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From YouTube: Police Reform Task Force Meeting - 8/24/20
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A
Good
evening,
everyone,
it
is
monday
august
24th
time
for
the
pittsburgh
community
task
force
on
police
reform.
A
So
two
great
topics
for
discussion
I
like
to
remind
members
of
the
task
force
to
please
use
your
raised
hand
option
to
be
recognized
when
asking
a
question
and
to
provide
courtesy
and
respect
for
members
as
they're
talking.
We
had
a
couple
members
who
indicated
they
would
be
joining
us
late.
Dr
david
harris
has
class
until
five
and
he'll
be
joining
us
immediately
following
the
end
of
his
class
and
a
couple
others
stated,
they'll
be
joining
us
soon.
After
4
30.
B
And
dr
bullock,
reverend
marie
kelly,
said
she
was
not
able
to
attend
because
of
another
personal
commitment
she
had
this
evening.
C
Sure,
thank
you,
dr
bullock.
I'm
pleased
to
share
with
the
the
task
force
and
the
public
that
we
have,
as
our
guest
speakers
today,
members
from
the
lgbtq
community
to
speak
to
issues
related
to
the
lgbtq
community
as
it
pertains
to
interactions
and
their
views
with
the
pittsburgh
bureau
of
police.
So
I
think
we
have
tiffany
cimino
the
youth
and
education
manager.
We
also
have
sierra
thomas,
the
president
and
founder
of
sisters,
pittsburgh
and
adam
palmer
jain,
the
executive
director
of
the
gender
equity
commission.
C
I
think
to
kick
it
off
with
tiffany.
Did
you
want
to
start
it
off,
or
did
you
of
course
please
thank.
D
D
so
about
three
and
a
half
years
ago,
and
one
of
the
big
goals
of
that
council
was
to
move
their
council
into
a
commission,
and
so
we
actually
will
be
wrapping
up
at
the
end
of
this
week.
An
application
process
for
new
commission
members.
So
legislation
was
submitted,
approved
by
city
council
unanimously
to
create
the
commission
and
we
will
be
reviewing
those
applications.
D
We
have
about
eight
seats
available
for
the
community
and
then
a
few
that
are
city
council,
someone
from
the
gender
equity
commission,
the
council
on
commission
on
human
relations
in
the
mayor's
office
and
and
we
had
115
applications
so
far,
so
great
interest
from
the
community,
and
I
just
wanted
to
give
you
a
little
bit
of
feedback
and
kind
of
background
about
that
group.
And
we
have
the
lovely
siora.
Thomas
who's
come
to.
D
She's
been
a
part
of
the
advisory
council
since
the
beginning
and
has
been
serving
as
the
president
for
the
probably
the
past
like
maybe
year
and
a
half
or
so
so,
thank
you
so
much
for
inviting
us
to
come
in.
We
really
appreciate
you
kind
of
wondering
about
the
interactions
with
police
and
the
lgbt
community.
E
Hi,
yes,
thank
you
for
having
me,
I'm
glad
to
be
here
good,
to
see
you
all
so,
as
tiffany
had
mentioned,
I've
been
on
the
advisory
council
since
it
started.
We've
done
some
great
work
over
the
years.
As
far
as
supporting
our
lgbtqia
communities
of
pittsburgh,
I've
been
chairing
it
for
like
to
mention
about
a
year
and
a
half,
now
my
passion
and
I'm
the
founder
and
director
of
sisters
pgh
an
organization
in
pittsburgh
that
focuses
on
providing
resources
for
transgender
and
non-binary
communities.
E
This
includes
our
community
center
located
in
swissvale
at
2014
monagahila
avenue,
and
we
also
offer
housing
to
our
homeless,
transgender
non-binary
communities
within
the
community
through
our
housing
project
called
project
t
I'm
also
the
co-vice
chair
of
our
pennsylvania
commission
on
lgbtq
affairs,
out
of
governor
tom's
wolf's
office
and
their
high
focus
on
legislation
in
the
state
and
making
sure
that
our
communities
are
protected
through
legislation
and
through
other
things.
But
that's
a
huge
key
focus
point
for
me.
So
yeah.
That's
me.
A
A
C
C
No,
I
was
just
going
to
yeah
open
it
up
for
questions
to
the
task
force
or
either
tiffany
or
sierra.
C
I
guess
I'll
kick
it
off
if
that's
okay,
maybe
if
either
one
of
you
either
tiffany
or
sierra.
If
you
could
perhaps
speak
to
what
some
of
your
top
concerns
and
issues
are
as
it
pertains
to
interactions
with
the
pbp
over
the
last
handful
of
years,
the
things
that
you've
been
working
on
with
the
pvp
to
ensure
that
you
know
those
in
the
lgbt
community,
those
in
particular
those
in
the
transgender
community,
are
receiving
the
protection.
C
And
hopefully
you
know,
building
the
partnerships
between
the
the
community
and
the
pbp
as
much
as
possible
and
as
well.
If
you
can
also
touch
on
what
some
of
the
challenges
have
been.
D
Sure
thing
I
can
start
and
then
sierra
can
hop
in
because
she
certainly
has,
through
her
organization
a
lot
of
interactions
with
the
non-binary
and
transgender
community.
But
one
of
the
things
that
we
had
when
we
started
the
advisory
council
was
a
public
safety
group.
So
we
had
a
work
group
of
members
that
met
with
commander
eric
holmes.
D
Who's
been
the
contact
for
lgbt
issues
in
the
pbt
or
the
pvp,
and
one
of
the
things
that
we
were
impressed
with
as
a
group
was
that,
within
the
police
academy,
there
is
training
for
new
officers
that
are
coming
on
the
job
and
soji,
which
is
sexual
identity,
gender,
sexual
orientation,
gender
identity
and
expression.
But
that
had
not
been
those
are
for
new
members
of
the
police
force,
but
that
there
was
that
not
that
same
training
for
all
members,
and
so
those
folks
who
came
on
board.
D
You
know
5
10,
15
20
30
years
ago.
Don't
have
that
same
level
of
training
and
understanding
of
the
myriad
of
gender
identity
and
sexual
orientations
that
are
out
in
community
and
necessarily
how
to
work
with
those
folks.
E
Yeah
sure
so
yeah
we
have
been
throughout
the
years.
My
organization
has
been
existence.
We
have
had
interactions
with
the
police
through
protests
interactions
with
the
police
through
those
that
we
serve
within
community
transgender,
non-binary,
community
members
and
lgbq
community
members,
particularly
those
of
color
black
and
brown
folks
in
in
pittsburgh.
E
One
thing
that
has
really
stuck
out
to
me
and
we've
been
trying
to
make
this
connection
to
find
out
how
this
cannot
happen
is
the
prostitution
stings,
and
I
use
quotations
when
I
say
prostitution,
things
because
we
don't
use
the
word
prostitute.
That's
like
a
slur.
We
use
the
word
sex
workers
and
these
are
sex
workers
within
the
lgbtq
community
that
are
forced
into
sex
work,
because
the
economics
around
us
does
not
allow
us
to
be
does
not
allow
us
to
thrive
within
the
community.
E
Rather,
that's
finding
employment
housing,
adequate
medical
care.
All
these
things
that
we
need
to
be
able
to
live
within
community
and
we
find
ourselves
doing
sex
work.
I'm
an
ex-sex
worker
myself,
ex-homeless
person
myself
and
grew
up
in
the
city
of
pittsburgh
and
what
happens
during
these
prostitution
stings.
E
Not
only
are
we
putting
people
that
are
already
marginalized
in
even
more
dangerous
situations
by
taking
them
down
to
acj,
where
they're
not
safe
at
all,
in
allegheny
county
jail,
we're
also
taking
away
more
resources
from
a
community
member
that
just
needs
resources
instead
of
putting
them
in
prison
and
when
in
doing
so,
using
the
media
as
a
as
a
way
to
make
these
people
less
feel
less
of
a
human
by
criminalizing
them
to
the
public
to
pittsburgh.
E
When
you
have
things
on
wpxi,
like
transgender,
prostitute
caught
in
the
hotel
by
pittsburgh
police
that
causes
a
wave
of
things
within
community,
because
you
have
to
think
about
when
this
individual
gets
out
of
jail,
they
still
have
to
go
back
into
the
community,
so
they're
dealing
with
also
community
members
who
may
not
have
known
they
were
trans
who
may
not
have
known.
They
were
sex
workers
who
may
not
have
known
their
personal
life
of
trying
to
survive
in
in
pittsburgh.
So
I'll
start
there.
E
I
have
a
list
of
things,
but
I'll
start
there.
That's
definitely
something
that
has
been
on
my
mind
for
the
forever.
You
know
protecting
protecting
our
sex
workers
and
looking
at
that,
as
sex
workers
are
also
victims
of
violence
and
during
you
know,
during
this
sex
workers
can
be
sexually
assaulted,
raped,
robbed
and
who
do
they?
Who
can
they
call
when
this
happens?
No
one,
because
technically
that's
an
illegal
thing.
E
You
know
in
the
city
of
pittsburgh
and
when
we're
looking
for
protection
from
those
who
will
you
know,
rob
us
beat
us
up,
kill
us,
you
know
during
these
times.
We
need
to
understand
that
that
relationship
is
not
there,
where
we
can
pick
up
the
phone
and
call
the
police
so
I'll
start
with.
H
Yes,
thank
you
and
so
ciara.
Actually,
I'd
like
to
hear
more
of
your
list,
if,
if
possible
and
before
doing
that,
tiffany
one
of
the
things
that
you
had
mentioned
was
related
to
the
training.
So
more
specifically,
would
you
like
to
see
this
group
put
forth
a
recommendation
that
that
training
be
for
all
officers,
regardless
of
the
time
that
they
have
been
on
the
force
and
then
specifically
to
ciara's
point?
One
of
the
things
that
I
have
been
listening
to.
H
That
is
extremely
important,
that,
as
it
talks
in
terms
of
the
black
trans
community,
if
we're
going
to
talk
about
black
lives
mattering,
we
need
to
talk
about
all
black
lives
and
that
that's
a
voice
that
many
people
have
not
been
paying
attention
to,
and
I
would
say,
even
like
on
a
national
scale,
that
there
have
been
many
black
trans
murders
that
have
just
not
been
addressed
at
all
at
the
hands
of
police.
