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From YouTube: Gender Equity Commission Meeting - 2/16/21
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A
A
So
the
commission's
information
will
be
on
this
slide,
especially
the
website,
and
this
slide
set
will
be
posted
on
our
webpage,
which
is
pittsburgh
pa.gov
gec.
So
please
do
avail
yourself
for
the
resources
follow
up
anything
you're
interested
in
and
reach
out
to
us
via
genderequity
pittsburgh.
Pa.Gov.
A
That
email
address
is
our
your
gateway
if
you
live
or
work
in
the
city
of
pittsburgh
to
connect
with
us
to.
Let
us
know,
what's
on
your
mind,
to
make
sure
that
we
are
prioritizing
the
things
that
you
want
to
be
prioritized,
so
I'm
going
to
tell
you
about
the
gender
equity
commission,
but
first
I
want
to
note
that
the
gender
equity
commission
is
one
of
a
number
of
boards
authorities
and
commissions
that
allow
people
to
learn
about,
educate
and
influence
local
government.
A
So
I
have
the
website
here
for
the
board's
authorities
and
commissions
and
there's
an
exciting
new
partnership
between
the
mayor's
office
and
united.
We,
it's
called
the
appointments
project.
We
want
our
board's
authorities
and
commissions
to
look
like
the
makeup
of
pittsburgh.
We
need
to
diversify
both
gender
race
and
other
identities.
A
From
perspective
and
united,
we
have
been
using
a
research
driven
approach
that
is
very,
very
useful
and
impactful
in
making
sure
that
we
continue
to
do
outreach
and
find
ways
to
let
people
know
about
opportunities
to
serve
on
these
sports
authorities
and
commissions,
and
our
local
partners
have
been
very
important
to
this
process.
That
includes
the
women's
institute
at
chatham
university,
the
executive,
women's
council
of
greater
pittsburgh
and
gwen
sterl
so
definitely
go
to
this
website.
A
A
This
now,
because
the
applications
are
due
soon
march
10th,
you
can
apply
for
a
program
where
you
visit
with
city
employees
in
different
departments,
and
you
learn
how
things
work,
how
the
sewer
system
works,
how
police
and
parking
work.
This
is
a
chance
to
get
an
inside
look
and
to
really
ask
the
questions
that
you
have
about
your
city.
I
highly
recommend
cla,
I'm
a
graduate
myself
for
2014,
and
it
was
a
way
that
I
really
felt
connected
to
the
city
and
also
to
people
in
the
city.
A
A
number
of
states
in
cla
are
reserved
for
immigrants,
new
americans,
and
this
is
a
really
great
chance
to
get
outside
of
our
silos
of
neighborhood
of
you
know,
just
our
communities
and
just
learn
a
lot.
So
I
highly
encourage
people
to
take
advantage
of
an
opportunity
if
you
feel
that
your
voice
isn't
heard
as
much
as
you'd
like
these
are
chances
and
opportunities
along
with
connecting
with
the
gender
equity
commission.
A
These
are
the
wonderful
commissioners
with
whom
I
work,
and
there
are
some
new
appointments
that
have
just
been
approved,
so
stay
tuned
and
check
out
our
website.
There
is
a
list
of
our
commissioners
and
their
bios,
and
most
of
these
are
people
who
volunteer
their
time
and
they're
incredibly
passionate.
A
There
are
also
some
city
employees
who
serve
on
the
commission,
janet
manuel
who's,
the
director
of
human
resources
and
civil
service,
diamante
walker
of
the
ura
ricardo
williams
of
the
mayor's
office
of
equity,
mike
strelik
of
city
council,
and
we
also
have
councilwoman
deb
gross
representing
city
council.
So
this
group
of
people
is
diverse
and
opinionated
and
they
they
try
to
come
to
consensus
and
decide.
What
are
the
priorities
to
really
make
our
city
a
model
city
for
gender
equity.
A
As
I
mentioned
about
our
our
meetings
and
our
website,
here's
a
snapshot
of
what
our
webpage
looks
like.
I
encourage
you
to
explore
the
first
thing:
I'd
point
you
to
in
the
tabs
along
the
left
of
this
screen
to
sign
up
for
our
emus.
This
is
the
best
way
to
stay
updated
and
to
respond
to
opportunities
to
participate
in
programming
in
projects
that
are
coming
up
to
make
sure
that
you're
in
touch
with
the
gender
equity
commission.
