'm
hoping
that
we
can
come
together
and
discuss
it
a
little
bit
more
in
depth
and
there's
some
really
great
recommendations
in
there
that
I
think
our
committees
need
to
take
a
look
at
so
rather
than
spend
the
time
today,
because
we
do
have
some
special
guests
joining
us
in
a
few
moments,
we
will
try
and
have
our
committees
take
a
look
at
some
of
the
appropriate
areas,
and
then
I
hope
this
full
group
can
also
look
at
those.
A
A
A
So
moving
ahead,
just
a
couple
more
pieces
of
quick
business,
the
report
back
from
your
executive
committee
we've
been
really
working
with
the
leadership
and
governance
committee
just
hearing
from
them
about
their
plans
and
trying
to
make
sure
we've
got
good
plans
in
place
to
get
everybody
onboarded
since
we've
got
about
a
third
of
our
members
are
now
new,
so
that
work
is
ongoing.
We'll
hear
from
that
committee
in
a
few
minutes
also
agenda
setting,
of
course,
being
the
primary
responsibility.
A
So
the
committee
continued
to
have
conversations
this
month
about
the
retreat
and
planning
for
a
potential
retreat
again
we're
hoping
to
see
that
happen
in
october,
and
the
leadership
and
governance
committee
will
be
taking
the
lead
on
that
in
conjunction
with
the
executive
committee.
So
that's
all
still
in
the
works
and
we
discussed
some
transition
planning
for
some
of
our
committees
so
be
prepared
new
folks,
I
think
I
warned
each
of
you
that
your
arms
would
be
twisted
gently,
but
we
will
be
reformulating
our
committees.
We've
got
some
transition
and
leadership.
A
Some
of
that
might
happen
today
might
happen
over
the
next
couple
of
weeks,
but
our
hope
is
by
september
to
have
all
of
our
new
chairs
of
our
committees
in
place,
so
that
is
ongoing
work.
That
is
what
your
executive
committee
has
been
working
on.
Sarah,
would
you
like
to
talk
about
treasure,
treasure
report,
budgeting,
sure.
I
As
folks
know,
anewa-
and
I
met
this
month
to
talk
briefly
about
our
budget
strategy
for
fiscal
year
2021
and
just
as
a
reminder
and
then
some
info
for
our
new
folks.
The
gender
equity
commission
budget
is
not
a
standalone
budget.
It's
not
an
organizational
budget
that
you
might
have
encountered,
working
in,
non-profit
or
even
for-profit
entities.
I
So
what
we
are
able
to
do
is
to
make
some
strategic
recommendations
to
the
office
of
equity
for
how
they
will
be
budgeting
for
the
year
and
to
also
make
some
specific
requests
for
items
to
be
allocated
for
the
gender
equity
commission's
use,
but
it
all
goes
through
the
office
of
equities
budget.
So
we
had
a
meeting,
and
I
know
a
news
sent
a
link
out
with
her
executive
director
report.
I
I
Let
a
new
end,
or
I
know
if
you
have
any
thoughts
or
or
opinions
comments,
changes
to
those
items
and
one
of
the
items
will
be
up
a
little
bit
later
today
through
the
workforce
equity
committee,
so
we'll
be
bringing
that
up
specifically
for
you
to
consider
a
little
later
on.
That's
really
it
from
my
end,.
A
It
is
budget
season
for
sarah
all
right.
Thank
you,
sarah
for
that
work,
yeah
we're
a
couple
years
in
now.
I
think
we're
getting
the
hang
of
how
this
budget
thing
might
work
for
us
for
our
commission
we're
working
on
it
appreciate
your
efforts
on
that
front.
Our
leadership
and
governance
committee
sabrina.
Is
there
anything
you
want
to
report
back.
J
Thank
you
jesse.
I
just
wanted
to
say
thank
you
to
lee
fogerty
and
amanda
neetrower,
who
stepped
up
last
week
when
I
wasn't
available
due
to
work,
conflicts
and
moved
forward
without
me,
which
I
was
I'm
very
thankful
for,
because
I
wasn't
able
to
participate
because
of
those
work
conflicts,
but
they
have
worked
very
diligently
on
coming
together
with
an
on
starting
of
an
onboarding
process.
J
I
want
to
thank
anew
for
putting
the
information
together
for
our
new
commissioners
to
have
access
to
and
to
a
new
end
yourself
jesse
for
meeting
with
those
commissioners
to
give
them
a
background.
Information
on
the
work
of
the
commission,
jesse
has
I'm
sorry.
Lee
has
started,
and
amanda
has
commented
on
a
work
description
for
our
commissioner,
so
that
is
now
in
my
hands
to
look
over
and
approve
and
get
to
everyone
for
their
review,
and
I
wanted
to
thank
them
both
for
that
and
then
also
we
had
some.
J
There
was
some
preliminary
conversations
on
the
retreat.
That's
coming
up
that
jesse
you
mentioned
for
october,
and
our
committee
will
be
working
with
the
executive
committee
to
finalize
and
focus
what
that
retreat
would
be,
but
we're
hoping
to
look
for
a
three-hour
retreat
over
zoom,
not
because
it's
preferable,
but
because
it's
necessary
at
this
point
in
time,
but
we're
going
to
try
and
make
it
workable
for
all
of
our
members
and
also
for
our
attention
span.
So
that
is
our
goal
and
lee.
J
I
don't
know
if
I
missed
anything,
but
if
I
did
do
you
want
to
hop
in
oh,
I
just
wanted
to
say
if
afterwards,
if
any
of
the
commissioners
had
it,
the
new
commissioners
had
any
questions
lee
and
I
and
perhaps
amanda,
can
stay
on
to
answer
those
questions
or
find
a
different
way
to
meet
with
you.
Also,
I'm
so
excited
that
you're
here,
it's
lovely
to
see
all
of
you
and
I'm
very
excited
to
get
to
know
more
about
you
and
your
work
as
we
move
forward.
So
thank
you.
E
I'd
just
like
to
add
to
that
we
do
have
a
draft
proposal
asking
for
the
retreat
and
as
soon
as
sabrina
gets
to
look
at
it,
we
can
bring
it
on
to
the
executive
committee
and
and
get
it
out
there,
and
we
have
some
possibilities
for
facilitators
that
we
will
follow
up
on.
If
this
proposal
looks
good
to
the
executive
committee.
E
Actually
I
did
send
information
to
our
new
commissioners
allison,
I'm
not
sure
years
went
through.
Did
you
get
something
from
me
on
onboarding
on
the
onboarding
materials,
okay,
good,
and
what
we're
gonna
do
is
follow
up
with
you
all
the
end
of
the
week.
First
thing
next
week,
you've
been
you'll
have
been
through
this
meeting.
We
have
more
questions
because
of
that
and
we'll
see
how
we
can
answer
them.
E
So
the
three
of
us
will
check
with
you
or
you
can
contact
us
if
you
want
to
do
that
more
quickly
than
we're
getting
together
with
you
all
so
welcome-
and
I
did
just
want
to
say
with
this-
that
I
think
we
have
to
acknowledge
that
this
is
the
100th
anniversary
of
votes
for
white
women
anyway,
and
we
get
votes
for
women
and
also
that
we
really
have
to
applaud
the
announcement
of
the
first
african-american
south
asian
woman
on
any
major
political
party,
a
vice
presidential
running
list,
and
I
think
we
as
a
as
a
gender
equity
committee.
E
We
cannot.
We
cannot
not
acknowledge
that
and
celebrate
that
with,
hopefully,
a
reopening
of
women's
rights
and
the
and
the
kinds
of
issues
that
we're
working
for
so
celebrate
our
purple
white
and
gold.
Today.
A
Thank
you
for
that
yes,
today
is
today
is
the
day
100
years
ago
that
tennessee
ratified
became
coming
the
36th
state
to
ratify
the
19th
amendment,
and
here
we
are
and
we're,
but
we're
still
only
55
years
past
the
voting
rights
act
of
1965,
so
both
of
those
things
are
momentous,
appreciate
you
bringing
them
up
all
right.
Thank
you
very
much,
sabrina
and
leadership
committee.
A
We
appreciate
all
of
your
work
and
we're
really
going
to
be
tasking
you
with
planning
that
october
retreat
and
thank
you
for
thinking
about
our
attention
spans
and
bladders
and
everything
else
with
these
lengthy
zoom
meetings.
We
appreciate
that
I'm
looking
to
see
if
our
next
guest
has
joined
us.
I
don't
see
him
we're
just
slightly
ahead
of
schedule.
We
do
have
a
member.
Dr
clinton.
A
Bullock
is
joining
us,
who
is
the
president
of
ccac
he'll,
be
here
from
the
mayor's
task
force
on
police
reform
to
talk
with
us,
so
we're
just
going
to
kind
of
keep
our
eye
out
for
his
arrival.