So
thanking
you
for
bringing
that
up.
H
D
Yes,
so
from
our
public
safety
subcommittee,
that
was
a
recommendation
that
they
really
felt
strongly
that
all
police
officers
that
are
interacting
with
folks
on
any
level.
D
And
you
know,
anyone
who
is
working
with
the
public
at
all
or
are
in
the
pvp
should
be
required
to
have
a
soji
training.
They
have
an
understanding
of
how
to
respectfully
work
with
the
community.
E
A
few
other
things
that
I
had
is
accountability
for
police
officers
who
stray
away
from
protecting
civilians
within
the
community,
and
there
is
no
at
least
accessible,
formal
way.
That
is
public
for
people
to
police.
The
police,
in
essence
to
be
able
to.
You
know,
make
complaints
about
the
police
to
file
reports
about
the
police
within
the
city.
There
are
officers
who
have
sorry
about
the
background.
E
There
has
officers
who
have
sexually
assaulted,
lgbtq
people
raped,
lgbtq
people
within
the
city
of
pittsburgh,
outside
and
outside
of
the
city
of
pittsburgh,
and
through
my
years
of
organizing
and
having
this
organization,
these
individuals
have
come
to
me
and
individuals
inside
my
organization
as
a
safe
space
to
be
able
to
report
these
things
and
before
I
became
a
part
of
the
advisory
council
or
a
commissioner
of
the
state,
my
voice
was
not
heard
like
it
needed
to
be,
but
now
that
we
are
able
to
or
now
that
I'm
able
to
have
these
roles,
which
is
it's
not
that's,
not
even
a
good
thing
that
it
would.
E
I
would
have
to
wait
to
get
a
role
you
know
within
a
city
or
a
state
to
be
heard
as
a
black
trans
person,
but
I
am
able
to
now
use
this
as
a
communication
for
those
who
are
not
heard
or
paid
attention
to
within
the
community
when
they
are
experiencing
these
things.
So
there
definitely
needs
to
be
a
a
form
of
accountability
like
when
these
things
happen.
They
just
seem
to
happen
and
that's
it.
E
So
that's
that's
one
thing
just
having
a
form
of
accountability
where
folks
can
reach
out
to.
I
would
reiterate
the
trainings
as
well
like
tiff,
said,
and
also
not
just
the
soji
trainings
trainings
from
trans
people.
My
organization,
we
provide
training
to
several
organizations
around
the
city
of
the
state
on
how
to
include
trans
people
in
your
curriculum,
how
to
respect
trans
people
just
down
to
the
basic
minimum
of
like
pronouns
and
and
things
of
that
nature.
E
E
But
how
are
we
making
sure
that
their
beliefs
are
not
leaking
into?
You
know
this
system
that
is
supposed
to
be
here
to
help
help
us
within
community.
So
that's
another
thing,
also
around
pride
relations,
so
I've
been
myself
and
my
organization,
we
have
been
leading
pride,
an
alternative
pride
of
it
in
pittsburgh,
called
people's
pride
pgh,
and
during
this
there
has
been
decisions
that
we've
had
to
make.
It
has
historically
been
known
that
lgbtq
people
and
the
police
have
a
rift.
E
Our
liberation
started
with
a
fight
with
the
police,
and
that
is
known
around
the
country.
So
when
our
four
mothers
and
forefathers
call
for
no
police
in
our
prides
that
shouldn't
be
met
with
hostility
from
officers
when
we
say
that
we're
saying
that
to
protect
those
within
our
spaces
that
are
not
comfortable
around
the
police.
Yes,
other
conversations
can
be
happening.
E
You
know
to
try
to
bridge
those
gaps,
but
at
the
same
time,
when
we
hold
these
events,
knowing
the
history
with
the
police,
it
has
to
be
respected
for
the
police
to
back
up
and
let
us
have
our
pride
celebration
and
move
along
like
that
and
again
continue
to
having
conversations
where
to
see
what
what
this
would
look
like.
E
Because
again,
this
is
not
the
first
time
I'm
sitting
in
a
panel
or
a
conversation
having
a
conversation
with
a
police
task
force
or
police
officers
or
the
chief
or
you
know
any
I've
had
conversations
for
years.
You
know
with
these
people,
so
it's
like
we
can
keep
having
these
conversations,
but
if
we're
having
these
conversations
with
no
tangible
solutions
after
we
have
these
conversations,
the
conversations
are
for
nothing.
So
we
have
to
make
sure
that
we're
leaving
with
action
items.
E
You
know
when
we
end
these
type
of
panels,
and
especially
when
folks
are
coming
on,
you
know
giving
their
lived
experience
of
what
they've
been
dealing
with
with
the
police
and
that
being
put
into
the
police
system
like
this
is
actively
happening,
and
we
need
to
stop
this
and
finding
ways
to
to
do
that.
G
E
No
so
that
conversation
was
happened.
I
want
to
say
two
years
ago
there
was
a
group
we
were.
I
was
a
part
of
a
group.
We
were
specifically
working
with
the
allegheny
county
jail
but
and
the
officers
in
the
jail,
but
it
still
leaked
off
into
pittsburgh.
E
Pittsburgh
police
too,
when
we
were
having
those
conversations
and
those
conversations
stopped,
because
a
black
trans
woman
who
was
involved
with
supporting
police
in
training
was
met
with
transphobic
attacks,
verbal
attacks
from
the
police
officers,
while
she
was
doing
the
training
so
in
chuckles
and
and
jokes
and
stuff
like
that,
while
she
was
doing
the
training
so
that
broke
that
bridge,
it
was
just
like
well,
we
we
try
and
we
try
and
we
try
and
we
try
and
a
lot
of
times
back
in
the
day
we
were
trying
for
free
and
doing
the
work
for
free,
just
to
be
able
to
be
there
to
be
a
voice
for
our
community
and
now
we're
here.
G
E
When
people
are
experiencing
emotional
abuse
from
people
in
power,
yeah
yeah,
they
don't
it's
not
perceived
as
a
safe
space.
You
know
for
for
trans
people,
trans
and
non-binary
people
lgbtq
people.
So
it's
like
it's
not
our
responsibility
as
community
members
to
bridge
those
gaps.
It's
the
police
responsibility
to
bridge
those
gaps.
G
Well,
I'm
chairing
the
subcommittee
on
training
and
I'm
going
to
ask
personally
that
you
and
tiffany
we're
done
with
all
this
as
soon
as
you
can,
because
we're
in
a
time
issue
here,
if
you
would
send
in
what
I
call
summary
point
fashion,
some
people
call
it
bullet
points.
We
don't
call
that
because
they're
anti-violence
work
in
summary,
point
fashion,
exactly
what
you
would
like
to
see.
G
G
What
you
would
want
to
see
happen
and
why
is
that
acceptable?
I'll,
give
you
an
email,
ca,
v,
dot,
pgh,
cavs
and
coalition
against
violence,
c-a-v
dot
p-g-h
at
gmail
dot
com
as
soon
as
you
can
do
it
prefer
it
as
a
word
document,
preferred
as
a
word
document
and
complete
as
possible,
because
we're
not
going
to
get
to
do
this
again
as
a
group
and
we
have
a
committed
group.
A
B
Thank
you,
dr
bullet
great
points
tim.
I
I
have
four
and
I'll
just
say
the
questions
first
and
then
we'll
go
from
there
when
the
news
media-
and
I
I
get
you
sierra,
when
the
news
media
announces
that
there's
been
a
prostitution
sting
and
that
there
were
transgendered
individuals,
arrested,
etc.
Is
it
the
news?
That's
reporting
that
or
do
you
know
if
the
police
report
has
that
I
mean
if,
if
the
police
report
has
it
on
their
report
format,
then
that
is
obtained
obtainable
by
the
media
and
general
public.
I
B
Own
question:
that's
a
tough
one!
Accountability
when
you
said
that
some
peop,
some
people
have
been
have
reported
that
they
have
been
sexually
abused.
Indeed,
raped.
Has
that
ever
been
reported
or
is
it
that
they
don't
do
it
because,
like
you
said
you're
or
as
tiffany
said
not
being
in
a
position
of
power,
you
may
be
intimidated,
it
may
be
like
let
it
go
or
do
they
actually
follow
up
and
report
it
to
omi,
cprb,
etc.
E
Case
by
case,
I
think
you
know,
people
who
feel
compelled
to
report
it
report
it
and
those
there
are
also
those
who
are
I'm
reporting
to
the
same
person
that
assaulted
me
or
to
the
same
group
of
people
that
assaulted
me
and
we
see
blue.
You
know
so
yeah.
That's.
B
At
it
got
it,
it
makes
just
what
I
expected
to
hear
and
where
do
you
find
the
most
complaints
that
they
give
to
you?
Is
it
with
individual
altercations
and
interactions,
or
is
it
culminating
from
group
incidents
like
a
protest
like
the
pride
parade,
etc.
E
Both,
I
don't
think
yeah,
I
don't
think,
there's
a
differentiation
except
that
when
you're
in
a
protest
you're
in
a
group
of
people,
so
stuff
happened
to
happen
groups
of
people
but
when
you're
an
individual
with
a
police
officer
in
a
car.
Anything
can
happen
from
that
point
and
it
does
happen
so
yeah.
B
Okay,
my
last
question.
Thank
you
for
indulging
me
how
long
you
mentioned
that
there
was
a
transgendered
woman
who
was
was
working
with
the
police
in
training
and
yet
was
ridiculed,
etc.
You
know
the
typical
donkey
hat
kind
of
behavior.
That
can
happen
to
put
it
nicely
since
it's
public.
How
long
ago
was
that
training.
E
B
Under
the
under
the
committee,
under
the
lgbtqia
committee,
yeah
under
the
advisory
council,
correct
advisory
council,
public
safe,
say.
D
B
E
D
A
I
don't
know
if
he
was
a
a
part
of
that
individual
meaning,
but
he
attended.
Quite
a
few
of
the
meetings
of
that
of
that
subcommittee.
Can.
B
You
find
out
if
there
was
ever
any
follow-up
was
the
instructor
herself
was
she
you
know,
did
she
report
back?