A
We
only
send
an
email
once
a
month
a
week
before
our
monthly
meeting,
which
are
always
public
and
as
long
as
we're
working
from
home,
they
will
be
online
both
streamed
and
recorded
on
the
city's
youtube
channel.
But
we'll
remind
you
that
the
meetings
are
coming
up.
We'll
tell
you
about
opportunities,
we'll
share
some
news
with
you.
So
that's
really
easy
and
that's
an
important
thing
to
do.
A
A
So
the
other
things
that
you
might
find
interesting,
we
have
our
reports
and
policy
recommendations
and
they
are
written
in
a
way
that,
hopefully,
anyone
can
adopt
pieces
of
our
reports
to
inform
their
own
work,
and
we
share
a
lot
of
policy
practice
suggestions
so
that
this
is
really.
These
are
really
working
practical
documents,
the
gender
equity
resources.
A
Are
you
not
sure
if
it's
lgbtqia,
plus
or
something
else
are
you
feeling
like
you're,
struggling
a
little
bit
with
some
vocabulary?
Gender
and
sexuality?
Now
is
the
moment
when
really
there's
a
cultural
evolution
happening
quickly,
different
groups
are
using
different
terms,
are
understanding,
gender
and
sexuality
in
different
ways,
and
so
these
resources
include
things
like
a
glossary.
They
include
some
self-advocacy.
A
Given
everything
that's
happening
in
the
world,
we
really
want
to
make
sure
that
we're
helping
people
achieve
greater
financial
stability
and
equity
in
any
way
that
the
gender
equity
commission
can
support
initiatives
and
individuals.
So
I'll
talk
about
that
more
in
a
second.
This
is
an
overview
of
what's
happened
with
the
gender
equity
commission.
A
A
So
that's
something
that
you
can
look
into
and
once
again
we
want
to
share
what
we're,
learning
and
discovering
and
recommending
to
the
city
after
the
commission
started
meeting
in
2018.
They
developed
this
mission
and
vision.
The
mission
of
the
gender
equity
commission
is
to
achieve
equity
for
women
and
girls
in
the
city
of
pittsburgh.
A
The
public
transit
is
often
based
on
the
needs
of
assumed
needs
of
a
stereotypical
white
male
car,
owning
suburbanite
and
in
fact,
men
and
women
travel
very
differently.
Women
do
something
called
trip
chaining,
and
so
these
are
based
on
a
lot
of
different
socio-political
realities
that
we
need
to
address
when
we're
designing
better
public
transit,
for
example.
A
So
one
of
the
tools
that
we
want
to
use
is
called
the
gender
analysis,
which
means
a
specific
set
of
activities
to
really
get
at
the
patterns
of
inequity
that
are
most
impacting
people
locally.
So
if
you
look
at
my
my
little
circle
of
bubbles,
we're
really
starting
with
collecting
disaggregated
data,
and
that
means
that
we
need
to
know
what
the
reality
is
for
people
based
on
gender,
but
also
based
on
other
identities
and
I'll
talk
about
that
more.
A
Do
rigorous
environmental
scans
partner
with
local
groups
continue
to
add
qualitative
analysis,
so
people's
stories,
the
lived
experiences
that
might
not
be
captured
by
the
data
and
then
importantly,
return
to
the
policy
change
the
policies
that
we
can
change
the
practices
that
we
can
change
so
that
we
achieve
greater
equity
in
doing
this
work.
Pittsburgh
is
joining
a
global
network,
and
I
mentioned
that
there
was
a
law
passed
in
2016
as
cdot
ordinance.
Then
city,
council,
member,
natalia
rediac,
worked
with
a
coalition
of
local
organizations,
and
so
their
tagline
is
making
the
global
local.
A
When
you
look
at
the
percentage
of
our
elected
government
officials
in
the
united
states
at
the
at
the
national
level,
we
find
that
we
really
don't
have
the
kind
of
gender
parity
we
we
had
hoped
for
decades
ago
and
in
the
1970s
many
countries
who
were
part
of
the
un
ratified
cedaw.
The
convention
on
the
elimination
of
all
forms
of
discrimination
against
women
and
committed
to
systematic
attempts
to
to
reach
gender
parity.
A
The
united
states
did
not
ratify
this
treaty,
but
there
is
a
u.s
cities
for
cedaw
community,
where
they
are
really
encouraging
different
municipalities
to
pass
a
local
version
and
to
really
embed
gender
analysis
and
gender
equity
directly
into
the
work
the
daily
on
the
ground
work
of
city
government.