A
I
wonder
if
we
could
jump
ahead.
Sarah
would
you
mind
perhaps
taking
a
crack
at
some
of
your
work
and
we
can
come
back
to
well.
Let
me
just
look
ahead
here
on
the
agenda.
We
have
the
gender
analysis
committee
and
then
your
workforce
equity
committee
report.
The
gender
analysis
group
has
not
met
so
the
report
back
from
that
is
very,
very
quick.
We
are
going
to
be
appointing
a
new
chair
of
that
committee,
so
there
is
no
work
to
report
on
at
this
time
anew.
A
G
No,
but
I
wonder
if
it
would
be
useful
if
you
or
a
commissioner
or
I
can
just
contextualize
what
we're
talking
about
and
so
sure
the
gender,
the
gender
analysis
committee,
so
the
gender
analysis,
since
our
ordinance
is
based
on
cdaw
gender
analysis,
is
a
multi-year
process
of
really
trying
to
get
disaggregated
data
on
which
to
base
policy
recommendations
so
that
because
of
the
gender
data
gap
and
in
particular
there
are
a
lot
of
things
about
city
services
or
how
budgets
get
spent
that
it's
hard
to
track
which
of
our
residents
and
which
identities,
racial
gender
ability,
age,
lgbtq,
plus
status,
trans
women
in
our
city.
G
How
equity,
how
equitably
our
city
works
to
support
all
of
those
people.
So
the
gender
analysis
is
the
process
by
which
we're
continuing
to
make
that
information
to
gather
that
information
analyze
it
and
then
try
and
translate
that
into
ways.
We
can
change
policy
and
practices
for
the
city,
so
we
have
67
000
budgeted.
We.
The
first
report
was
the
pigr
report
of
september
2019,
and
so
there
is
a
draft
of
a
new
rfp.
G
The
commission,
especially
with
the
recommendations
of
the
gender
analysis
committee,
that's
changed
because
commissioners
rolled
off
this
will
be
about
gathering
qualitative
data
through
community-based,
participatory
research.
So
to
answer
jesse's
question,
there
is
a
preliminary
draft,
so
the
rfp
is
the
formal
process
by
which
the
city
procures
contracts.
G
The
importance
of
people
from
underrepresented
groups,
of
having
people
from
black
communities
from
impacted
communities
participate
in
the
research.
So
as
soon
as
we
have
a
gender
analysis
committee,
we
can
finalize
that
draft,
so
commissioners
make
sure
to
really
put
their
their
expertise
and
input.
G
It
takes
two
to
four
months
for
such
a
process
to
be
completed
from
beginning
to
end,
so,
hopefully
we'll
get
to
work
on
that
soon
pick
a
vendor
and
then
start
the
process
with
covid
conditions.
Sarah
schultz
has
unfortunately
had
a
work
conflict
today,
commissioner,
who's
been
working
on
the
gender
analysis
committee,
but
I
think,
has
some
ideas
about
how
we
might
be
doing
community-based,
participatory
research
without
being
able
to
be
face
to
face,
which
is
often
the
preferred.
G
I
think
I
idea,
but
so
we'll
have
to
be
creative
and
make
sure
we
engage
with
communities.
So
I
don't
know
jesse
if
you've
already
talked
about
the
process
of
appointing
a
new
chair.
A
So
yeah,
thank
you
for
that
context.
That's
really
helpful,
particularly
for
our
new
folks
again,
just
to
remind
you
of
the
standing
committees
that
we're
going
to
be
twisting
your
arms
to
consider
participating
in
this
particular
committee
has
lost
both
of
its
co-chairs
that
had
stepped
in
this
past
year.
So
we
are
looking
for
a
new
committee
chair
to
lead
that
work
and
that
appointment
will
be
made
by
myself
and,
as
I
said,
I
would
like
to
do
that
by
formally
by
next
month's
meeting.
A
If
this
is
a
committee
that
you
would
like
to
serve
on,
we
welcome
your
participation.
This
is
one
of
the
big
ones
like
I
said
that
this
committee,
the
workforce
equity
committee
and
our
city
department,
analysis
committee-
are
the
three
big
working
committees
and
we
do
ask
everybody
to
serve
on
one
of
these
three
committees.
We
also
have
a
little
bit
of
other
work
that
we
do.
Obviously
you
just
heard
from
sabrina
through
our
leadership
and
development
committee
and
obviously
our
executive
committee,
our
officers,
so
be
thinking
about
that.
C
A
If
not,
that's
fine
I'll
be
tracking
you
down!
That's
okay,
appreciate
it;
okay,
so
that
is
what's
happening
with
the
the
gender
analysis
committee.
There's
a
lot
of
really
important
work.
That
needs
to
happen
in
that
committee
and
we've
been
without
leadership
here
for
the
last
few
weeks,
so
that
we
will
get
ourselves
reorganized
and
get
that
back
on
track
and
again
a
new
thank
you
for
that.
A
I'm
just
looking!
I
still
don't
see
our
guest
and
we're
just
about
at
the
time
that
we
had
made
the
invitation
so
we'll
just
keep
an
eye
out
with.
If
there
are
no
questions
about
the
gender
analysis
committee,
I'm
going
to
hand
it
to
sarah
and
then
probably
sarah
have
to
take
it
back
yeah
he
just
logged
in.
I
A
We
gave
everybody
a
little
bit
of
a
heads
up
that
you
were
joining
us
but
again
welcome.
This
is
dr
bullock,
who's,
president
of
ccac,
we're
so
glad
you're
with
us
and
a
member
of
the
mayor's
task
force
on
police
reform,
and
we,
as
you
know,
had
some
recommendations
around
that
very
topic
in
the
recommendation
document
that
we
released
back
in
june.
So
we're
delighted
to
have
you
with
us.
I
will
turn
the
floor
over
to
you.
K
Well,
thank
you
again
for
your
request.
You
asked
to
you
asked
for
me
on
valerie
to
present
an
update
on
the
work
that
we're
doing
in
the
pittsburgh
community
task
force
for
police
reform
and
I'm
representing
both
co-chairs
and
the
task
force
today
to
provide
you
with
the
update
in
early
june
mayor
peduto
appointed
a
task
force,
a
membership
of
about
16
community
members
representing
higher
ed
city
government
foundations.
K
We
begin
our
work
on
the
13th
on
the
6th
of
second
monday
in
june,
whatever
the
second
monday
in
june,
was
he
presented
to
us,
george
and
I'll?
Read
it
the
charge
for
mayor
peduto
states
to
lay
out
a
blueprint
for
real
and
sustained
change
and
reform
for
the
pittsburgh
bureau
of
police,
generating
recommendations
for
concrete
suggestions
and
people-oriented
solutions
that
will
make
pittsburgh
a
safe
and
healthy
place
for
all
of
our
citizens,
especially
for
members
of
our
black
community.
K
After
the
initial
george
meeting,
we
begin
to
meet
as
a
group
to
organize
our
thoughts
and
how
best
to
approach
the
important
topic,
understanding
that
it
is
not
a
simple
test
that
it's
pretty
comprehensive
and
complex,
but
with
the
willingness
to
approach
all
areas
openly
and
collectively,
we
begin
to
think
about
how
best
to
organize
the
work.
So
we
prepared,
what's
known
as
the
task
force
scope
of
work,
and
we
thought
what
clusters
or
titles
are
relevant
based
on
events
that
have
occurred
in
the
city.
K
K
K
Examining
the
mou
specific
to
the
pittsburgh
public
schools,
partnership
alignment,
looking
at
the
mechanisms
that
the
department
have
in
place
to
ensure
pittsburgh
bureau
police
is
not
hiring
recruits
with
histories
of
excessive
abusive
force,
while
employed
at
other
police
departments,
records
of
police,
diversity
of
police
background
checks,
processes,
civil
air
control
and
the
list
goes
on
in
theme,
three
training
and
taking
a
thorough
look
at
police
academies.
The
scope
of
practice,
including
wellness,
domestic
homeless
training
policies
and
how
police
are
trained
to
work
in
each
of
those
areas.
K
Next
topic
use
of
force
by
police
here
we're
looking
at
the
use
of
force,
changes
that
are
requested.
Looking
examples
from
camden
new
jersey
that
use
four
standards
created
for
new
county
departments;
ban.
All
choke
holds
next
strain
holders.
Alternatively,
methods
designed
with
deadly
force,
so
looking
at
the
entire
component
under
that
area
eliminate
racial
profiling.
K
K
K
Looking
at
recruitment
training
policies
of
policing,
reporting,
et
cetera
everything
sort
of
cinderella,
how
can
we
transform
the
culture
topic
eight
office
of
wellness,
a
wellness
officer?