I
mean
third
hand,
you
know
anything,
you
know
that
but
first
hand
is
another
thing.
Yeah
sure
you
can
reach
out
to
her.
Can
you
yeah,
and
that
may
be
something
you
can
tim?
That
may
be
something
you
may
want
to
follow
up
on
as
well
as
far
as
training
just
to
get
it
firsthand
like
what
happened.
B
G
E
E
In
part
right
now,
I
think
it
should
be
something
that
is
not
tolerated
whatsoever.
I
think
an
officer
should
be
fired
for
being
homophobic
or
being
transphobic
or
excluding
people.
You
know
within
the
community
that
they're
supposed
to
be
serving
and
protecting
so,
if
they're
not
willing
to
sit
down
and
learn
how
to
protect
them,
serve,
they
don't
need
to
be
on
a
police
force
whatsoever.
It's
like
a
racist
cop,
same
situation
if
they
want
to
be
racist,
they'll
be
racist
somewhere
else
and
we're
not
not
gonna.
E
Have
that
here
I
mean
I'm
gonna
speak
for
the
task
force,
but
you
know
that
that's
pretty
evident.
G
A
J
Thank
you
both
for
this
presentation.
Man,
please
forgive
me
for
my
ignorance,
but
what
what
is
the
sex
worker
and
what
are
they?
Are
there
different
qualifications
for
what
a
sex
worker
is
and
how
they
are
perceived
perceived
by
the
pittsburgh
board
of
police
bureau
police.
E
Yeah,
so
a
sex
worker
is
another
another
term.
Another
name
is
what
we
call
prostitutes.
E
I
want
to
say
five
ten
years
ago,
and
these
are
individuals
who
are
again
living
in
an
economic
disadvantaged
community
that
they
do
not
have
access
to
resources,
so
they
are
forced
to
have
sex
for
financial
means
in
order
to
thrive
within
the
community.
So,
and
with
this,
this
is
frowned
upon
by
police
systems
by
governmental
systems,
when
in
fact,
police
officers
engage
with
pro
or
as
sex
workers.
E
Government
officials
engage
with
the
sex
workers,
so
it
makes
no
sense,
for
you
know
us
to
be
in
a
system
where
we
are
not
uplifting
and
protecting
those
that
we
are
seeking
services
from
and
I'm
specifically
speaking
to
you
know
those
officers
or
those
government
officials
who
may
be
seeking
services
from
sex
workers
no
judgment,
but
at
the
same
time,
let's
make
sure
that
these
communities
are
safe
during
sex
work,
and
that
means
looking
into
beyond
you
know:
task
force
means
but
looking
into
legislation
and
looking
into
how
we
can
make
this
happen
in
pittsburgh,
so
yeah.
C
Yes,
sorry,
hi
sierra.
I
wanted
to
ask
you
a
question
as
a
follow-up
to
something
you
brought
up
earlier
related
to
sex
workers,
and
you
indicated
that
a
lot
of
times
it's
the
police
force
themselves
for
responding
to
situations
and
I'm
curiou
that
involves
sex
workers.
I'm
curious
from
your
viewpoint
in
an
ideal
world
who
would
you
like
to
see
responding
to
any
sorts
of
situations?
Should
it
be
the
police?
Are
there
alternate
services?
C
E
Yeah,
I
think,
like
I
haven't
seen
any
especially
you
know:
centering
tlgb,
tlgbq,
folk
or
specifically,
trans
folk,
who
are
extremely
more
marginalized
than
or
lgbq
communities.
E
I
think
something
we
need
some
type
of
domestic
violence,
hotline,
domestic
violence
in
space
where
folks
can
call
and
report
these
things
and
instead
of
the
police,
because
again
the
police
will
protect
the
police
if,
if
need
be
within
that
system.
So
in
order
to
avoid
that
and
we
the
task
force,
I
mean
if
people
can
report
to
the
task
force
when
these
things
happen
and
the
task
force,
you
know
deal
with
the
police
after
after
these
things
happen
within
community.
E
That
would
definitely
be
an
outlet,
but
we
do
also
need
spaces
where
people
and
I
kept
saying
domestic
but
sexual
domestic
sexual
violence.
You
know
all
these
things
when
they're
happening
within
the
lgbtq
community,
we
need
to
be
able
to
have
affirming
spaces
with
people
like
us
that
can
handle
these
situations
accordingly
and
talk
to
again
folks,
like
the
task
force,
talk
to
the
city,
talk
to
the
state
and
finding
ways
to
eradicate
these
things.
C
Okay,
thank
you.
Can
I
just
as
a
follow-up?
Would
you
envision
someone
who
has
expertise
in
handling
homeless?
You
know
in
working
with
those
from
who
are
homeless,
be
helpful
in
these
situations.
Maybe
someone
who
has
experience
as
a
social
worker
working
with
those
who
are
homeless,
but
then
perhaps
maybe
a
little
bit
of
expertise
with
the
non-binary
slash
transgender
sex
worker
community
is.
E
C
E
Yeah,
I
think
it'll
be
helpful,
but
I
also
think
you
have
to
scrape
off
some
of
the
expectations
of
a
person
that
would
be
leading
that
type
of
conversation
or
being
involved
with
that
type
of
space.
Understanding
that
live,
lived
experience
is
going
to
trump
any
type
of
degree.
Someone
may
have
gone
to
school
to
get
when
someone
lives
the
experience
and
goes
through
the
experience
and
is
able
to
eradicate
and
teach
others
about
that
experience.
E
I
think
that's
the
best
route
to
go
than
looking
for
a
professional,
and
I
use
quotations
with
that.
Of
course
having
professionality
is
good
to
be
able
to
have
conversation,
but
at
the
same
time
we
have
to
think
about
who
we
have
in
the
community
in
pittsburgh.
Instead
of
outsourcing,
because
pittsburgh
loves
to
outsource,
so
we
can
end
source
and
use
those
that
we
have
within
our
community
to
be
able
to
do
that.
K
Thank
you,
sierra
and
tiffany,
both
for
joining
us
this
evening.
I'd
like
to
circle
back
to
the
comment
about
accountability,
because
I
think
it's
really
central
to
the
work
of
this
task
force
and
sierra.
You
had
mentioned
that
you
made
the
comment
that
it's
difficult
to
make
reports
to
the
people
in
blue
who
you
already
have
issue
with.
So
I'm
curious.
K
If
you
could
share
with
us
a
little
bit
about
what
might
help
you
know
what
kind
of
accountability
mechanism
or
body
might
help
have
you
would
feel
more
comfortable
bringing
these
issues
to
ensure
better
accountability
and
transparency.
I'm
grappling
with
this
myself.
We've
got
the
office
of
municipal
investigations.
We've
got
the
community
citizens
police
review
board.
We
have
the
office
of
community
health
and
safety
now
and
there's
a
lot
of
intersection
about
accountability
and
transparency,
but
it's
come
up
a
number
of
times
about.
How
can
we
improve
that?
K
E
Transparency-
that
is
my
that's
all
I
can
register
in
my
head-
is
to
fire
them.
That's
what
accountability
looks
like
is
not
allowing
these
these
folks
who
abuse
their
power
to
continue
abusing
their
power.
I
I've
seen
when
things
happen
within
community.
They
try
to
send
the
officers
through
we'll
send
them
their
training
for
a
couple
of
weeks
and
maybe
they'll
be
different
afterwards
and
they're.
Not
these
are
human
beings.
Human
beings
know
how
to
play
the
system.
They
know
how
to
I'm.
E
Gonna
go
to
this
training,
so
I
don't
lose
my
job
and
then
I'm
gonna
get
back
to
work.
That's
just
not
enough
is
that's
not
enough.
E
They
should
not
be
getting
our
tax
dollars
for
harming
harming
our
communities,
so
there's
no
way
that
they
should
continue
being
police
officers
in
a
community
that
the
police
have
had
horrible
relations
with
since
before
I
was
born
and
I'm
31
years
old
and
I've
listened
I'm
going
to
listen
to
my
elders,
who
was
here
before
me
within
community
who
has
been
dealing
with
these
same
things
again
before
I
was
born,
and
there
has
been
no
absolutely
no
accountability.
I
think
it's
just
they'll
go
a
press
release.
E
The
police
are
getting
trained
on
how
to
deal
with
trans
people
and
then
the
following
week.
Officers
are
being
transphobic
out
outwardly
towards
the
community
or
being
homophobic
towards
those
that
they
encounter.
E
So
we
we
see
the
action
with
no
results.
So
it's
like
yeah,
I'm
sorry
go
ahead.
K
E
Yeah,
absolutely
if
the
police
officer,
if
it's
an
independent
investigation
outside
of
the
police
and
those
folks
aren't
involved
in
the
investigation,
I
think
that's
the
best
route
to
go,
because
again
we
won't
run
into
that
police
protecting
the
police
situation.
I
spoke
on
earlier
it'll,
be
a
third
party
uninvolved
looking
at
the
facts
and
the
receipts
of.
L
You
know
what
happened
in
these
individual
situations.
Thank
you,
bro.
Are
you
basically
saying
that
this
is
a
recruitment
issue
too
that
some
of
this
stuff?
It's
just
like
racism,
it's
embedded
it's
it's
in
there,
and
so
we
have
to
do
a
better
job
of
when
folks
first
present,
as
wanting
to
become
an
officer
being
able
to,
I
don't
know
the
right
psychological
test,
then
the
right
background
information,
the
collecting
of
information
that
they
do-
that
goes
back
years
and
years
so
that
you
have
a
better
chance
of
weeding
someone
with
those
attitudes
out.
L
I
realize
that
people
do
evolve
in
their
way
of
thinking
and
they
come
around
and
they
think
god
that
was
stupid
or
whatever,
but
I
think
for
the
most
part,
people
stay
the
way
that
they
are,
and
it
becomes
worse
or
weaponized
when
they
have
power,
so
is.
Is
that
pretty
much?
What
you're
saying.
E
Yes,
ma'am,
that's
that's
what
I'm
saying
yeah
I
I
know
I
heard
a
few
years
ago
in
pittsburgh
there
I
think
it
was
2017
or
18
that
a
trans
officer
was
being
brought
into
the
force
and
in
pittsburgh
and
everyone
that
was
a
conversation
for
a
while
within
the
community
like
well,
maybe
they'll
be
more
inclusive
now,
because
they
have
a
trans
officer.