So
this
is
quite
a
victory.
A
That
pittsburgh
was
only
the
sixth
city
in
the
u.s
to
have
an
ordinance
sign
and
thanks
go
to
a
very
dynamic,
diverse
group
of
local
organizations,
and
you
can
go
to
the
pittsburgh
versita
page
and
look
at
the
list
of
endor
endorsements
that
they
have
and
the
local
coalition
was
led
by
the
pittsburgh
presida
local
chapter,
new
voices,
pittsburgh
wilpf
and
the
women
in
girls
foundation.
So
we
really
have
these
organizations
to
thank
for
helping
us
become
a
pioneer
around
the
country
in
doing
gender
equity
work
in
this
systematic
data-driven,
evidence-based.
A
Way,
sorry
about
that,
my
slides
went
a
little
funky,
okay,
so
customizing
and
using
fedor
principles,
including
gender
analysis,
using
disaggregated
data
to
drive
policy
changes.
We
are
also
using
some
very
concrete
frameworks
guiding
principles.
The
first
one
is
intersectionality
that
if
you
are
thinking
perhaps
of
conventional
quote-unquote
women's
rights,
we
are
focused
on
human
rights
rights
that
affect
all
of
us,
because
we
are
all
implicated
in
systems
of
gender,
whether
we
are
male
or
female,
or
gender
non-conforming
or
gender
non-binary.
C
A
Social
identities,
intersect
and
overlap
with
one
another
and
social
determinants
in
the
united
states
that
your
zip
code
can
predict
how
much
you'll
earn
and
even
how
long
you'll
live.
So
the
conditions
are
so
different
for
people
based
on
these
social
identities
and
part
of
the
goal
of
equity
is
getting
to
a
place
where
your
gender
and
your
race-
your,
if
you
have
a
disability,
that
these
things
do
not
predict
your
life
outcomes
or
your
quality
of
life.
A
It's
not
going
to
produce
the
outcome
we
want
because
they
don't
start
off
the
same
and
that's
true
of
human
diversity
in
general,
but
it's
specifically
for
groups
that
have
been
historically
oppressed
and
disenfranchised
had
not
had
equal
access
to
resources,
power
and
privilege
that
they're
not
all
starting
from
a
level
playing
field,
and
that
is
why
equity
is
so
important.
It
is
not
equality.
Everyone
must
be
treated
exactly
the
same
way
or
we
feel
that
it's
unfair.
A
But
in
fact,
looking
at
the
desired
outcome
and
access
offering
people
systematic
access
to
the
opportunities
so
that
we
reach
the
desired
outcome.
So
this
is
really
central
to
the
work
that
we
do
at
the
gender
equity
commission
and
then
finally,
something
that
is
emerged
and-
and
that
I
think
is-
is
a
really
useful
way
to
think
about
the
work
that
we're
doing
is
based
on
a
partnership
between
the
city
of
pittsburgh
and
gare.
A
The
government
alliance
on
race
and
equity
really
helping
local
regional
governments
figure
out
how
to
plan
for
the
future
and
vision
in
a
way
that
includes
everyone
and
takes
into
account
equity
as
systematic
and
not
just
a
one-size-fits-all
kind
of
equality
model
that
hasn't
worked
in
the
united
states.
So
they
use
an
approach
called
targeted
universalism,
which
means
that
our
goals
are
universal.
We
want
to
better
the
lives
of
people
of
all
genders
in
the
city
of
pittsburgh.
A
The
way
to
reach
those
universal
goals
is
through
targeted
strategies.
So
if
you
focus
on
improving
the
outcomes
for
those
who
are
most
vulnerable
to
historical
exclusion,
oppression,
lack
of
access
to
power
and
resources,
we
will
be
helping
all
people,
and
so
we
want
to
target
those
who
are
the
most
vulnerable
who
are
the
worst
off.
And
then
we
want
to
focus
on
changing
policies,
institutions
and
structures,
so
not
merely
providing
stop
gap
services,
but
to
actually
fundamentally
change
the
ability
that
people
have
for
self-empowerment
and
for
greater
better
outcomes.
A
Combined
with
these
principles,
we've
developed
collectively
over
the
last
three
years,
the
gender
equity
commission
does
its
work
and
makes
its
recommendations
to
the
mayor's
office
and
city
council.