I
always
want
to
say
it
wrong
office
of
wellness,
and
this
is
looking
at
a
officer
that
oversees
and
understands
the
mindsets
of
officers,
police
support
assistance
program,
all
the
services
that
could
be
with
someone
who
has
previously
worked
in
the
military
served
in
the
military.
K
Arbitration
a
function
of
the
state
looking
at
how
that
is
done
and
thorough
understanding
of
that
component
and
then
the
last
is
a
catch-all,
but
the
eight
can't
wait.
That's
what
the
mayor
passed
out
earlier
accountability
structure
and
then
we
begin
to
talk
about
who
would
be
key
speakers
to
come
in
and
talk
to
the
group
to
provide
literature
for
us
to
review
in
preparation
for
the
presentations
and
have
open
dialogue.
K
K
We
have
had
the
pleasure
of
meeting
with
public
safety,
his
rich
chief,
schubert
and
other
members
of
the
pittsburgh
bureau.
Police
we've
met
with
the
citizens
review
board
to
understand
that
component,
the
national
organization
of
black
law
enforcement
executives
to
understand
their
views.
K
Working
with
persons
with
disabilities,
mental
health,
social
services,
homelessness,
and
it's
like
I'm
leaving
someone
off,
but
we've
had
ongoing
discussions
next
year.
I
think
I
covered
them
all.
It's
been
a
lively
discussion.
It's
been
a
very
interesting.
K
Task
at
the
same
time,
we
are
focused
on
getting
our
project
out
and
last
night
we
did
have
a
little
bit
more
in-depth
discussion
as
a
follow-up
to
the
incident
that
occurred
last
friday
last
on
the
15th
on
the
corner
of
forbes
avenue
at
burkett
street,
and
we
felt
that
it
was
important
for
the
task
force
to
put
out
a
statement.
K
Although
we
are
not
finished
with
our
work,
we
did
want
to
acknowledge
it
and
state
our
position
and
it's
not
sure
if
you
saw
it,
but
it
did
get
out
social
media.
I
saw
it
this
morning
at
on
4
30
news
on
wp
kxi,
so
I
know
it
was
out
in
one
source,
but
it
read
the
pittsburgh
community
task
force
on
police
reform
strongly
condemns
the
actions
of
a
non-uniform
group
of
pittsburgh
police
officers
at
the
corner
of
forbes
avenue
and
south
buquette
street
on
august
15th.
K
We
have
heard
from
countless
members
of
our
community,
including
law
enforcement
officers
and
those
exercising
their
first
amendment
rights
to
protest,
who
are
desperately
for
these
policing
tactics
who
desperate
for
these
policing
tactics
to
change
and
to
change.
Now,
as
we
continue
our
work
as
a
task
force,
we
pledge
to
address
such
police
tactics
in
our
final
report.
K
K
That's
the
statement
that
we
put
out
on
last
night
and
our
goal
is
to
continue
meeting
with
groups.
We
have
two
or
three
more
sessions
scheduled
for
presenters.
A
Oh
dr
bullock,
thank
you
so
much,
and
that
was
a
lot
of
information
and
we
really
appreciate
you
reading
the
statement
that
was
released
in
case
folks
had
not
heard
that
and
thank
you
for
your
volunteer
time
on
that
task
force
along
with
all
of
your
colleagues
who
are
serving
as
volunteers
on
this
commission.
We
appreciate
your
service
as
well
to
the
city,
and
we
know
that
that's
very
time
consuming
and
really
important
work.
A
You're
doing
I
was
thrilled
to
hear
so
many
of
the
recommendations
that
this
body
made
directly
incorporated
into
those
ten
things
you
just
shared
with
us.
So
I'm
really
delighted
and
everything
you
just
shared
obviously
has
very
gendered
dimensions
and
intersectionally
gendered
dimensions.
So
I'm
really
really
pleased
to
hear
that
I'd
like
to
open
it
up
for
any
questions
to
the
group.
We
have
just
about
five
or
six
minutes
until
we
have
to
move
on
with
the
next
portion
of
our
agenda.
D
One
of
the
things
that
I'm
interested
in
understanding
is,
as
we
look
at
the
you
know,
some
of
the
issues
with
the
police
and
how
those
relationships
are
shifting
and
changing
in
our
neighborhoods.
I
would
think
that
you
know
women
are
adversely
impacted
by
this
as
well
being
partners
to
a
lot
of
the
men
that
encounter
police
being
parents
to
a
lot
of
the
children
that
you
know
are
are
finding
themselves
in
this
at
this
quandary.
D
So
have
we
as
the
commission,
given
any
thought
to
the
impact
of
police
brutality
and
the
issues
that
are
occurring,
how
that's
impacting
single
female
head
of
household?
How
is
that
impacting
women
who
you
know
are
the
are
the
the
bread
winners
are,
you
know,
are
in
relationship
with
some
of
these
people
encountering
adverse
actions
with
the
police.
L
There's
a
couple
of
initiatives
that
you
named
that
I
know
historically,
the
city
has
tackled
and
has
looked
at
front
back
sideways
dozens
of
times,
including
exactly
exactly
including
the
recruitment
process,
etc.
I
I
guess
this
is
kind
of
a
question
you,
you
kind
of
just
hit
the
nail
on
the
head,
taking
it
from
another
angle.
This
is
a
question.
Slash
comment
for
consideration.
L
L
I
was
so
happy
to
hear
you
talk
about
the
wellness
angle
and
aspect
of
this,
because
I
I
know
personally
that
in
the
past
there
are
officers
who
specifically
were
trained
and
dedicated
themselves
in
some
cases
voluntarily
to
try
to
make
sure
that
other
officers
had
some
kind
of
mental
health
support,
whether
it
was
handing
out
cards
with
resources
on
it,
etc.
L
So
you
know,
I'm
I'm
excited
to
kind
of,
hear
and
understand
how
you
all
are
approaching
this
to
to
take
it
from
a
different
angle,
so
we're
not
doing
the
same
old
same
old.
You
know
and
also
not
reinventing
the
wheel,
because
there's
a
lot
of
information
that
we
do
know
all
right.
So
I'm
really
curious
to
hear
about
how
you
all
are
proceeding
in
that.
In
that
way,.
K
One
way
as
as
I
just
stated,
we
want
to
create
new
pathways
for
individuals
to
be
become
aware
and
interested
in
pursuing
their
career
in
policing
so
that
it
begins
to
represent
community.
The
other
way,
we're
looking
at
the
training
processes
that
a
police
officer
goes
through
to
train.
K
Are
there
unknown
social
challenges
that
should
be
specified
and
to
address
that
is
to
put
in
place
policies
and
procedures
that
we
strongly
recommend
that
will
be
based
on
models
that
have
shown
positive
results,
such
as
the
camden
models,
such
as
task
force
of
21st
century,
taking
elements
out
of
models
that
have
demonstrated
results
and
incorporating
that
in
the
recommendations
for
how
to
help
prepare
a
future
police
force?
That
represents
pittsburgh
with
all
of
the
key
components
of
an
officer
that
will
contribute
to.
K
If
you
see
something
say
something
you
know
if
something
is
inappropriate,
help
make
it
right
being
responsive.
So
I
think
a
combination
of
all
those
actions
with
the
goal
that
we'll
make
some
recommendations
to
help
better
prepare
future
police
officers
that
will
serve
our
community.
A
I
know
we
could
talk
about
this
topic
all
afternoon
and
it
deserves
a
lot
more
of
our
time,
we're
just
moving
to
the
end
of
this
portion
of
our
agenda,
but
dr
bullock,
I
did
want
to
let
you
know
that
we
have
a
committee
on
this
standing
commission
that
works
with
city
departments,
so
I
just
want
to
make
sure
you
know
that
that
is
a
space
in
which
this
commission
can
continue
potentially
to
put
forward
some
of
your
ideas.
Maybe
there's
some
space
here
for
some
collaboration
with
that
committee.
A
That
is
specifically
charged
at
looking
at
the
ways
in
which
intersectional
gender
is
working
in
city
departments,
and
certainly
the
bureau
of
safety
is
one
of
those
spaces.
So
I
think,
there's
probably
multiple
ways
that
we
could
make
sure
that
the
work
is
ongoing
together.
Absolutely,
and
we
really
thank
you
for
your
time,
we're
so
glad
you're
here.
K
A
And
I
know
there
were
some
hands
up
with
apologies:
we're
gonna,
try
and
stick
to
our
meeting
times
on
our
agendas
that
we
can
make
sure
we
have
time
been
promising.
Sarah
to
hand
the
floor
over
to
sarah.
Now.
C
A
The
floor,
we
have
a
lot
to
cover
and
I
didn't
want
to
shortchange
our
very
important
work
with
the
workforce
equity
committee.
I
Oh,
thank
you
so
much
so.