E
Even
the
trans
officer
was
having
trouble
being
an
employee
of
the
city
being
an
officer.
You
know
around
other
transphobic
officers
so
that
that
was
that
was
short-lived.
So,
like
you
said
it's
a
sickness,
not
only
a
sickness,
but
just
something
people
will
won't.
Let
go
so
weeding.
Those
folks
out
is
would
be
essential
if
those
relationships
are
going
to
start.
A
M
Thank
you,
so
thank
you
both
for
your
insights
and
for
your
courage
to
share
in
this
way
and
sierra.
Actually,
what
I've
been
meaning
to
ask
you
actually
just
broached,
and
I
want
to
go
a
little
bit
further
with
it.
M
I'm
curious:
is
there
a
correlation
between
how
a
police
force
has
lgbtq
members
of
the
force
and
how
well
they
deal
with
the
lgbtq
community
at
large.
E
I
haven't
seen
many
examples
of
that,
especially
not
here
I
mean,
and
I
I
get
around
the
country
I
get
around
the
state.
I
haven't
seen
that
as
being
a
reality
again
what
I
just
talked
about
the
trans
officer.
That
was
the
first
time
I've
ever
heard
of
a
a
trans
person.
You
know
joining
the
force
in
ever
and
there
are
100.
E
M
E
Again,
they're
they're,
I'm
sad,
it's
sad
to
say,
but
there
isn't
any
that
I've
seen
the
the
relationships
between
police
and
the
lgbtq
community
are
just
that
I
mean
we're.
E
Our
history
is
rooted
on
having
issues
with
the
police
and
that
continues
and
a
lot
of
people
don't
understand
the
difference
between
like
city,
police
and
those
who
work
in
allegheny
county
jail,
and
these
are
two
different
bodies
of
people
and
so
but
they're
all
police
to
community
members,
so
that
blame
is
going
to
be
put
on
everyone
involved
in
in
the
police
system.
So
and
that's
that's
just
where
we
are
and
again
that's.
E
That
is
not
like
a
bridge
that
you
know
the
lgbtq
community
should
be
building
it's
a
bridge.
The
police
should
be
trying
to
build.
You
know
with
the
community
and
even
when
that
happens
like
we're
having
a
conversation
now,
if
the
community,
I'm
not
the
community,
if
the
community
is
not
receptive
of
that,
they
just
aren't
and
there's
nothing,
there's
nothing.
You
know
anyone
can
do
about
that.
Except
try
to
you
know:
do
your
jobs
and
call
out
those
who
are
harming
people
so
yeah.
A
N
I'm
here
I'm
sorry,
I'm
trying
to
unmute
my
headpiece
here,
I'm
sorry
about
that.
I
should
have
lowered
my
hand
actually,
because
my
co-chair
valerie
mcdonald
roberts
did
indeed
ask
a
number
of
the
questions
that
I
had
of
sierra
and
tiffany
as
well.
A
H
Yes-
and
this
is
for
either
ciara
or
or
tiffany
so
it
my
question
is
related
to
bobby's
question
as
she
asked
earlier,
but
mine's
a
little
bit
more
direct
in
terms
of
really
in
terms
of
the
citizens
police
review
board.
Do
you
see
that
as
a
place
where
the
lgbtq
community
can
go
to
file
a
complaint.
D
Yeah,
I
would
say
I
I
would
say
that
there
I
I
know
of
some
cases
that
have
been
filed,
but
I
think
the
awareness
isn't
there
and
I
think
members
of
the
community
are
concerned
about
retribution.
So
if
you
know
is
it
anonymous?
Is
there
a
chance
that
this
person,
especially
if
you
are
you
know
if
you
are
engaged
with
something
like
sex
work
or
other
activities
that
are
deemed
illegal?
You
know,
is
that
something
that
they
can
come
back
and
there's
retribution
against
you.
D
So
you
know
there
have
been
some
cases
and
we
do
direct
folks
to
that
avenue,
but
I
think
there's
a
fear
of
anything
and
especially
with
police
in
the
name,
I
think,
there's
always
a
fear
of
our
police
involved.
You
know
they're
going
to
know
my
address
they're
going
to
know
where
I
live
they're
going
to
know.
D
You
know
who
I
am
and
and
so
I
think
that
there's
there's
a
lot
of
work
that
needs
to
be
done
there
to
make
sure
members
of
the
community
all
communities,
but
particularly
our
most
marginalized
communities,
need
to
understand
that
that
is
a
resource.
D
Would
say
around
the
confidentiality
around
the
process
and
around
just
the
awareness
of
that
of
that
group?
What
you
know,
what
would
you,
what
would
you
take
to
the
citizens
police
review
board?
What
is
appropriate,
what
what
kind
of
actions
do
they
take?
I
don't
see
a
ton
of
outreach
at
community
events
or
awareness
to
the
community,
that
that
is
a
resource
that
if
they
do
have
an
issue
with
an
officer
that
they
can
go
there.
E
Sorry
bobby
perfect,
and
I
would
also
add
to
making
sure
that
you
have
representation
of
lgbtqia
folks
within
these
spaces.
So,
like
one
of
these
review
boards,
you
know
on
diff
different
spaces
that
have
power.
E
You
know
within
the
city
that
are
here
to
not
police
the
community
or
whatever
you
know
what's
going
on,
we
need
representation
in
those
voices
because,
again,
when
you
have
people
in
the
community
that
have
experienced
these
things,
and
these
things
are
brought
to
a
task
force
or
a
review
board,
it
can
be
handled
with
a
lens
of
understanding.
A
G
You
bring
some
very
difficult
issues
like
very
tiffany
on
the.
G
G
Secondly,
to
your
knowledge,
is
there
anyone
from
your
organizations
that
are
currently
involved
at
all
in
the
training
of
the
police?
I
know
what
you
said:
sierra
about
what
happened
two
or
three
years
ago,
but
is
there
any
relationship
at
all
or
did
that
just
break
down
because
of
what
happened
with
comments
and
giggles
and
insults
from
two
or
three
years
ago?.
D
From
my
knowledge,
I
don't
think
they're,
I
don't
think,
there's
any
lgbtqi
plus
organization,
that's
providing
that
training.
So
I
don't
know
if
that's
done
in-house,
but
I'm
not
aware
and
and
I'm
in
c
or
are
you
aware,
because
you
would
have
a
much
better
handle
on
that.
E
I
know
sarah
was
having
conversations
around
that
for
a
while,
but
and
sarah
was
on
our
advisory
council.
But
I
I
haven't
heard
anything
in
a
like
a
while.
So
I'm
assuming
no.
D
There's
a
national
there's,
there's
a
national
curriculum
for
soji.
D
Yeah,
there
is
there's
kind
of
a
standardized.
You
know
train
the
trainer
type
of
curriculum,
so
they
may
have
someone
that's
in
the
pbp.
That
is,
you
know,
certified
as
a
soji
trainer,
but
you
know
if
they
don't
have
experience
as
a
member
of
the
lgbt
community.
You
know,
I
think
you
know,
that's
that's
a
loss,
so
I
think
it's
one
thing
to
just
do
a
training
and
you
know
have
have
people
kind
of
check
boxes.
It's
another
thing
to
have
folks
come
in
to
talk
about
their
personal
experience,
things
that
they've
faced.
D
Why
it's
important?
I
think
that
you
know
that
would
definitely
be
much
preferable.
G
A
B
Thank
you,
dr
bullock.
As
a
follow-up,
we
can
ask
about
the
psychological
screening,
sylvia
you're,
absolutely
right.
You
know
I.
I
am
a
strong
believer
in
weeding
things
up
front
end,
instead
of
dealing
with
it
on
a
back
end
because
you're
kind
of
stuck-
so
I
don't
know
that's
something
that
can
be
asked
that
for
from
hr.
B
The
other
thing
is:
oh,
real,
quick
question:
sarah,
who
I'm
assuming
that
the
the
police
recruit
the
new
police
recruit,
was
who
didn't
survive
because
of
all
the
the
bias
that
was
shown.
Was
that
a
trans
I'm
assuming
that's
trans
male
or
was
it
a
trans?
Female
was
a
trans
man?
Okay,
that's
what
I
thought.
So
they
had
a
double
whammy
who
see
I
want
to
find
out
who
does
provide
training
at
the
academy
tim
will
get
together.
I
think
that's
that
npo
etc.
B
Training,
which
is
kind
of
standardized,
has
there
ever
been
a
convening
of
police
officers.
There
are
many
police
officers
on
the
force
that
are
not
biased.
There
are
many
many
who
are
very
biased
and
are
basically
homophobic
or
have
homophobic
tendencies
or
just
plain
ignorance.
B
My
personal
opinion
is
you're
not
going
if
you
have
to
weed
out
everybody
that
is
like
that
you're
going
to
have
a
real,
narrow
police
force,
it's
going
to
be
so
small,
but
just
like
state
police
officers
often
have
physicians
that
are
on
the
operating
table
and
they
see
a
swastika
on
somebody's
arm.
They
are
still
required
by
their
oath
to
be
able
to
do
what
they
have
to
do
period.
It
doesn't
matter
how
you
feel
it's
a
matter
of
what
you
do.
B
So
I
agree
with
ucr
that
we
really
do
need
more
accountability
on
that.
But
the
question
is
for
those
police
officers
that
are
not
that
are
very,
very
much
so
open-minded
have
they
ever
been
convened
to
have
a
discussion
to
and
maybe
as
a
volunteer
to
come
and
talk
about
the
types
of
bias
and
by
the
way,
this
whole
thing
needs
to
be
part
of
the
implicit
bias
training
and
it
needs
to
be
recurring,
not
just
one.
You
know
one
and
done
at
the
academy.
B
It
needs
to
be
recurring
and
the
the
basically
the
whole
issue
of
the
lgbtqia
interaction
needs
to
be
part
of
that.
But
has
there
ever
been
a
convening
of
police
law?
Have
you
ever
gone
through
that
cri?
Were
you
just
a
group
of
police
officers
that
talked
to
you.
E
From
my
experience,
no
they'll
they'll
reach
out
individually
yeah,
but
no
there
isn't
going
to
convene
me.