That's
our
job
as
a
city
commission
that
we
are
an
advisory
board
and
we're
trying
to
bring
city
government
information
ideas,
best
practices,
so
they
can
continue
to
do
their
work
well
and
even
better
into
the
future.
A
One
of
the
ways
we
do,
that
is
by
collecting
data.
There
is
a
strong
data
gap,
which
means
that,
although
many
people
assume
that
we
can
just
simply
access
data
that
tells
us
about
gender,
we
can't
it
takes
a
great
deal
of
energy
and
work
to
take
raw
data
that
is
available
and
to
to
pull
out
the
stories
and
find
the
patterns
that
are
are
visible
there.
A
This
led
to
the
2019
report,
pittsburgh's
inequality
across
gender
and
race,
and
the
pigr
report
exposed
some
very
important
things
that
have
led
to
a
lot
of
transformative
conversations
in
the
region
about
pittsburgh's
livability.
Pittsburgh
is
often
touted
and
awarded
the
title
of
most
livable
city,
and
this
is
true
based
on
certain
parameters
and
for
certain
demographics.
A
It
is,
on
the
other
hand,
one
of
the
least
livable
cities,
especially
for
black
communities,
and
especially
for
black
women,
and
this
is
something
that
is
not
news
to
a
lot
of
people
in
pittsburgh,
but
our
report
helped
to
sustain
conversations
about.
Why
is
this
a
certain
way
and,
more
importantly,
how
are
we
going
to
fix
it
so,
10
years
from
now,
when
this
report
is
redone,
we
need
to
see
a
change
in
livability.
A
A
They
are
targeting
particularly
black
communities,
and
some
of
these
are
black
women,
black
women
and
children,
black
men.
There
is
one
that
affects
all
people
in
pittsburgh
and
that's
for
all
students,
low
college
admissions
tests.
Another
trend
in
pittsburgh
that
is
important
for
everyone
to
know
is
that
all
students
in
pittsburgh,
public
schools,
are
referred
to
the
police
at
higher
rates
than
almost
every
other
comparable
city.
A
So
these
results
are
important,
especially
for
us
to
to
figure
out
who
we
need
to
really
work
with
who
we
need
to
listen
to
in
order
to
make
equity
changes
in
the
future,
which
means
our
black
communities.
They
need
to
take
the
lead
in
this
work
to
be
centered
and
heard
trust
black
women
when
they
tell
you
that
their
experiences
in
pittsburgh
are
a
certain
way,
and
we
have
the
statistical
data
to
show
that
racism
and
sexism
are
the
reasons
for
these
inequalities.
It's
not
personal
choice,
it's
not
cultural
differences.
A
So
based
on
the
four
things
that
I
highlighted,
as
I
said,
the
financial
and
economic
stability
and
access
to
work,
good,
affordable,
safe
work,
which
is
connected
to
housing,
which
is
connected
to
transportation.
All
these
intersectional
issues,
the
generic
commission,
can
make
the
most
pointed
recommendations
from
policy
and
procedure
changes
in
terms
of
work,
and
this
slide
shows
some
of
the
results
of
a
working
group
that
has
been
diligently
tracking
how
we
can
make
a
difference
in
pittsburgh,
researching
examples
in
other
cities
in
the
country.
A
Looking
at
data-
and
I
show
these
charts
because
the
wage
gap
and
the
wage
gap
is
not
a
debate,
it
is
not
made
up.
It
is
one
of
the
most
rigorously
studied
and
repeatedly
proven
that
there
is
a
wage
gap
in
the
united
states
that
is
attributable
only
to
gender,
and
we
would
call
it
a
gender
race
wage
gap
because
we
see
that
once
again,
based
on
on
the
pijr
report,
that
black
women
make
even
less
compared
to
other
groups
than
in
other
cities.
But
the
wage
gap
is
not
closing.
A
A
lot
of
people
assume
we're
getting
there
we're
getting
better
gender
equity,
we're
not.
We
need
to
do
much
more
targeted
intervention
if
we
want
to
actually
see
a
change
and
given
that
women
are
often
the
heads
of
households,
we
need
to
be
thinking
about
supporting
women
as
part
as
supporting
families
and
supporting
communities
supporting
neighborhoods,
supporting
the
whole
city
and
our
economic
well-being,
the
workforce
development
working
group,
which
is
now
called
the
workforce
equity
committee.