First
I'd
like
to
say
that
the
all
of
the
documents
that
were
sent
out
this
past
friday
represent
the
collective
work
of
amanda
knee
trial,
janet
newell,
and
I
to
compile
all
of
the
information
that
we've
gathered
through
meetings
and
material
review
over
the
last
year
and
a
half
around
to
help
build
and
develop
the
three
prongs
of
our
workforce
equity
strategy.
I
We
shared
the
full
concept
paper
for
your
review
and
also
pulled
out
the
two
timelines,
but
one
for
the
aauw
worksmart
initiative
and
one
for
what
we
are
calling:
the
pittsburgh
workforce,
equity,
council
and
commitment
initiative,
and
so
with
those
two
timelines.
We
also
included
a
list
of
the
action
items
that
we're
bringing
before
you
today
for
your
consideration
and
vote
jesse.
Do
you
think
that
any
further
context
is
needed,
or
can
we
kind
of
just
jump
into
speaking
about
that
document?.
A
Now
I
think,
if
folks
have
that
pulled
up,
we
can
walk
through
that.
You
can
provide
any
background
as
needed,
and
thank
you
to
this
committee.
This
is
a
really
long
document
you
were
all
sent,
so
we
can't
do
everything
but
sarah's
going
to
do
her
best
to
get
you
the
context
that
you
need
and
answer
questions.
A
I
And
and
a
brief
reminder
we're
talking
about
two
of
the
prongs
today:
worksmart
and
the
workforce
equity
council.
I
The
third
prong
is
policy
recommendation
which
we
see
as
as
largely
the
role
of
the
that
is
the
opportunity
for
the
gec
to
come
in
and
and
to
create
policy
recommendations
very
likely
in
collaboration
with
the
council
and
those
recommendations.
Much
like
what
we
did
for
our
june
list
of
our
june
document.
It
would
follow
that
same.
We
envisioned
it
following
that
same
process
of
just
a
liaison
with
the
gec
that
could
then
be
passed
on
to
the
mayor's
office
and
council
as
appropriate.
I
So
with
that
in
mind,
my
first
question,
though,
for
everyone:
does
anybody
not
have
this
document?
Does
anybody
need
assistance
accessing
this
document?
Being
it's
called
august,
2020
gec
voting
and
action
items,
workforce
equity
committee,
eight,
fourteen
twenty.
I
I
So
you
can
see
the
timeline
that
we've
laid
out
following
through
primarily
for
this
first
pilot
year,
and
then
we
allowed
just
kind
of
a
quick
view
into
2022
and
beyond
hard
to
believe
we're
already
saying
2022
and
beyond,
but
but
you
can
take
a
look
there
and
then,
beneath
that,
on
the
second
page,
we
have
a
list
of
four
items:
the
work,
smart
motions
for
vote,
so
I
guess
jesse
doesn't
make
sense
for
us
to
just
start
with
the
first
one
and
open
it
up
for
discussion.
I
Okay,
so,
as
you
can
see,
the
first
one
is
the
approval
of
the
timeline,
dates
and
activities.
So
again,
the
full
description
is
provided
for
you
in
the
concept
paper,
but
you
can
see
here
a
streamlined
timeline
with
the
activities
that
correspond.
I
Okay,
okay,
but
does
anybody
else
have
anything
that
you
would
like
to
bring
up
or
any
questions
that
you
would
like
to
ask
around
this
timeline.
F
I
have
a
quick
question:
is
it
absolutely
impossible
for
you
to
share
your
screen
with
this
document
only
because
it's
really
hard
for
I'm
being
selfish
here,
but
it's
hard
for
me
to
do
the
notes
and
see
and
follow
along.
So
if
it's
possible
for
those
of
us
that
can't
see
it
yeah.
A
All
right,
so
everybody
we're
looking
at
the
timeline.
The
first
thing
that
sarah's
asking
us
to
vote
on
is
this
timeline.
I
know
that
some
of
you
are
maybe
scanning
this
quickly
for
the
first
time,
but
if
you've
got
any
questions,
now
is
a
good
time
to
pose
those
to
the
committee.
A
L
A
I've
I
just
been
pulling
this
time
off.
Okay
timeline,
I
watched
you
all
pull
this
timeline
together.
I
joined
you
for
those
meetings.
Yes
now
this
committee's
been
meeting
much
longer
in
the
last
few
months,
but
these
new
votes
that
we're
taking
on
the
these
steps
of
the
work.
A
H
Yeah
I
would
like
to
to
jump
in
I've
just
been
quiet
for
the
most
part,
because
I
jumped
on
a
little
late
here
I
was
in
a
previous
meeting.
This
is
my
first
time
looking
at
it
first
glance,
I'm
just
thinking
that
you'll
probably
lose
some
momentum
in
december,
so
my
suggestion
would
be
to
move
up
the
position
posting
and
in
december
to
do
the
planning
for
the
calendar
and
training.
So
in
january
you
could
just
kick
things
off,
because
you're
ready
to
go
instead
of
doing
a
planning
in
january.
H
L
L
So
I
I
think
something
that
maybe
I
we
should
maybe
think
about
adding
or
even
think
about
taking
your
suggestions
that
those
are
kind
of
like
the
main
things
that
we're
going
to
land
on
in
those
months.
If
that
makes
sense
like
the
so
the
focus
of
december
is
going
to
be,
we
were
thinking
is
going
to
be
to
get
that
person
hired
and
onboarded.
L
So
that's
the
reason
why
we
waited
till
january
on
that.
Your
point
is
duly
noted,
and
so
I
think,
what's
going
to
have
to
be
considered
is
if,
if,
if
the
commission
agrees
to
keep
the
timeline,
as
is
how
do
we,
as
you
say,
keep
the
momentum
up
so
that
we
don't
lose
it
for
doing
that?
But
does
that
make
sense
to
you?
While
we,
while
we
decided
to
wait
till
january.
H
L
I
see
so
okay,
so.
H
People
so
january
will
kind
of
be
like
sorry,
sorry
for
cutting
you
off
january
will
be
like
kind
of
a
kick
off
or
you
can
do
training
because
trying
to
roll
things
out,
it
sometimes
takes
a
little
longer,
but
you
already
have
things
planned
and
ready
to
go.
So
we're
saying
the
same
thing
it's
just
moving
up
a
month
of
when
you
hire
the
administrator.
L
L
So
that
makes
sense
that
makes
sense,
of
course,
especially
according
to
what
I
just
said.
So
I
guess
I'll
ask
then
janet.
Maybe
can
you
weigh
in
on
I
mean
because
we're
now
looking
at
it's
august,
18th,
and
so
at
this
point
now
we're
talking
about
trying
to
get
the
budget
finalized
right,
then
then,
being
able
to
put
the
job
description
up
then
hiring
this
person
and
onboarding
them
before
the
end
of
november.
M
Right
and
so
the
other
piece
rick
just
so
you'll
know
why
we
chose
the
month
of
december,
for
posting
is
that
we
would
have
an
understanding
of
the
approval
of
our
budget
with
the
recommendations.
So
we
don't
want
to
put
the
part
before
the
horse
so
to
speak
on
the
off
chance
that
there's
something
that
goes
awry
from
the
budget,
so
that
also
solidifies
as
to
why
the
month
of
december,
because
by
then
everything
should
have
passed
through
city
council
etc.
M
So
I
hear
what
you're
saying
about
november,
but
also
understand
that
we
included
the
the
aspect
of
our
own
budget
approval
process
to
kind
of
help.
With
this
time
frame
alignment
as
well.
M
And
I
know
as
hr
person
myself,
you
know
the
month
of
december-
isn't
always
the
best
time
to
recruit.
But
again
you
know
we
go
with
what
we
got
and
we
hope
that
the
momentum
would
be
hey.
It's
coming,
it's
going
to
be
posted,
and
hopefully
everyone
will
help
share
that.
So
when
it
is
posted,
we'll
have
a
good
flow
of
candidates,
but
normally
no
one
in
hr
would
agree
to
post
and
try
and
hire
in
december.
M
A
Any
other
questions
on
the
timeline
I'm
going
to
urge
us
to
keep
moving
so
that
we
can
get
through
all
of
the
votes.
Sarah's
got
a
bunch
of
votes.
She
needs
from
us
in
order
to
move
this
work
along,
but
are
there
any
other
questions
about
the
timeline?
Anything
else
seems
like
the
the
answers
to
this
question.
What
I'm
hearing
is
the
committee
feels
pretty
strong.
It
needs
to
stay,
as
is
with
the
december.
A
F
A
A
Any
nays,
any
abstentions,
colony
that
most
motion
passes
unanimously.
Thank
you
for
that.
Sarah.
Why
don't
you
lead
us
on
to
the
next
okay.