A
G
D
Tim,
this
is
tiffany.
I
would
be
happy
to
to
do
that
and
I
what
I'll
do
is
I'll
coordinate
with
siora
I'll
prepare
the
document,
and
you
know
she
can.
She
can
put
you
know
some
information
in
there
and
make
sure
everything
looks
good
on
her
and
but
I'll
definitely
work
on
that.
For
you
tomorrow
appreciate
it.
E
G
H
Dr
bullock,
I
have
a
question.
I
just
have
a
thank
you
for
tiffany
and
ciara
and
and
sierra
sierra.
I
heard
your
comment
earlier
and
I
just
want
to
say
I
greatly
respect
what
you
said
that
one
you've
been
having
conversations
for
a
while
you're
tired
of
conversations,
and
you
actually
want
to
see
change,
but
also
the
comment
that
you
made
that
there
are
those
and
I've
heard
those
voices
as
well.
H
G
And
I'm
sorry,
dr
bullock
and
valerie,
I
do
have
another
question.
This
is
a
little
touchy.
I
have
to
have
there
been.
A
Tim,
be
quick.
Sierra
has
another
meeting
that
she
has
to
get
to
at
5,
30.
G
Have
there
been
conversation
I'm
trying
to
I
I
I've
I've
been
down.
If
you
let
me
leave,
leave
me
alone
if
it
has
been
conversations
on
taking
the
legality
out
of
sex
trafficking
or
whatever
word
have
there
been
any
discussions
locally
or
in
other
cities
and
how's
that
have
been
handled
yeah
or
at
least
minimizes.
G
The
impact
legally.
E
There's
been
conversations
around
decriminalizing
sex
work
and
what
that
would
look
like
for
sex
workers
within
the
community,
so
yeah
that
has
been
happening.
D
A
ton
locally,
but
in
some
cities
they
have
effectively
decriminalized
it
and
they've
also
stopped
doing
things
like
doing
sting
operations.
Thank
you
so
much
sierra
she
has
to
run,
but
in
other
cities
they
have
decided
to,
you
know,
stop
doing
sting
operations
and
so
you're,
not
getting
people
who
you
know
are
very
desperate
and
you
know,
are
advertising
online.
They've
stopped
doing
that
and,
and
there's
been
some
success,
so
we
could
send
those
over
as
well.
A
Tiffany
and
sierra.
Thank
you
both
for
taking
time
to
talk
with
the
task
force.
You've
provided
a
wealth
of
information
and
have
enlightened
us
to
better
understand
many
challenges
that
you're
facing
and
will
provide
us
with
added
information
that
can
be
integrated
into
our
recommendations
that
we
will
be
presenting.
A
N
I'm
sorry,
may
I
may
I
please
make
one
more
comment.
N
N
Yeah,
this
is
with
regards
to
changes
in
policies
in
arresting
and
prosecuting
sex
workers.
It
seems
to
me
that
that
may
be.
It
may
be
worth
having
a
conversation
with
the
da's
office.
The
d.a
is
our
top
law
enforce
law
enforcement
official
and
if,
for
example,
there
were
a
decision
to
be
made
by
the
da's
office
and
the
d.a,
but
hey
we're
not
going
to
prosecute
sex
workers
anymore,
then
the
police
would
be
less
likely
to
keep
arresting
sex
workers.
A
Thank
you
well,
thank
you
again
and
we
will
receive
several
questions
from
members
of
tim
stevens
task
force
and
we
appreciate
you
taking
the
time
to
assist
us
in
gathering
and
returning
that
information
we
will
now
transition
to
our
second
presentation
with
dr
anu
palmer,
jane
executive
director
for
gender
equity
and
commission.
I
did
see
her
join.
O
A
We
will
ask
valerie,
can
you
introduce
a
new
force?
Please.
B
Yes,
thank
you.
We
just
call
her
anew
and
because
people
destroy
pain,
but
anew
has
been
with
the
city
a
new.
Has
it
been
2016.
B
In
three
years
now,
at
first,
the
gender
equity
commission
was
was
actually
legislated
by
former
city
councilwoman,
natalia
rudiak,
and
with
a
budget
and
and
stipulations
convening
a
board
etc,
and
the
person
was
to
be
placed
in
the
mayor's
office
in
an
executive
position
to
manage
that
commission.
So
that's
where
I
knew
has
been
and
she's
there.
B
I
believe
full
time
now
and
dr
jesse
raymie,
I
believe,
is
still
the
chair
of
chatham
college
and
anew
is
always
been
about
intersectionality
of
of
gender
and
a
number
of
other
issues,
factors
and
and
elements
out
there
beyond
just
gender.
So
she
knows
what
she's
talking
about
and
I'm
posting
she
has
a
powerpoint
presentation.
So
a
new
thing.
Thank
you,
dr
anujay.
Thank
you.
O
Thank
you,
it's
lovely
to
see
you
all.
Thank
you
for
all
the
wonderful
hard
work.
You're
doing,
and
I
am
going
to
as
valerie
suggested,
share
my
screen
and
I
did
send
this
to
the
co-chair.
So
you
will
all
have
this
information
and
just
let
me
know
if
you
see
the
if
you
have
any
problem
with
what
I'm
trying
to
share
with
you.
So
the
first
thing
I
just.
O
O
As
you
know,
it's
a
hundredth
year
this
year,
the
centennial
of
suffrage,
which
was
really
some
white
women
suffrage,
and
we
still
have
challenges
to
full
voting
for
everyone
in
the
united
states,
but
some
of
those
legacies
of
gender-based
and
other
barriers
still
persist,
and
so
we
are
tasked
with
working
with
the
city
to
change,
city
policies
and
practices
from
the
inside
to
translate,
I
sometimes
say
activist
social
justice
visions
into
policy,
and
so
this
is
just
a
little
overview
on
our
webpage,
which
is
the
city
website
pittsfordpa.gov,
and
you
can
find
us
under
boards
authorities
and
commissions.
O
There's
a
short
tedx
talk
less
than
10
minutes
long
purposely,
so
people
can
find
out
about
about
us.
O
Since
we
are
the
city's
newest
commission,
we're
always
trying
to
make
sure
people
who
are
interested
in
engaging
with
us
know
about
our
monthly
meetings
that
are
open
to
the
public
and
that
we
are
as
accessible
as
possible
because-
and
I
really
appreciate
following
tiffany
and
sierra-
that
we
are
committed
to
gender
equity
for
all
women,
including
trans
and
gender,
fluid
people,
and
we
take
an
intersectional
approach
recognizing
that
we
none
of
these
are
quote
unquote
women's
issues,
they're
human
issues
and
that
we're
all
impacted
by
gender.
O
So
that's
a
little
bit
about
what
the
gender
equity
commission
is.
This
is
a
timeline,
and
I
I
sent
the
slides
to
all
of
you
and
we
will
be
putting
this
up
on
our
website
and
linked
throughout
the
timeline
on
our
documents
that
we've
produced.
O
So
I
feel
like
the
mostly
volunteer
group,
that
I
work
with
16
people,
four
of
whom
work
for
city
government
along
with
me,
but
the
volunteers
have
been
tireless
and
really
trying
to
share
what
we're
learning,
and
so
the
first
thing
is
in
2019
the
pittsburgh's
inequality
across
gender
and
race
report,
and
that
gender
and
race
are
two
of
the
best
predictors
of
life
outcomes
and
in
pittsburgh.
O
That
can
be
really
helpful
and
then,
most
recently
in
june,
we
presented
to
city
council
in
the
mayor's
office
a
set
of
policy
recommendations
based
on
the
data
that
we
had
been
collecting
and
analyzing,
and
our
policy
recommendations
are
called
building
an
equitable
new
normal
responding
to
the
crises
of
racist
violence
in
covid19
that,
as
as
we
know,
kobit
has
highlighted
and
exacerbated
already
existing
inequities.
And
so
we
don't
want
to
go
back
to
normal.
O
Number
one
is
addressing
police
violence
and
given
our
mandate,
we're
thinking
about
police
violence
in
terms
of
particular
patterns
connected
to
gender,
and
so
I
hope
that
this
information
adds
to
all
of
the
work.
Your
task
force
is
doing
in
highlight
some
questions.
You
might
want
to
be
asking
or
recommendations
you
might
want
to
be
making
in
terms
of
how
gender
and
policing
go
together
and
intersect.
O
The
overview
of
the
policy
recommendations
and
number
11
is
pilot,
a
universal
basic
income
program,
and
I
just
want
to
point
that
out,
because
one
of
the
biggest
gaps
we
see
in
our
city
is
in
terms
of
poverty
and
access
to
employment,
and
so
that's
certainly
very
important
to
us
and
we're
working
on
poverty
alleviation
and
workforce
equity
as
very
specific
goals,
but
our
since
this
was
released
in
june
and
we
were
responding
as
the
rest
of
the
country
was
to
the
horrific
actions
leading
to
the
death
of
george
floyd.
O
We
felt
that
we
really
needed
to
make
some
recommendations
about
how
policing
needs
to
be
changed
to
a
focus
on
community
health,
and
so
I
know
from
a
presentation
that
dr
bullock
kind
of
gave
last
week
to
the
gender
equity
commission
that
you
were
talking
about
these
things
very
specifically
and
that
you've
already
discussed
many
of
our
recommendations
and
I
think,
there's
a
real
dovetailing
of
public
interest
in
rethinking
some
of
our
common
quote-unquote
common
sense
about
how
communities,
especially
vulnerable
communities
of
black
and
brown
people
of
people
in
economically
depressed
areas
interact
with
our
police.
O
So
I
just
wanted
to
share
that.
These
are
our
common
recommendations
being
made
to
keep
all
of
us
safer.
I
then
wanted
to
just
highlight
for
you
some
of
the
ways
that
gender-based
issues
come
up
when
you're
thinking
about
police
reform.
I'm
sure
you've
thought
about
these,
but
I
wanted
to
put
them
in
a
very
brief
list.
O
So
we
know
that
there
are
patterns
of
police,
brutality
against
women.
The
say
her
name
campaign
kimberly
crenshaw,
who
coined
the
term
popularized
the
term
intersectionality
emerging
out
of
black
feminist
activism
in
the
last
century,
has
really
pointed
out
that
as
important
as
the
focus
is
on
the
violence
perpetrated
and
police
brutality
against
black
men.