A
I
give
great
thanks
to
the
commissioners
who
worked
on
that
director
manuel
and
commissioners.
Amanda
need
trower
and
sarah
hansen.
They
produce
white
papers
that
are
available
on
our
website.
I
encourage
you
to
look
at
them
really
thorough
research.
They
also
offered
us
some
really
important
tools.
A
So
on
this
slide
is
the
definition
of
workforce
equity
and,
like
the
vision
of
the
gender
equity
commission,
this
I
think,
helps
us
move
away
from
a
conversation
about
workforce
development,
treating
people
as
as
cogs
in
a
system
of
workforce
that
forgets
to
be
people-centered,
and
we
want
to
think
about
workforce
equity.
We
want
to
think
about
fair
treatment,
access
to
employment
advancement
for
people.
A
We
want
to
think
about
overcoming
implicit
bias
and
we
really
want
to
think
about
what
it
means
to
genuinely
value
difference
rather
than
to
pay
lipid
service
to
it,
and-
and
we
want
to
see
an
outcome
once
again
in
10
years.
We
want
to
see
that,
at
this
level
of
this
city,
we've
been
making
some
progress
on
this
gender
and
race
wage
gap
in
order
to
collect
the
recommendations
that
the
gender
equity
commission
is
making
based
on
the
pidr
report,
so
based
on
gathering
disaggregated
data
analyzing
it
looking
at
best
practices
around
the
country.
A
A
The
legislated
minimum
wage
in
this
country
does
not
allow
anyone
working
full-time
to
afford
adequate
housing,
so
we
need
an
equitable
new
normal
and
we
need
to
build
it
together,
and
so
these
recommendations
are
ones
that
I
encourage
everyone
in
pittsburgh
to
get
a
copy
of
this
report.
Our
outgoing
chair
for
the
gender
equity
commission
and
professor
jesse
ramy
really
helped
to
put
this
all
together
with
contributions
from
commissioners,
but
there's
a
lot
of
research
there's
a
lot
of
data.
A
I
would
say
if
nothing
else
pick
one
of
these
recommendations
and
apply
it
in
your
workplace
in
your
company,
in
your
business,
in
your
community,
in
your
non-profit
volunteering
work,
because
all
of
these
are
shown
to
help
with
the
gender
equity
commission's
central
mission
of
improving
the
lives
and
conditions
of
women
and
girls
in
the
city
of
pittsburgh.
Once
again,
I've
blocked
out
the
recommendations.
There
are
six
policy
recommendations
specific
to
workforce
equity.
A
These
are
the
things
that
are
going
to
make
a
dramatic
difference
and
that
there
are
measurable
changes
we
can
track
in
other
contexts
and
other
situations,
and
so
please
consider
ways
that
you
can
adopt.
These
ask
us
questions,
but
this
really
is
a
living
document
and
the
city
is
already
working
or
has
been
working
on
some
of
these,
and
we
can
share
with
you
updates
about
how
the
city
has
made
progress
on
different
ones
of
these
recommendations.
A
This
slide
and
all
of
these
slides
will
be
on
our
website,
which
is
at
the
bottom
of
the
slide
and
on
many
of
the
slides
under
meetings,
and
you
can
find
it.
This
was
something
that
I
wanted
to
find
a
way
to
really
bring
home,
how
covid19
has
dramatic
gender
impacts
and
some
of
the
legislative
and
policy
responses.
A
Many
of
you
probably
know
that
color
blindness
is
not
seen
as
a
useful
way
to
respond
to
racism
and
to
achieve
racial
equity.
Similarly,
we
cannot
have
gender
blind
policies.
Our
societies
don't
work
that
way.
We
have
gender-based
inequalities
that
exist.
We
have
not
made
as
much
progress
towards
gender
parity
in
the
united
states
has.
We
would
like
gender
conventions
mean
that
women
continue
to
do
the
greatest
share
of
caregiving
for
both
younger
and
older
generations.
A
Closing
businesses
at
greater
rates
and
they're
facing
remote
work
challenges,
because
child
care
and
school
closures
are
really
being
felt,
especially
by
women
who
do
most
of
the
caregiving.
As
I
mentioned.
So
I
encourage
you
to
think
about
the
slide
and
and
to
really
ask
how
this
might
be
affecting
people
in
the
context
where
you
are,
and
I
wanted
to
just
bring
it
home
with
this
slide,
because
sometimes
I
feel
that
we
can
get
lost
in
conversations
about
what's
really
true
and
what
the
patterns
are.