I
I
The
difference
in
those
two
figures
really
comes
down
to
administrative
costs
from
their
project
team
to
provide
consulting
support
and
assistance
to
us
as
we
launch
and
go
through
our
pilot
year.
So
then
you
can
see
believe
that
the
deciding
factor
is
really
around
the
extent
to
which
we
believe
we
will
need
their
assistance
readying
the
launch
so
the
first
option,
a
for
the
thirty
four
thousand.
I
I
Any
logistical
support
that
we
might
need
questions
that
we
have
to
be
answered
and-
and
in
fact
they've
they've
been
engaged
with
us
since
this
entire
time
that
we
check
in
with
them
fairly
frequently
we're
also
partnered
with
aauw
pennsylvania,
who
has
been
doing
similar
work
at
the
state
level.
So
we
continue
to
meet
monthly
with
the
president
of
aauw
pennsylvania,
who
to
be
clear,
would
not
be
part
of
this
contract.
This
contract
is
with
national,
and
the
second
option
is
that
the
contract
would
begin
october.
1St
and
sorry
yes,.
J
I
1St
of
2020,
so
this
october
and
run
through
december,
and
that
would
allow
them
to
take
a
much
larger
role
in
assisting
us
with
the
upfront
planning
so
amanda,
I
don't
know
if
you
have
any
comments
that
you
would
like
to
make
since
you
have
first-hand
experience
operating,
you
know
the
smart
side
of
things.
I
L
So
the
way
that
I
look
at
it
is
that
extra
5
000
is
basically
additional
consulting.
I
my
recommendation
is
that
if
we
can
get
the
money
that
we
take
advantage
of
it,
this
is
a
I
mean
this
is
a
huge
process
and
we've
had
to
engage.
L
You
know
a
number
a
couple
of
really
important
partners
in
this,
and
so
you
know
the
start.
Smart
side
is
a
is
slightly
different
because
it's
it's
it's
based
on
a
college
campus
and
I
can
tell
you
that
even
logistically
trying
to
plan
just
focusing
on
having
our
own
facilitators
at
rmu.
L
You
know
for
students
who
are
already
on
that
campus,
getting
things
together.
Getting
things
set
up
planning
out.
You
know
how
we're
going
to
execute.
You
know
it's
not
that
it'd
be
impossible,
but
it
would
be
a
really
big
ask
and
a
really
big
lift
for
us
to
do
this
on
our
own.
So
I
think
that
if
we
can
get
the
funds
to
get
this
additional
assistance,
I
think
it
would
be
worth
it.
M
I
And
some
additional
information
we
did
reach
out
to
them
to
ask
how
it
typically
works
in
terms
of
moving
forward
in
the
future.
The
contract
would
become
for
a
two-year
contract.
It
has
been
their
experience
that
once
they
support
an
organization
to
get
up
and
running
that
the
consulting
aspect
of
this
greatly
reduces
in
the
future
years.
So
this
the
that
administrative,
consulting
aspect
of
this
contract
would
largely
go
away
in
future
years.
Just
for
folks
to
be
aware
of.
A
So
it
sounds
like
the
committee
is
recommending
option
b
here.
I
don't
know
if
folks
have
any
other
questions
again
we're
far
down
the
path
of
working
with
aaw
you've
got
copies
of
the
sample
contract
in
your
packet
that
sarah
shared
out.
F
I
No,
we
do.
Oh
that's
number
three.
I
separated
these
items,
but
we
could
combine
them.
We
have
50
000
set
aside,
so
our
request
would
be
also
to
the
gec
would
be
for
your
approval
that
we
can
use
some
of
that
existing
money
for
this
year.
It's
for
the
20
20
years,
so
it
will
go
away
at
the
end
of
the
year
if
we
don't
use
it.
So
that
was
part
of
our
request
was
specifically
to
use
that
fifty
thousand
dollars
towards
this
contract.
This
is
like
one
motion,
then,
to
it
can.
I
You
know
so
I
could
just
say
I
would
like
to
move
to
go
with
option
b
and
draw
39
959
out
of
the
workforce
equity
pool
of
50
000
for
2020
to
pay
for
the
auw
contract.
A
A
J
A
I
I
Janet
has
used
the
siegel
group,
water,
job
evaluation
tool
and
job
description
questionnaire
from
2017
to
identify
the
correct
salary
position
and
range,
so
you
can
see
here
the
range
and
then
and
then
allowing
approximately.
I
believe
it
was
30
percent
for
benefits
or
been
always
forget
so
they're
both
there,
and
this
would
be.
The
approval
would
be
to
include
this.
In
our
request
to
the
city
for
fiscal
year,
2021.
M
And
if
I
may
add
just
for
the
new
members
or
actually
for
all
commissioners,
the
siegel
waters
is
what
the
city
has
utilized
in
2018
2017
2018
for
our
own
compensation
analysis.
So
anytime
we
create
a
new
role.
This
is
the
process
that
we
have
to
utilize
through
hr
because
that
kind
of
legitimizes
it.
So
if
anyone
ever
questions,
how
did
you
create
the
job
description?
M
There
are
certain
categories
of
questions
that
we
have
to
answer
and
I
can
blame
dr
bullock
for
being
late
with
the
job
description,
because
I've
been
a
part
of
that
committee
that
he
was
referencing,
but
it
is
coming,
but
we
have
utilized
the
siegel
waters
format
that
the
city
of
pittsburgh
has
utilized.
So
in
case
anyone
says:
how
did
you
come
up
with
the
job
description?
How
did
you
come
up
with
the
job
or
salary
range?
M
We
can
reference
and
say
this
is
exactly
what
the
city
of
pittsburgh
utilizes
for
their
own
positions,
to
create
new
positions
and
create
a
salary
range.
J
L
Very
quickly
to
the
whole,
just
for
clarity
for
anybody.
We're
not
asking
you
to
approve
the
job
description,
we're
just
asking
you
right
right!.
L
A
Right
so
salary
and
benefits
for
the
work,
smarter.
A
Right
with
the
estimated
range
35
to
45,
plus
35,.
A
A
Any
further
discussion
questions
we'll
call
it
to
to
vote
then,
all
in
favor,
please
say
aye
or
wave
your
hand.
Bye.
Thank.
A
You
allison
any
opposed
any
abstentions.
C
I
Okay,
I
I
do
apologize
this,
the
second
time's,
the
second
timeline
for
the
pittsburgh
workforce
equity
council-
does
go
on
to
two
pages,
so
I'll
leave
it
here
for
a
minute
and
then
scroll
down,
so
that
you
can
see
the
second
half.
But
basically
we
only
have
one
motion
for
this,
and
that
is
yes,
the
approval
of
this
timeline
and
the
dates
and
then
there's
just
a
little
bit
more
information
that
we
would
like
to
to
share
with
you
and
for
folks
information.
Again.
I
I
mentioned
previously
with
my
budget
hat
on
that
we
have
included
a
new
gave.
You
shared
a
link
that
has
the
full
list
of
recommendations
that
we
would
like
to
put
forth
for
the
2021
fiscal
year.
We
are
including
up
to
a
hundred
thousand
dollars
for
all
workforce
equity
initiative
activities,
so
items
under
this
workforce,
equity
council
initiative,
as
well
as
the
aauw
worksmart
combined,
so
all
activities
plus
anything
relating
to
november,
potentially
becoming
the
pay
equity
awareness
month.
I
All
of
those
things
would
fall
under
this
100
000
recommendation
that
we're
going
to
put
forth.
So
if
you
have
any
feedback
or
comments,
questions
around
that,
please
contact
new
and
I
in
terms
of
the
the
treasurer
side
of
things
so,
but
today
we're
asking
for
your
consideration
and
approval
of
this
timeline.
A
Again,
there's
lots
there,
but
the
committee's
been
working
on
this
for
a
long
time
amanda.
I
won't
say
the
last
few
months
this
this
piece
really,
you
all
have
been
working
working
and
working
working
on
questions,
comments.
Discussion
again,
you
have
a
much
longer
document.
If
this
is
all
new
to
you
and
you
feel
like
you're
being
firehosed
with
information,
please
do
take
some
time
to
read
the
longer
document
which
will
provide
some
more
context
for
this
project.
I
A
H
I'm
not
hearing
anything.
I
just
got
a
quick
question
just
for
clarification,
so
the
100
000
is
covering
the
first
component
that
we
all
approved
on,
and
this
is
kind
of
everything
is
going
to
be
reaching
out
of
that
100
000
bucket.
I
And
we
realized
that
won't
be
enough
to
cover
everything,
because
we're
recommend
recommending
that
there
should
be
a
position
responsible
like
a
project
manager
responsible
for
the
workforce,
equity
council.
However,
because
that
is
going
to
be
outside
of
the
gec.
You
know.