Sometimes
we
forget
that
black
women
also
face,
and
especially
black
trans
women,
that
also
face
incredibly
disproportionate
kinds
of
violence,
and
so
that's
one
thing
to
not
lose
sight
of
I've.
O
I
heard
implicit
bias
training
and
I
do
think
that
implicit
bias,
training.
The
research
shows
that
there's
really
good
effect,
but
it
needs
to
be
ongoing.
It
needs
to
be
built
in
it
can't
be
a
one-time,
optional
thing
just
to
address
the
fact
that
our
society,
there
are
so
many
stereotypes
and
stigmas,
especially
around
race,
and
especially
around
certain
kinds
of
gender
diversity
that
that's
really
crucial.
O
Some
of
what
I've
been
hearing
when
I've
spoken
with
people
who
work
for
the
police
department
in
pittsburgh
is
that
there
needs
to
be
more
widespread
awareness
about
domestic
violence
and
intimate
partner
violence
the
that
when
police
are
involved.
Sometimes
this
leads
to
re-traumatizing
people
who
are
experiencing
these
kinds
of
violence,
because
cycles
of
violence
related
to
these
gender-based
patterns
aren't
always
things
that
are
part
of
the
training
are
part
of
the
information.
O
That's
to
not
even
go
into
the
area
of
what
do
we
do
when
we
have
police
who
may
themselves
be
perpetrators
of
these
kinds
of
violence,
and
so
these
throughout
the
country?
That's
an
issue
that
police
forces
are
thinking
about
recruitment
of
diverse
police
personnel,
there's
some
research
that
suggests
that
when
you
have
more
women
that
you
might
see
some
changes
in
the
attitudes
of
police.
O
That's
preliminary
research,
but
we
certainly
know-
and
I
put
in
here
a
quote
from
a
study
about
the
rising
decline
of
women
in
the
pittsburgh
bureau
of
police-
that
the
diversity
that
people
talk
about
includes
this
dramatic
decrease
in
the
number
of
women,
so
that
the
progress
in
our
particular
locale
is
not
being
made.
In
fact,
we've
been
going
backwards
and
that's
something
to
think
about
very
systematically,
and
that
of
course
involves
you
know,
practices
of
hiring
and
recruitment
and
other
things
creating
an
inclusive
environment
that
prevents
gender
stereotyping
and
harassment.
O
Women
in
police
forces
throughout
the
country
report
that
the
environment
is.
It
is
often
overtly
hostile-
and
I
heard
someone
talking
about
homophobia,
but
just
ideas
about
women
about
not
feeling
that
they're
adequate
to
the
job
of
being
teased
and
harassed
in
a
variety
of
ways.
So
it's
important
to
diversify.
But
it's
also
important
that
from
the
top
down,
there's
very
clear,
messaging
and
persistent
support
of
inclusion,
mentoring,
opportunities
for
women
and
other
underrepresented
groups,
so
that
you
find
in
pittsburgh,
police
and
other
police
forces
that
very
few
leadership
positions
are
held
by
women.
O
And
that
is
another
thing.
That's
generally
true
in
all
of
our
sectors.
But
once
again,
that
is
a
systematic
way
to
think
about
gender-based
barriers
and
then
finally,
equitable
and
transparent
policies
around
pregnancy,
family,
leave
and
so
forth,
and
this
is
affects
all
people,
but
certainly
pregnant
individuals
find
that
union
policies
don't
always
match
other
kinds
of
policies,
and
so
it
can
be
very
opaque
what
accommodations
are
available,
which
makes
it
once
again
a
workplace
that
is
not
very
gender
sensitive.
O
So
these
are
all
things
that
are
very
specific
to
patterns
in
our
society
that
affects
men
and
women
differently
and,
of
course,
as
you
were
discussing
people
of
diverse
gender
identities.
O
O
On
any
of
these,
I
wanted
to
just
give
you
the
the
website
for
the
from
the
african
american
policy
forum
say
her
name
and
just
that
they
they
collect
a
lot
of
statistics,
and
they
really
try
and
make
sure
that
we
amplify
the
experiences
that
can
often
be
invisible
about
how
gender
impacts
the
way
that
police
interact
with
different
communities.
O
And
so
a
lot
of
conversations
are
happening
right
now
about
body
cams
and
how
they
can
make
us
safer.
And
this
is
a
recent
piece
that
really
talks
about
the
ways
that
gender
and
ideas
about
proper
behavior,
about
the
way
that
sex
workers
are
harassed.
For
example,
gender,
non-conforming
people.
How
body
cam
legislation
needs
to
really
take
into
account.
O
The
way
that
these
these
members
of
our
community
are
interacting
with
the
police
that
we
need
to
highlight
and
really
make
sure
that
that
we
are
protecting
the
most
vulnerable
in
our
communities.
Who
can
sometimes
be
very
much
ignored
when,
when
we
don't
think
about
the
implications
in
these
intersectional
ways,
so
those
are
my
slides
and
I
wanted
to
leave
you
just
with
these
questions.
O
This
is
from
the
un
and
it's
from
january
of
this
year
and
they're
just
a
great
set
of
questions
that
can
help
guide
benchmarking.
If
you
are
making
recommendations
asking
these
kinds
of
questions,
one
of
the
questions
number
four:
are
there
specific
provisions
that
allow
women
police
officers
to
be
assigned?
Sorry,
I
meant
number
three:
do
women
police
officers
have
facilities
to
meet
their
specific
needs?
O
Only
the
last
two
years
have
some
of
our
fire
stations
and
police
offices
actually
made
sure
that
we
had
gender,
specific
gender
inclusive
facilities.
So
these
questions
to
me
are
a
good
guide
to
say
when
we
we
start
to
make
reforms
when
we
recommend
reforms,
how
are
we
going
to
measure
that
we
are
are
affecting
changes
that
are
positively
impacting
all
members
of
our
communities?
O
So
I
will
stop
sharing
my
screen,
and
hopefully
I
kept
to
my
about
10
minutes
because
I
know
you're
busy,
but
I'm
also
available
on.
If
you
have
questions
and
if
the
co-chairs,
if
there's
time
for
me
to
answer
any
questions,
people
might
have
for
me.
A
H
All
right,
so
a
quick
comment
anew
so
glad
you
were
able
to
come.
I
don't
know
if
you
saw
but
b-e-t
saturday
at
11
p.m,
we'll
be
airing
her
and
it's
addressing
brianna
taylor,
but
also
other
women
and
and
to
say
her
name
movement.
So
I'm
going
to
be
taking
a
nap
during
the
day,
so
I
can
get
up
and
and
watch
that
one.
But
I
have
a
question
on
two
of
the
recommendations
that
you
have
and
the
in
your
building.
H
Sorry,
I'm
forgetting
the
title
of
it
right
now,
because
I
actually
have
the
report
open,
but
just
wanted
to
see
how
we
as
a
task
force,
could
help
to
promote
these
and
also
to
see
if
you've
had
any
traction
on
these
recommendations.
So
far,
so
one
of
them
is
number
two
where
it
has
mandate
the
collection
of
disaggregated
data,
including
about
gender
for
all
city
department,
functions,
programs
and
initiatives,
and
so
from
our
perspective,
we
have
been
dealing
with
data
and
that
disaggregated
data,
and
not
only
the
collection
of
it.
H
But
how
do
you
then
report
it?
So
if
you
could
speak
a
little
bit
to
how
the
task
force
can
support
that
one
in
our
efforts
and
then
the
other
one
is
related
to
number
four.
So
as
we're
looking
at
a
lot
of
the
activities
that
police
are
involved
in
that
relate
to
human
services,
and
how
can
we
support
these
human
services
entities?
You're
number
four
dealing
with
prioritizing
resources
for
women,
girls,
trans
and
gender,
diverse
people,
and
then
you
go
into
a
list
of
those
services.
H
But
those
were
the
two
that
I
that
I
kind
of
brought
out
that
I
thought
would
be
relevant
for
this
group.
So
if
you
think
there
are
others
that
we
could
amplify,
let
me
know,
but
then
I'll
now
stop
talking.
So
you
can
respond.
O
Sure,
and
so
the
one
of
the
reasons
the
gender
equity
commission
exists
is
because
there
is
such
a
wide
gender
data
gap,
and
I
always
use
the
example
of
the
crash
test
dummies
that
to
make
cars
safer
when
they
started
using
airbags
and
mandating
airbags
and
cars
that
they
didn't
test.
O
But
they
used
a
standard
sort
of
male
body,
and
so
women
were
killed
by
airbags
and
and
there's
a
wide
range,
a
spectrum
of
physiological
differences
of
whatever
you
know,
whatever
gender
groups,
but
just
to
say
disaggregated
data,
which
means
data
that
we
can
look
at,
including
by
gender,
but
then,
ideally
also
by
race,
by
socioeconomics,
by
education.
O
By
all
of
the
factors
that
are
part
of
the
social
determinants
of
quality
of
life
and
actual
life
that
there.
That
is
a
persistent,
long-standing
problem.
And
so
the
the
the
way
in
which
the
gender
equity
commission
is
doing
this.
And
it
sounds
like
the
test
versus
hearing
from
a
lot
of
different
entities
in
city
government
is
in
some
ways
we
may
not
have
data
from
before.
But
we
can
certainly
start
collecting
data.
O
And
so
one
of
the
things
we're
talking
to
the
mayor's
office
since
that's
where
I'm
housed
is,
how
do
we
have
a
common
system
for
collecting
the
data
and
there's
a
there
is
a
perhaps
a
concern,
a
very
humane
concern.
The
data
collection
in
the
past
and,
in
certain
circumstances,
has
been
used
to
to
further
marginalize
people
to
identify
people
and
stigmatize
them.
O
But
there
are
very
systematic,
thoughtful
ways
that
we
can
collect
data
and
if
we
start
to
come
up
with-
and
maybe
this
is
something
to
think
about
citywide-
we
have
really
strong
non-profit
communities
but
using
a
similar
kind
of
system
where
we
can
track
data
across
our
different
efforts.
So
we're
at
the
very
beginning
of
doing
that.
But
we
there's
a
lot
of
receptivity.