A
In
late
2020,
women
lost
156,
000
jobs
and
men
gained
16
000..
There
is
clearly
a
gender
pattern
here.
This
is
not
a
necessarily
explicit
racism
or
or
exclusion
of
women,
but
there
are
patterns
in
our
society
that
are
continuing
to
disproportionately
impact
women,
especially
women
of
color,
especially
black
women
in
the
united
states,
and
if
we
don't
attend
to
that,
any
solutions
we
come
up
with
are
just
going
to
lead
to
further
problems
and
further
inequality.
A
So
the
picture
that's
being
painted
here
is
one
that
we
need
to
collectively
really
directly
address,
because
kovid
is
not
in
and
of
itself
only
changing
the
nature
of
work
and
workforce
trends,
but
it's
also
impacting
different
communities
differently,
and
so
three
times
black
women
are
three
times
as
likely
as
non-black
women
to
report
the
death
of
a
loved
one
in
recent
months.
So
the
overlapping
nature
of
these
traumas
and
these
oppressive
systems
is
really
leaving.
A
So
this
is
a
snapshot
of
our
workforce
equity,
page,
which
I
mentioned
earlier
and
there's
a
three-pronged
approach:
we're
taking
in
the
next
couple
months.
We
will
be
introducing
free
online
trainings
for
all
people
in
pittsburgh.
These
trainings
have
been
shown
to
specifically
help
women,
because
salary
negotiation
is
a
place
where
women
tend
to
get
offered
less
money
during
employment.
But
we
really
want
to
make
sure
that
these
workshops
and
trainings
that
everybody's
interested
signs
up,
because
they
provide
professional
development
skills
that
anyone
can
use.
A
A
You
start
to
see
that
the
solutions
are
inadequate,
and
so
we're
really
excited
to
be
in
a
city
where
visionary,
bold
ideas
are
happening.
Where
there's
a
lot
of
civic
engagement,
a
lot
of
debate
and
discourse,
and
we
encourage
you
to
keep
doing
that
and
also
keep
in
mind
that
gender
equity
best
practices
are
something
that
we
can
all
all
adopt
at
no
cost
and
sometimes
to
implement
them
there.
There
are
some
costs,
but
we
want
you
to
prioritize
those
and
work
with
us
to
make
change.
A
Finally,
the
last
slide
is
links
to
our
reports,
how
to
communicate
with
us
and
I'm
going
to
come
to
an
end
here,
because
we
have
some
speakers,
some
public
comments
this
month
and
I'm
looking
forward
to
hearing
from
some
locals
about
what
they're
up
to
relating
to
gender
equity.
I
will
leave
with
just
an
encouragement
again
to
reach
out
to
the
gender
equity
commission
to
tell
us,
what's
on
your
mind,
to
learn
about
what
we're
doing
gender
equity
at
pittsburgh.
Pa.Gov,
you
can
send
an
email
any
time.
Thank
you.
A
B
No
thank
you.
Thank
you
for
your
time,
so
I
appreciate
your
presentation
by
the
way,
very,
very
interesting
to
me
as
well,
so
right
now,
I'm
located
in
my
kitchen
because
we
are
working
remotely,
but
normally
I
would
be
sitting
at
the
allegheny
campus
at
community
college
of
allegheny
county,
where
I'm
looking
forward
to
returning
at
some
point,
I'm
one
of
the
career
specialists
at
ccac-
and
I
thank
you
for
the
time
today,
just
to
briefly
speak
about
and
announce
an
event
that
we
have
upcoming.
B
B
Our
guest
will
include
present
and
former
students
who
have
chosen
non-traditionally
female
careers
and
very
graciously.
Dr
amanjan
has
agreed
to
offer
closing
comments
at
this
event.
We
appreciate
that
as
well.
I
can
make
a
link
available
as
well
and
just
realize
that
tcac
workforce
and
job
readiness
we
work
with
everyone,
so
we
do
work
with
students
alumni,
but
we
also
work
with
community
members.
So
please
feel
free
to
promote
this
event
and
our
services
in
workforce
and
job
readiness
to.
A
B
B
If
you
can
imagine
that.