The
strong
recommendation
is
that
it
not
be
a
government
entity
who
who
forms
that
council.
So
we
will
be
seeking
a
host
organization.
I
So
we
can't
say
for
certain
exactly
how
the
cost
proposal
is
going
to
look
like,
because
we
don't
yet
know
what
resources
that
organization
may
already
have
in
place
and
could
provide
to
our
initiative.
So
we're
asking
for
some
city
support,
but
we
also
recognize
that
that
there
will
be.
There
will
need
to
be
additional
resources
for
support.
H
Okay,
with
which
you
the
way,
you
said
that
it
made
me
think
about,
we
have
a
a
non-profit
far
as
the
city
is
concerned,
there's
one
pgh
and
that
could
be
considered.
It's
one
ph
one
pgh
fund,
and
that
may
be
worth
the
conversation
for
additional
funding
for
this
we're
still
finding
ways
on
how
that
fund
could
operate
and
work.
H
So
that
may
be
a
consideration
to
to
talk
about
in
the
future.
For
that
particular
component.
H
You
brought
it
up
it
kind
of
operates
as
a
non-profit
outside
of
the
city
and
they're
looking
for
funding
to
do
different
projects,
so
that
may
be
a
consideration
moving
forward
with
this,
because,
like
you
said
this
hundred
thousand
that's
what
I
was
asking
you
know
you
have
multiple
components
and
do
you
have
enough
in
in
that
bucket
to
fund
everything
that
you're
doing
and
you're
saying
that
you
may
not.
I
Right,
yes,
we
acknowledge
that
we
probably
do
not
particularly
for
this
portion
of
our
of
our
work
so
since
rip
brought
it
up
right
beneath
this
voting
item.
We
also
have
an
action
item,
so
we've
created
a
google
sheet,
we
have
links
here.
We
have
links
in
the
email
that
we
sent.
You
please
go
ahead,
click
on
it.
I
It
will
open
up
a
spreadsheet
that
offers
some
fields
to
fill
in
organizational
and
individual
contact
information,
as
well
as
some
check
boxes
that
you
can
check
some
different
roles
that
you
think
that
organization
or
individual
may
be
great
for
regarding
both
the
aaw
worksmart
and
the
workforce,
commitment,
workforce,
equity
commitment,
so
please
feel
free
to
go
there.
The
second
tab
includes
some
just
some
helpful
instructions
to
navigate
that
sheet.
Of
course,
if
you
have
any
questions,
let
us
know
we're
happy
to
help
out,
but
that's
huge
for
us.
I
A
G
Quick
question
is
just
about
the
the
reporting
system.
Sarah,
I
I
and
I
know
you're
just
sharing
parts
of
this
document,
but
is
part
of
it
that
the
work-
I'm
sorry,
I'm
forgetting
the
name
of
different
things.
The
work
pittsburgh
workforce,
equity
council
would
use
this
data
reporting
system
to
find
out
about
patterns
of
equity
in
employers,
and
so
is
part
of
the
hundred
thousand
dollars.
Also
purchasing
that
system.
I
Yes,
so
we
are
engaged
with
the
boston
women's
workforce
council
contracted
with
boston
university
to
create
a
third-party
data
management
system.
It's
it's
browser-based
and
it
de-identifies
and
disaggregates
employer
data,
so
employers
who
sign
the
workforce
equity
commitment
agree
that
every
two
years
they
will
provide
anonymous,
employee
wage
and
compensation
data,
and
we
include
the
in
the
appendix
or
attached
I
guess
attached
to
the
email.
We
included
their
version
of
that
data
collection
form
and
it's
currently
based
off
of
the
eeo1
data
form
part
as
you'll
see
in
this
timeline.
I
Part
of
our
proposed
work
is
to
expand
on
that.
I'm
using
insights,
rick
and
jesse
shared,
for
example,
the
bloomberg
gender
equality
index.
We
want
to
expand
on
that
form
in
a
reasonable
way,
in
a
way
that
still,
you
know,
motivates
employers
to
complete
it
and
work
with
us.
But
that
is
what
that
data
collection
instrument
is
referencing
and
boston
university.
I
I
I
did
request
a
quote
from
them
for
for
this
specific
cost
and
unfortunately
they
didn't
get
it
back
to
me
in
time
to
include
here
originally
when
we
spoke
with
them
last
year
they
had
estimated
ten
thousand
dollars,
but
the
question
that
folks
brought
up
recently
was:
is
that
a
license
like
an
annual
thing
or
is
that
a
one-time
purchase?
So
I
I
have
that
question
out
to
them
for
clarification,
but
I
don't
have
an
answer
yet.
I
A
Taking
track,
thank
you
very
much
right
now,
we're
not
being
asked
to
vote
on
a
budget.
We
don't
have
a
motion
yet,
but
I'm
hoping
one
of
you
will
bring
up
a
motion
here,
should
look
at
the
approval
of
this
timeline.
Dates
and
activities.
Is
that
right?
Sarah?
So
we're
not.
A
Second,
thank
you.
We
have
a
motion
for
this
again
sort
of
two
pages
now
for
the
this
list
of
timeline
and
these
activities.
We
will
talk
about
budget
later
any
additional
questions
discussion.
A
A
Any
opposition,
any
abstentions.
A
Tremendous
work
and
really
helpfully
laid
out
appreciate
that
and
sarah,
if
you
want
to
unshare
your
screen,
that
would
just
help
yes
make
my
little
squares
bigger.
Thank
you.
I
can
see
everybody
so
from
again.
I
appreciate
that.
A
A
Hi
mike,
I
know
we're
talking
about
getting
you
some
new
members
and
maybe
having
some
transition
in
the
leadership
of
this
committee.
Is
there
anything
you
would
like
to
report.
A
Okay,
so
this
this
group
again
for
new
folks
joining
us,
is
the
group,
that's
really
taking
charge
of
working
department
by
department
and
helping
us
think
about
an
intersectional
gender
analysis
which
is
actually
written
into
our
ordinance.
This
is
really
the
work
that
we
must
do
and
we
are
charged
with
developing
five-year
action
plans
for
the
city,
so
this
committee
has
really
got
a
lot
of
work
cut
out.
We've
got
quite
a
bit
done
already,
but
we've
been
taking
a
few
months
off
as
we
worked
on
some
policy
recommendations.
A
Morgan
has
already
committed
herself
to
the
gender
analysis
committee,
but
if
anybody
else
is
interested
in
the
city
department,
analysis
committee,
we'd
love
to
have
your
your
labor
on
this
committee
and
again,
if
I
don't
get
volunteers
now
I'll
be
coming
after
you
later,
which
is
totally
fine,
because
the
new
has
figured
out
how
to
get
in
touch
with
all
of
you.
So
I
appreciate
that
and
mike
thank
you
for
your
leadership
of
this.
This
work
over
the
last
few
months.
A
G
So
allah
is
on
a
much
needed
vacation,
which
I
I
don't
think
I
mentioned
to
you
all
and
I
think
jordan
may
be
giving
us
the
policy
updates.
Thank
you.
So
much
for
being
here.
N
Sure
I
really
don't
have
anything
big.
I
know
I
sent
you
the
information
on
stockton,
because
a
few
commissioners
asked
about
whether
or
not
stockton
uses
an
intersectional
approach
in
their
work,
which
I
think
is
a
a
very
important
question.
We
had
the
presentation
from
the
police
reform
task
force.
N
You
all
should
have
a
copy
of
my
memo,
which
I'm
glad
that
I
knew
you
were
able
to
take
a
look
at
that
and
again,
a
lot
of
the
recommendations
involve
just
increasing.
Excuse
me.
N
Social
services
and
access
to
resources
for
residents,
which
seems
to
have
worked
in
a
lot
of
other
cities
in
regards
to
the
different
categories
that
I
looked
at
other
than
that.
G
Are
you
can
I
ask
you
a
question
so
I
know
hersh
and
I
believe
haley
are
working
on
updating
the
city
code
with
gender,
inclusive
language.
J
G
N
Sure
so
hirsch
and
haley
are
working
on
updating
the
city
code
with
gender
inclusive
language.
As
of
right
now,
I
believe
they
have
gone
through
the
city
code
and
identified
locations
that
need
to
be
looked
at
moving
forward.
I
think
they
need
a
little
bit
more
information
about
how
to
update
that
language
and
the
best
language
to
use,
but
as
of
right
now,
they
seem
to
have
gotten
to
the
point
where
they
know
what
needs
to
be
changed.
N
It's
just
a
matter
of
how
and
I
can
again
ask
hersh
and
haley
for
even
more
information
on
that,
but
they
are
continuously
working
on
on
updating
that
language.
That's.