I
would
say
in
the
mayor's
office
to
mandating
that
we
we
start
to
collect
disaggregated
data
and
there
are
so
many
gaps.
O
So
the
gender
equity
commission
is
actually
working
on
doing
community-based,
participatory
research,
because
a
lot
of
the
publicly
available
data
does
not
allow
us
to
disaggregate
beyond
some
very
large
categories
where
we
miss
patterns.
So
that's
the
first
thing.
O
So
someone
who
is
trying
to
access
services
that
should
be
available
to
everyone
in
our
city
doesn't
have
to
go
through
so
much
bureaucracy
or
go
to
five
different
buildings,
or
so
so
I
think
we're
thinking
about
that
in
terms
of
making
our
our
systems
more
nimble
and
flexible
and
accessible
to
people,
and
so
that
once
again,
I
all
of
this
work
is
very
much
long
term
and
it
means
changing
cultural
patterns
that
are
pretty
deeply
embedded,
and
so
I
thought
so.
O
The
things
you've
pointed
to
are
very
crucial
and
also
very
much
long
years
of
work
ahead
of
us.
I
hope
I
answered
your
question.
You
did.
O
N
A
F
Good
evening
miss
jane,
thank
you
very
much,
dr
jane
excuse
me
for
being
with
us
this
evening.
I
appreciate.
J
F
Very
interested
in
what
you
had
to
say
about
the
about
the
recruitment
and
retention
of
female
police
officers,
one
of
the
things
that
the
task
force
has
been
very
interested
in
and
that
the
mayor
is
interested
in
and
that
the
president's
task
force
on
21st
century
policing
in
2015
was
very
interested
in
was
the
transition
from
warrior
to
guardian
culture,
and
I
noticed
how
that
was
in
your
your
your
last
report
as
well-
and
I
know
from
reading
the
research
and
talking
to
people
in
the
field
that
you
get
more
of
those
guardian,
behaviors,
more
naturally
from
female
recruits,
because
they
have
tend
to
have
as
a
group.
F
Any
individual
can
be
different,
but
as
a
group
there's
higher
verbal
skills
and
a
much
greater
interest
and
willingness
in
de-escalation
instead
of
just
the
use
of
brute
force
and
everything
that
I
know
about.
This
particular
issue
tells
me
that
we
would
be
better
off
with
more
female
officers
as
many
as
we
could
get.
That
made
your
the
the
central
thing
in
the
middle
of
that
particular
page.
F
I'm
sorry,
I
can't
be
more
specific,
but
it
was
about
how
the
numbers
are
going
downward,
and
so
the
first
thing
I
wanted
to
ask
is
the
last
number
on
there
is
from
2015
when
we
were
at
16.
I
wonder
if
it's
worse
now,
five
years
later,
but
I
also
wondered:
if
do
you
know?
Are
there
active
working
efforts
to
recruit
female
officers?
The
way
we
sometimes
hear
about
efforts
to
recruit
people
from
other
marginalized
communities-
and
third,
is
your
task
for?
F
Is
your
gender
equity
commission
talking
to
the
existing
the
the
current
female
police
officers
within
the
pittsburgh
police
bureau
to
gauge
whether
things
are
getting
worse
getting
better?
As
far
as
the
climate
issues
that
you
were
talking
about
under
the
current
administration,
so
I've
asked
you
a
lot.
The
first
one
are
we
below
16
percent
now?
Are
they
recruiting
and
trying
to
promote
officers
who
are
female
within
their
ranks
and
are
you
talking
to
them
currently.
O
Thank
you.
Those
are
great
questions,
so
the
numbers
are
lower
so
that
that's
those
statistics
are
from
the
article
from
2018
that
was
published
and
tracked
how
gender
diversity
has
decreased
over
time
and
since
then
the
numbers
have
not
gotten
better.
I
don't
have
officially
published
numbers,
but
I
have
numbers
from
various
members
of
the
police.
It
was
certainly
not
getting
better.
O
So
I
don't
want
to
misspeak,
because
there
may
be
things
efforts
under
way
of
which
I'm
not
as
aware
as
I
could
be,
but
my
understanding
is
that
there
aren't
actually
very
there's,
not
systematic
targeting
of
women
and
for
the
third
question
that
I
have
been
in
touch
with
women
and
had
some
informal
meetings,
and
so
some
of
my
recommendations
are
based
on
information
that
I've
been
getting
from
women
and
from
people
who
are
you
know,
parts
of
lgbtq
plus
communities
and
describing
an
atmosphere
that,
but
I
use
the
most
polite
words,
but
I
think
hostile
is
is
a
very
calm
way
to
put
the
the
atmosphere
for
women
in
police,
and
so
I
think
that
what
I
know
is
mentoring
and
recruitment
done
well
together.
O
I
think,
could
really
address
some
of
those
issues.
Some
of
what
I've
heard
is
that
it's
unclear
how
women
can
achieve
leadership
roles,
so
someone
that
I've
spoken
to
extensively
is
assistant
chief
anna
kudrow
who's,
a
long
time
veteran
of
the
police
force,
and
so,
if
you
haven't
had
a
chance.
I
would
certainly
ask
some
questions
because
that's
someone
with
a
just
a
wonderful
expansive
direct
view
of
gender
and
some
of
the
barriers
for
women
in
the
police
locally.
O
M
Thank
you
for
all
your
all
your
service
and
all
your
knowledge,
so
in
keeping
with
dr
is
questioning
what's
the
target
number
and
which
other
police
departments
are
doing
it
well,.
O
That
is
a
really
good
question
and
I
actually
just
got
a
memo
from
one
of
our
wonderful
policy
coordinators
and
I'd
have
to
look
at
it
to
tell
you,
because
we
asked
for
model
policies
from
other
cities.
So
that
is
something
that
I
will
share
with
the
co-chairs
because
they
actually
jordan
fields
was
a
wonderful
policy
coordinator.
I
think
allah
mohammed
and
lindsay
powell
amazing
policy
team
in
the
mayor's
office.
O
They
gave
us
model
examples
from
other
cities
in
a
lot
of
categories,
so
at
the
top
of
my
head,
I'm
not
remembering
which
ones
I
would
recommend.
I
do
know
that
the
efforts
throughout
the
country
have
stalled
and,
and
some
of
the
structural
parallels
seem
to
be
about
how
police
unions
deal
with
transparency
issues.
O
So
so
I
would
just
say,
as
a
general
rule,
no
city
is
coming
to
my
mind
right
now,
because
I'm
thinking
about
oh
wait,
los
angeles
has
an
equal
pay
policy,
but
but
that's
a
different
policy
issue,
so
I
will
make
sure
to
send
that
to
the
co-chairs.
If
I
can
give
you
any
examples,
but
I
do
think
that
that
a
pattern
emerges.
M
M
O
Yeah
and
I
I
actually
skipped
that
question
purposely
only
because
I
think
we
have
such
a
ways
to
go
that
I'd
like
to
see
the
numbers
go
up
in
in
terms
of
how
many
female
police
officers
I
I
do
think
that
an
ideal
we
can
aspire
to
is
that
that
all
of
our
leaders
and
all
of
our
frontline
people
represent
more
fairly
represent
the
communities
in
which
they
work,
and
so
so
52
is
not
a
bad
aspiration.
O
I
think
we're
a
ways
away
from
that,
and
I
will
just
repeat
that,
including
talking
about
officers
who
are
not
white,
because
our
police
forces
is
so
majority
white
in
in
the
city
that
we
also
have
to
really
make
sure
that
we're
not
putting
people
from
historically
underrepresented
groups
into
really
hostile
environments,
and
so
so
so
that's
maybe
why
I'm
fudging
a
little
bit.
I
because
I'm
imagining
all
of
these
people
you
know
being
invited
in
but
then
really
having
to
struggle.
So
so
I'm
gonna
back
away
from
that
exact.
A
K
Good
evening,
I
want
to
circle
back
to
data
questions
because
it
seems
like,
throughout
our
numbers
of
weeks
of
work
on
this
task
force.
We
keep
coming
back
to
where's
the
data.
How
can
we
disaggregated
data
and
how
can
we
make
recommendations
that
deal
with
typically
marginalized
populations
in
the
community?
O
This
I
share
your
frustration,
so
let
me
just
say
that
I
I
do
think
it's
one
of
the
the
challenges
and
why
we're
talking
about
equity
today,
rather
than
diversity
or
equality,
is
because
we
have
in
the
past
not
really
tracked
well
or
systematically
or
humanely.
O
In
order
to
say
we
are
making
progress,
and
so
so.
This
is
something
we
need
to
change
immediately
and
in
all
of
our
spheres
of
influence,
and,
as
I
said,
I
have
this
vision
in
a
perfect
world
where
we
dovetail
where
we're
doing.
It
is
sake,
so
I
don't
come
up
with
some
way
of
tracking
the
data
that
can't
interface
with
the
way
that
another
city
department
much
left
another
organization
I've
been
having
and
it
just.
O
I
will
say
very
briefly
that
I,
the
history,
is
an
academic
I'm
getting
much
better
at
not
being
long-winded.
O
I
hope
I
looked
at
valerie
there,
but
I've
been
talking
to
a
lot
of
the
researchers
that
we
have.
You
know
the
the
eds
and
meds
in
pittsburgh.
I'm
talking
to
people
who
work
with
data
all
the
time
and
some
of
them
have
offered
things
like
working
with
one
of
their
classes
and
getting
their
students
to
help
making
it
part
of
their
education
to
actually
help
us.
Do
this
work,
so
that's,
maybe
a
too
long
term
for
the
task
force.
O
So
in
some
ways
I
can't
I
don't
know
that
we
can
make
up
for
the
failures
of
the
past
right
now,
but
we
can
all
say
okay
right
now.
We
need
to
do
this
and
I
was
speaking
with
and
I'm
forgetting
what
department
they
were
in
now
at
pitt,
and
they
actually
work
very
specifically
on
data
collection,
and
I
will
look
for
that
name
and
they
were
making
some
really
good
suggestions
and
they
were
addressing
this
sense
that
well,
if
you
ask
people,
do
people
want
to
tell
you
about
their
disability?
O
Do
they
want
to
tell
you
if
they're
lgbtq
plus-
and
the
answer
was
yes?