So
I
did
read
the
workforce,
equity
commissions
report
and
I
can
say
that
it
is
interesting
that
even
fields
like
the
trades
are
not
equal
in
pay
and-
and
I
don't
know
that
I
would
have
thought
that
even
just
from
being
in
workforce
and
job
readiness.
So
yes
we're
seeing
a
lot
of
difficulty,
we're
seeing
hesitation
thinking
that
maybe
things
will
get
better
and
so
yeah
we're
working
with
a
lot
of
students
who
are
very
confused
at
this
time.
B
A
I
I
appreciate
that
and
I'm
I'm
always
trying
to
gather
information,
because
of
course,
people
are
so
varied
and
we're
similarly,
of
course,
impacted
by
by
the
things
happening
around
us
and
kovid,
but
we're
also
differently
impacted.
And
so,
if
you
were
to
give
advice
and
given
our
audience
especially
to
younger
women,
you
know
in
in
workforce
in
terms
of
workforce.
What
might
you
say.
B
Well,
I
would
probably
say
first
just
to
be:
you
know,
don't
be
discouraged
by
the
process.
You
know
I
was
listening
to
one
of
the
figures
about
improving
just
test
scores.
You
know,
and
we
really
do
need
to
focus
on
that.
You
know
when
it's
it's
a
fact
that,
when
people
are
doing,
you
know
have
to
take
developmental
courses,
there's
a
less
chance
that
they're
actually
going
to
make
it
into
the
course
of
their
choice
right.
B
So
we
want
people
to
be
realistic,
but
we
also
want
them
to
be
encouraged
by
maybe
some
of
the
things
that
we
do
offer
as
far
as
helping
with
performance
testing,
you
know
just
to
enter
into
ccac,
but
we
really
want
people
to
know
that
you
know
if
I
don't
have
an
answer
or
or
I
can't
speak
to
something,
I
will
find
a
re
resource
to
help
you
you
know.
So
I
want
people
to
be
encouraged
by
the
process.
I
don't
want
them
to
be
discouraged
by
it.
B
I
think
that
I
would
say
that
you
know
to
take
it
a
step
at
a
time.
There
are
lots
of
different
resources
out
there,
but,
as
you
were
saying
you
know,
those
resources
are
so
different.
You
know,
and
they're
and
they're
different
for
different
people
and
people
have
so
many
different
needs
right
now
that
sometimes
getting
a
job
just
isn't
the
major
need
it's
getting
food,
so
you
know
I
would.
I
would
obviously
tell
them
to
work
with
us.
B
As
I
said,
we
used
to
have
just
people
walk
into
the
allegheny
campus
as
a
community
member,
and
I
would
help
them
write
their
resume.
You
know
I
would
help
them
with
a
job
application,
so
it's
just
something
as
simple
as
that
that
I
can
help
with
or
if
they
want
to
enter
into
classes.
They
can
do
that
too.
A
Thank
you
so
much
linda.
I
really
appreciate
you
joining
us
today
and
we
did
have
another
public
comment
and
unfortunately
the
person
was
delayed
with
an
emergency.
So
I'm
sad
about
that,
but
we
will
be
trying
to
continue
figuring
out
tech
needs,
and
I
know
that
there
are
some
members
of
the
mayor's
office
and
commissioners
who
are
on
the
zoom
call
with
us
if
any
of
them
want
to
unmute
and
show
your
video
and
share
any
comments.
Please
do
I
wanted
to
mention.
A
A
So
so
I
I
do
encourage
that
and
the
mayor's
office
has
an
economic
opportunity
page.
So
I
suggest
people
who
are
struggling
to
look
there.
The
ura
has
some
really
great
support
for
small
businesses,
in
particular
minority
and
women-owned
businesses,
as
the
programs
are
called,
and
I
also
wanted
to
mention-
I'm
not
sure
how
they're
moving
to
online,
but
the
carnegie
libraries
of
pittsburgh
and
anyone
can
get
a
public.
A
Well,
I
want
to
thank
you
again
linda.
I
want
to
thank
the
city
channel
crew
at
the
city
of
pittsburgh,
because
they
are
wonderful.
Jordan
fields
is
here
with
us
and
she
works
as
a
policy
coordinator
in
the
mayor's
office
of
equity
and
really
supports
the
gender
equity
commission.
Our
commissioners
work
really
hard
and
they
made
a
decision
that
this
month
we
were
going
to
share
with
the
community
and
update
you
all
and
we're
also
seeing
a
transition
in
elected
officers.
So
stay
tuned
in
march.