A
Marvelously
here
and
I
I
know
this
commission
would
love
to
be
helpful
in
any
way
that
makes
sense,
and
it's
something
that
we
did
in
conjunction
with
the
commission
on
human
relations
and
looking
at
some
of
their
their
language,
and
we
also
have
done
some
of
that
at
training
and
some
of
our
members
do
that
training
or
do
that
work
and
we've
got
a
potentially
useful
handout
that
we
use
that's
in
our
resource
file.
A
So
you
know
call
on
us,
jordan,
we'd
love
to
be
useful,
and
I
personally
am
happy
to
volunteer
to
help
with
that.
G
No,
I
I
just
realized
if
it's
okay
for
a
moment
just
for
especially
since
we
have
new
commissioners,
the
so
the
office
of
equity
has
people
like
myself
who
focus
on
specific
areas
of
equity,
and
I
can
list
them
at
a
different
time,
but
there's
also
a
newly
expanded
and
amazing
policy
team,
of
which
jordan
is
a
part.
G
Jordan
and
allah
work
with
the
gender
equity
commission
very
closely
and
also
work
with
the
commission
on
human
relations,
and
so
they'll
they'll
come
to
our
meetings
and
they
have
space
on
the
agenda
to
update
us
and
so
right
now
I
think
my
sense,
and
so
I'm
on
email
chains.
Right
now
it
seems
like
it's
a
it's.
It's
okay
to
call
it
technical
like.
How
do
we
make
these
changes?
G
And
so
I
think
some
of
the
conclusion
is
it's
very
important
that
all
new
policy
and
legislation
coming
out
of
the
city
be
gender
inclusive,
so
they're
prioritizing
how
to
make
sure
that
happens,
and
I
do
think
it's
partly
a
technical
conversation
about
like
what
do
we
do
to
make
sure
them,
but
absolutely
we'll
make
sure
that
once
the
mechanisms
are
figured
out,
we'll
tap
the
expertise
of
the
commissioners
to
make
sure
that
you
feel
the
language
the
city
puts
out
in
the
world
of
engagement
with
city
departments
that
they
all
represent.
G
J
L
Very
quickly,
so
some
of
this
work
was
started
in
human
resources
back
in
like
2015-16,
so
it
might
be
helpful
for
you
to
kind
of
check
in
with
hr
to
see
what
they've
done
around
policies
that
have
to
do
with
human
resources.
L
The
civil
service
commission
itself
as
well,
because
I
know
that
they're
also
involved
in
approval
of
certain
languages
around
jobs,
but
also
the
city
of
new
york,
tackled
this
issue
several
years
ago,
so
they're
a
great
resource
as
a
model
for
looking
at
using
technical
language
across
the
board,
and
you
know
they
have
350
plus
thousand
employees.
So
it
comes
handling
technical
difficulties
like
this
local
government
that
they
they
should
be
a
big
help,
and
you
know
I'm
happy
to
share.
B
G
And
megan
stanley
may
have
some
of
the
new
york
resources
that
amanda
is
discussing
around
soji
language.
So
so
thank
you,
amanda
for
reminding
us
and
jordan.
If,
if
the
policy
team
needs
help
I'll
make
sure
that
amanda
and
I,
if
we
can
pull
resources,
we'll
get
them
to
you
to
help,
but
I
you
know,
I
think
that's
another
example
of
how,
in
addition
to
the
important
work
of
the
gender
analysis
and
the
workforce
equity
initiative,
that
the
policy
team
is
really
trying
to
work
in
these
behind-the-scenes.
G
You
know
I
keep
using
when
we're
technical,
but
really
to
make
that
every
aspect
of
city
practices
reflects
gender
inclusion
and
gender
equity.
N
Absolutely
and
morgan.
C
Just
very
quickly,
jordan,
your
policy
memo
was
amazing
and
I
was
really
happy
to
see
recommendations
about
maternal
health
because
that's
specifically,
what
we're
working
on
at
the
foundation.
If
I
can
be
a
resource
to
you-
and
we
can,
you
know
parallel
on
the
line.
Let's
do
it
because
we're
actively
trying
to
combat
a
lot
of
these
disparities-
and
I
know
that,
based
on
the
new
policy
recommendations
that
just
was
released
by
the
commission,
things
regarding
health
is
more
on
a
county
and
state
level.
N
You
know
that
is
a
great
question
and
I
don't
think
I
have
a
solid
answer
right
now.
I
definitely
have
to
check
in
with
probably
chief
powell
but
yeah.
That's
a
legitimate
question.
Yeah.
Thank
you.
H
Jordan
and
morgan
commissioner
overton-
I
would
like
to
add
to
that.
I
was
on
a
call
with
the
diversity
inclusion
forum.
Highmark
is
is
responding
to
that
and
specifically
to
our
report.
H
C
In
the
region,
thank
you
for
that
and
yeah
we're
working
with
highmark,
along
with
a
whole
bunch
of
other
health
providers
across
the
state
and,
of
course,
locally
too.
So
I
think
it's
just
a
matter
of
you
know
bringing
all
the
silos
together,
so
we
can
have
a
coordinated
effort.
Thank
you
and
jordan.
A
I
do
appreciate
that
question
too
morgan,
because
I
think
that
some
of
the
things
that
struck
me
in
reading
through
this
the
policy
recommendations,
jordan
from
your
your
work-
is
that
when
there
are
sort
of
county
or
state
level
policy
interventions,
there
are
always
city
level
interventions
that
are
possible,
and
this
is
a
good
example
of
just
coalition
building
collaboration.
A
The
example
you
gave
in
this
memo
talks
about
a
big
grant
that
the
city
got,
so
those
would
be
kind,
the
kinds
of
things
well,
we
always
have
to
be
careful
about
purview,
and
I
appreciate
that
question.
For
that
reason,
and
not
everything
happens
at
the
city
level.
Education
is
another
really
good.
Example
on
this
list,
where
the
city
does
not
control
the
public
schools,
thankfully
I
will
editorialize,
but
that
doesn't
mean
that
there
aren't
places
in
which
we
can't
have
some
some
policy
interventions.
M
Sure,
jordan,
just
I
I
think
I've
met
you
before,
but
maybe
I
haven't.
I
had
an
hr
for
the
city,
so
I
know
that
amanda
say
that
she
has
references
from
2015
2016.
M
A
I'm
really
excited
about
following
up
on
this
memo
and
really
taking
time
to
go
through
it
carefully
with
everybody.
Jordan.
Thank
you
for
this
wonderful
work.
Thank
you.
A
I
appreciate
you
all
right.
If
that
concludes
the
questions
we
had
around
policy,
let
me
pull
our
agenda
back
up.
A
G
A
G
H
G
Entirely
sure
we
haven't
exactly
done.
Are
you
seeing
the
right
thing
on
your
screen?
Is
it
a
letter?
Yes,
okay,
people
are
nodding
so
the
letter
I
just
want
to
show
you
quickly.
I
did
put
a
link
to
it
and
I'm
gonna
stop
sharing,
but
the
question
is
that
you
know
it's
possible
for
me,
as
I
mentioned,
this
is
about
the
maternal
health
pandemic
response
act
and
so
to
continue
about
maternal
health.
G
This
impacts,
all
of
us
all
of
our
communities,
all
of
our
neighborhoods
and
the
country
as
a
whole,
and
so
it
I
don't
know
if
someone
wants
to
make
a
motion
if
we
want
to
have
the
letter
signed
by
the
whole
commission
if
it
should
be
sent,
you
know
just
with
the
executive
director,
because
I
don't
think
we've
done
this
process
exactly
this
way.
Yet.
Is
that
correct?
I'm
asking
the
chair.
G
A
We
have
used
our
our
process,
so
this
is
a
good
example
of
you
know.
An
action
request
in
this
case
anew
has
taken
the
step
of
drafting
the
letter
for
us
so
that
we
actually
can
take
a
look
at
it
and
vote
to
move
it
forward,
which
is
perfectly
fine
and
acceptable.
We
can,
of
course,
make
changes
if
and
we
can
decide
not
to
do
this
if
we
want
to,
but
I
think
given
the
timeline.
Sometimes
these
things
are
really
on
a
very
short
timeline.
G
Yes
and
it's
it
it
only
it's
a
week
ago
that
the
bill
was
introduced,
so
we're
we're
not
too
far
behind
can.
G
I'm
also
thinking
about
public
recording,
so
I
had
sent
everyone
a
link
to
it,
but
I
can
share
my
screen.
G
A
G
Okay,
yeah,
I'm
just
always
trying
to
figure
this
out.
Okay,
this
should
be
it.
I
hope,
okay
thumbs
up,
you
see
it
okay
and
there.
This
is
absolutely
a
draft
if,
if
commissioners
are
interested
but
want
to
make
changes-
and
I
just
stated
it
for
today-
but
of
course
we'll
change
the
date
if
needed,.
C
So
are
we
able
to
add
all
of
our
names?
I
think
it
would
be
meaningful
to
have
us
as
a
collective
sign.
The
letter.
G
I
think
so
I
mean
once
again:
we've
used
the
action
request
process,
but
we-
I
don't
know
that
we've
had
a
letter
exactly
like
this,
so
I'll,
let
if
anyone
makes
a
motion
and
everyone
thinks
that's
cool.
I
think
that
would
be
great.
C
I'll
make
a
motion,
I
make
a
motion
to
sign
everyone
sign
their
name
on
this
form,
supporting
the
maternal
health
pandemic
act.
Well,
second,.
A
A
Is
there
any
discussion
or
questions
about
the
letter
or
that
process?
I
knew
I
really
appreciate
you
drafting
it.
I
think
that's
made
it
easier
for
us
to
have
a
substantive
conversation
about
it
and
it's
a
great
example
of
an
equity
measure
that
we'd
like
to
get
behind
lee
you've
gotta
yeah.
I
just.
E
Wanted
to
say,
I
agree
with
you.
I
think
this
is
really
good,
that
we're
doing
this
and
who
I'm
glad
you
went
about
doing
it.
I've
been
wondering
about
doing
this
on
other
issues,
so
it's
also
a
great
beginning
of
looking
at
how
we
can
do
this
as
issues
come
up
to
really
use
whatever
clout
we
might
have
to
get
out
there
and
support
it
and
to
be
seen
as
a
group
that
focuses
on
this
and
is
a
watchdog
for
these
things.
So,
thanks
for
doing
that,.
G
Well,
let
me
give
credit
where
it's
due
and
then
I
won't
take
up
more
time,
but
one
the
policy
team,
the
wonderful
policy
team,
helps
to
bring
things
like
this
to
our
attention.
So
I
have
to
thank
them
very
much.
G
I'm
not
sure
that,
with
our
processes,
we
can
respond
to
all
of
the
opportunities,
but
we
can
prioritize
and
I'll
keep
trying
to
bring
it
in
front
of
all
of
you
and
if,
if
people
there's
been
a
motion
in
a
second
and
just
to
say
what
I
think
the
next
steps
would
be
is
I'll,
send
you
all
a
copy
and
we'll
figure
out
if,
if
it's
decided
to
find
I'll,
make
sure
that
that's
the
next
step
that
I'll
all
pick
on,
but
I
think
the
chair
for
suggesting
I
present
a
draft
so
yeah.
A
F
C
E
Yeah
and
I
would
agree
with
morgan-
and
I
think
it
has
more
impact
when
you
it's
not
just
an
entity,
but
it's
the
people
in
the
entity
who
are
signing
and
stating
what
you
know
what
they
want
you
to
look
at.
So
it's
clear:
it's
not
just
coming
from
administration.
It's
coming
from
the
whole
commission.
F
So
if
it's
coming
from
so
then
at
that
point
for
me,
if
you're
signing
not
that
I
don't
support
this,
like
obviously
I
support
maternal
health
like
obviously,
but
if
you're
assigning
individuals
individually
to
me,
I
feel
like
you're
signing
as
an
individual
person
and
not
necessarily
a
representative
of
the
commission.
You
sit
on,
I
think
you're
doing
both
okay.
All
right!
So
is
that
so
then,
in
that
case
shouldn't
it
be
a
choice
for
each
individual
versus
as
a.
A
I
appreciate
that
so
it
sounds
like
we.
We
have
not
only
a
motion
on
the
floor
now
to
accept
this
letter
and
we
have
a
suggestion
for
a
process.
Then
I
knew
I'm
going
to
suggest
that
if
you
would
be
willing,
then
to
ask
people
to
identify
whether
or
not
they
would
like
to
have
their
names
individually
listed,
and
we
can
do
that
probably
relatively
expeditiously.
H
Jessie,
I
just
have
a
couple
things
just
to
really
add
on
that.
I
think
we
should
add
the
link
to
our
report
on
there
and
I
think
we
should
have
a
brief
blurb
of
what
the
gender
equity
commission
is
and
what
we're
about
in
the
letter
just
because,
if
we're
sending
it
out
on
a
national
scale,
I
think
a
lot
of
people
probably
do
not
know
about
the
commission.
So
a
little
blurb
about
the
commission
and
access
to
the
report
right
in
the
body
of
the
letter.
M
A
You
so
we
have
a
motion
with
some
suggestions
for
some
modest
additions.
Hopefully
a
news
taking
good
notes
here.
Thank
you.
A
new
incorporate
those
all
right,
I'd
like
to
call
to
vote,
I'm
aware
of
the
time
and
again
it's
difficult
to
run
over
with
our
city.
Colleagues
as
we
live
stream,
so
it's
a
little
bit
different
than
when
we're
together
and
things
bleed
over
a
little
bit.
So
in
the
interest
of
time.
A
Let's
call
this
motion
to
a
vote
on
favor
of
adopting
this
letter
with
the
stated
slight
additional
language
and
a
process
in
place
for
having
people
have
the
opportunity
to
sign
on
their
individual
names
all
in
favor.
Please
say
I
wave
your
hand
hi
do
something.
Thank
you
any
opposed
any
abstentions.
A
Great.
Thank
you
again,
a
new
thank
you
for
drafting
that
we
have
a
an
adopted,
approved
letter
and
morgan.
You
had
asked
me
specifically
about
that
process.
Once
that's
finalized,
you
know
it's
public
knowledge
that
we've
adopted
this
as
a
commission,
we
will
have
a
final
letter
and
you'd
be
most
welcome,
of
course,
to
share
that
out,
or
anybody
else
can
share
that
out
and
once
we've
got
a
final
document.
A
L
Very
quickly,
I'm
not
sure
if
this
was
a
mentioned
or
addressed
in
our
july
meeting,
but
july
26
was
the
30th
anniversary
of
the
signing
of
the
americans
with
disabilities
act,
and
so
I
just
wanted
to
make
sure
we
take
this
time
to
acknowledge
that,
because,
as
a
gender
equity
commission,
we
do
focus
on
things
intersectionally
and
making
sure
that
we're
talking
about
and
focusing
on
the
needs
of
individuals
with
disabilities
is
extremely
important
and
and
with
all
marginalized
communities.
L
People
who
really
need
our
support
to
be
recognized
as
the
largest
marginalized
and
minority
group
in
in
the
country
and
arguably
the
world.
So
I
just
want
to
make
sure
that
that
was
recognized
and
as
a
commission
we
always
continue
to
keep
the
needs
and
rights
of
individuals
with
disabilities
at
the
forefront.
So
we
can
continue
to
break
down
the
systems
that
actually
disable
people.
A
That's
all.
Thank
you.
Thank
you
for
bringing
that
to
our
attention
and
reading
that
into
the
record.
That's
very
important,
any
additional
new
items
of
business
or
action
requests
before
we
move
on
to
we'll
see
how
this
this
is
working,
pretty
well
kalani,
where
we
were
trying
to
read
out
our
action
item
summary.
It
puts
kalani
in
the
hot
seat,
but
let's
see
how
she
does.
F
F
Also,
a
new
asked
in
her
executive
director's
report
section
to
fill
out
the
spreadsheet
about
speaking
requests
so
that
we
can
all
share
our,
like
speaking,
request
duties.
So
she
has
that
link
in
her
report.
I
believe
right
anew.
F
Okay,
so
make
sure
you
fill
that
out,
we
have
there
actually
weren't
that
terribly
many.
Sarah
in
her
workforce
equity
committee
section,
she
asked
the
gc
to
fill
in
the
individual
and
organizational
contact
information
for
the
potential
workforce,
equity
partners.
Is
that
correct?
Sarah?
F
So
make
sure
you
guys
make
sure
you
guys
do
that
guys
and
women?
We
have
to
stop
saying
guys.
I'd
say
that
all
the
time
make
sure
everyone
does
that
please
and
snap
snap,
and
I
think
those
are
like
all
the
blatant
like
where
people
specifically
asked
us
to
do
something.
Once
again,
I'm
gonna
go
back
over
this
video
and
redo
the
minutes
anyway.
So
there
will
probably
be
more,
and
if
you
look
at
the
minutes,
I
always
put
the
motions
at
the
top
and
then
right
under
that
all
of
the
action
requests.
F
A
Kalani's
doing
an
amazing
job.
Thank
you.
Colony
super
appreciate
that
it's
helpful
summary
right
there.
At
the
end,
I
knew
did
we
get
any
public
testimony
anything,
and
I
forgot
to
ask
you
at
the
very
beginning
I
apologize.
We
do
try
to
take
public
testimony
at
both
the
beginning
and
the
end.
This
is
much
easier
when
we're
all
in
person
and
we
do
engage
the
folks
in
the
room,
but
we
did
not.