Actually,
people
do
if
they're
asked
in
a
way
that
isn't
intrusive
and
that
allows
them
to
self-identify.
Rather
than
being,
you
know,
like
a
a
system
that
says,
are
you
male
female
or
other
not
the
way
to
go?
O
But
these
are
people
who
specialize
in
this
work
and
just
that
we're
lucky
that
we
have
a
lot
of
these
folks
in
town,
so
I'll,
try
and
make
some
connections
with
some
of
those
folks
that
I
I
use
the
data
because
all
of
the
work,
the
gender
equity
commission
does
we're
trying
to
make
policy
recommendations
based
on
solid
evidence,
so
that
it
can
be
sustainable
change
that
we
make,
but
I'm
running
up
against
the
same
issues
that
you
are,
and
so
I've
been
really
trying
to
lean
hard
on
the
experts
who
might
give
me
their
time
for
free.
O
B
O
G
O
Yeah
well.
Thank
you
all.
This
is
a
powerhouse
of
just
wonderful
community
people
giving
your
time
and
energy.
I
will
send
that
follow-up
information
in
the
question.
I
I
couldn't
answer
and
you'll
have
the
slides
and
genderequity
at
pittsburgh.
Pa.Gov
is
an
easy
to
remember:
email,
you're,
all
welcome
anyone
in
the
community
is
welcome.
I
don't
always
have
the
answers,
but
I
can
try
and
connect
you
with
someone
who
knows
more
than
me.
So
thank
you
all
for
your
work
and
for
inviting
me
to
speak
today.
A
A
Well,
this
is
the
earliest.
We
finished
our
speakers
when
we
have
about
20
minutes
to
discuss
just
get
some
updates
on
the
subcommittees
to
see
where
everyone
is
and
if
there
are
any,
if
there
is
a
subcommittee
that
needs
any
assistance
to
gather
information
or
other
needs
that
we
can
work
collaboratively
to
help,
you
meet
that
task.
A
G
When
may
I
review
these
real,
quick
or
you
put
up,
you
want
to
put
up
on
the
screen.
If
you
have
it
handy,
I
have
we
have
subcommittee
topic.
We
have
goals
and
objectives.
What
are
the
subcommittee
goals?
What
are
the
objectives
and
you
have
recommendations,
so
one
two
three
makes
sense.
Activity
plan
is
optional.
How
do
you
plan
to
accomplish,
and
sometimes
in
our
recommendations
we
may
have
a
subsection
or
something
in
bracketed?
Something
bracketed
where
may
say
this
may
be
done
through.
Would
that
be
acceptable
for
that
purpose?.
A
G
A
A
A
A
A
Remember
once
it's
come
prepared,
we'll
all
be
looking
at
it
and
any
changes
that
we
want
to
suggest
or
recommend.
The
group
as
a
whole
will
assist
in
getting
it
finalized
to
where
we
want
it
to
be
so,
don't
feel
stressed,
do
the
best
you
can
with
what
you
can
prepare
and
then,
when
we
look
at
it
together,
we
will
work
together
to
get
it
finalized.
B
I
do
have
a
question
for
those
subcommittees
and
also
individuals
who
just
all
of
us
as
a
task
force
if
there
have,
if
there
have
been
people
that
have
provided
input,
suggestions
or
whatever,
and
you
want
to
kind
of
give
them
a
little
credit.
How
would
you
suggest
that
be
done,
and
should
it
be
done
at
the
end
of
the
subcommittee
report?
Will
it
reach,
I
mean,
will
there
be
an
appendix
or
an
addendum
or
some
type
of
page,
acknowledging
many
people?
B
Not.
I
don't
know
how
to
do
this
because
again
it
may
open
up
a
can
of
worms,
but
there
have
been
many
people
that
have
spent
some
time
in
helping
the
dial
and
inputting
with
the
dialogue,
helping
forge
the
final
report
with
recommendations.
How
do
you,
what
do
you
see?
I'm
not
throwing
it
out
there.
A
B
It
just
means
that
it
to
me
there's
been
so
much
enthusiasm
in
addition
to
just
the
task
force
members
passion
about
this-
is
that
you
know,
particularly
in
these
times,
it's
a
it's.
It's
it's
an
opportunity
to
say
thank
you
to
the
community
and
specifically
those
that
really
have
stepped
up
and
wanted
to
be
part
of
the
resolution.
H
Now,
I'm
just
going
to
say
my
recommendation
is
that
we
do
a
more
general
acknowledgement,
because
I
know
that
for
some
of
our
recommendations,
they
kind
of
cross
speakers
and
they
might
be
an
amalgamation
of
several
speakers
rather
than
attributing
it
to
one
particular.
A
B
B
What
will
you
project
the
how
to
proceed
next
week,
dr
bullock?
As
far
as
it
looks
like
we're
done
and
now
we're
ready
to
deliberate-
and
I
mean
if
it
took
power
to
deal
with
a
short
paragraph
for
a
press
release,
we're
gonna
need
some
time
to
discuss
how
what
the
content
looks
like.
So,
how
do
you
suggest
we
proceed,
or
will
you
tell
us
later
in
the
week
after
we
talk
about
it.
A
A
Once
everyone
prepares
their
report,
then
we're
going
to
present
that
in
advance
of
a
meeting
to
the
entire
task
force
and
then
we're
going
to
just
go
through
and
discuss
it,
make
comments
and
then
refine
the
document
following
that
meeting
and
then
present
it
back
until
we
get
it
finalized,
but
we
want
all
of
it
finished
so
that
we
can
present
it
and
critique
it.
That
may
be
a
best
model
that
comes
forth
from
one
of
the
subcommittees
that
we
could
say
well
the
way
this
subcommittee
did
this.
This
looks
pretty
good.
A
A
G
Have
a
I
do,
have
a
concern
we're
getting
ready
to
on
thursday
morning
at
nine
those
of
us
who
can
on
on
my
subcommittee
I'm
asking
people
if
they
can
to
hang
for
three
hours,
those
who
care,
because
what
we
did
the
other
day
and
we
came
up
with
specifics,
but
it's
so
time
consuming
when
you
have
these
things
listed
to
finalize
the
wording
and
changing
a
word
here
and
there
it's
very
time
consuming,
and
we
have.
I
have
I'll
say
myself.
G
I
have
several
different
documents
that
we
need
to
go
through,
but
we
are
simplifying
them.
So
I
don't
scare
on
my
committee
to
get
away,
but
I'm
wondering
if
there's
any
well,
I'm
concerned
when
we
get
all
how
many
committees
are
there.
N
G
So
my
concern
is:
what
is
the
degree
of
nitpickification
put
that
we
all
don't
drive
each
other
crazy,
because
a
lot
of
us
are
detail-oriented
people
and
we
could
tear
a
sentence
apart
in
a
minute.
G
A
Well,
one
of
the
strategies
that
we
will
use
is
we
will
disseminate
the
information
well
in
advance
of
the
meeting
to
allow
everyone
a
chance
to
read
the
documents,
make
their
comments
prepare
comments.
So
when
we
come
together,
we
can
present
and
discuss,
and
any
suggestions
will
only
strengthen
our
outcome.
A
B
I
would
just
say
tim
to
your
point
and
it's
an
excellent
point
is
that
if
we
get
if
we're
going
down
that
path
of
nitpickery,
which
to
me,
sounds
like
a
new
racist
term,.
B
But
it
we,
if
we,
if
you,
allow
the
co-chairs
to
try
to
moderate
that
degree
of
the
pickering
or
whatever,
if
we're
going
down
that
path
and
just
to
be,
you
know
for
you
all
to
just
not
respectful.
What's
the
word
I'm
trying
to
say
be
receptive
to
if
we
say
enough
dialogue
we're
gonna,
this
is
fine
and
move
forward
just
so
we
can
move
it
along.
That's
all
we
just
have
to
work
together.
G
May
I
suggest
that
the
team,
unless
someone
feels
they
really
need
to
bring
up
point
17.5,
that
they
not
do
that
if
they
basically
feel
this
is
okay,
that
they
leave
it
alone,
unless
they
absolutely
feel
x,
point
needs
to
be
rest.
That
would
summer
that
would
eliminate
some
degree
of
time.
I
don't
mean
if
someone
really
wants
to
challenge
something,
but
if
they
feel
well,
that's
okay,
I
mean
I
don't
have
a
big
deal,
one
way
or
the
other
to
say.
Okay,
let's
move
on
what.
L
Keep
it
to
things
that
pertain
to
content,
yes
and.
G
G
L
G
K
Could
I
jump
in
with
two
two
concerns?
One
would
be,
I
think,
we're
all
approaching
this
with
a
different
level
of
detail
and
research
available.
So
I
think
scale
is
going
to
be
an
issue
when
these
reports
come
together
that
we
need
to
be
cognizant
of
at
the
beginning
that
there
may
be
significantly
more
heft
in
one
subcommittee
report
than
another
that
will
have
to
grapple
with.
How
do
we
want
to
present
this?
K
So
that's
concern
number
one
concern
number
two
that
I
would
like
us
to
keep
an
eye
on
is
that
we've
had
a
variety
of
really
great
speakers,
presenting
recommendations
and
information
to
us
that
cut
across
all
of
our
subcommittees,
and
so
who
is
going
to
own
and
ensure
that
we
consider
those
recommendations
thoughtfully
and
fully
within
the
appropriate
sections.
So
I
just
those
two
issues.
I
think
we
need
to
grapple
with.
H
Yeah,
so
one
of
the
things
we
did
discuss
was
there
are
some
that
are
going
to
be
higher
level,
so
they
should
be
for
the
overall
and
not
in
a
subcommittee
section,
so
those
that
are
definitely
cross-cutting.
Several
areas
that
actually
goes
up
to
a
higher
level,
broader
the
task
force
recommends
and
then
for
specific
areas.
H
Here
are
some
recommendations
and
then,
as
tim
noted
for
some,
where
it's
also
in
another
area,
we
could
just
say
this
is
also
referenced
in
the
use
of
force
section
and
not
go
deeply
into
it,
and
someone
at
the
end
is
going
to
have
to
you
know
just
make
sure
that
whatever
those
titles
are
for
the
sections
and
those
embedded
links
are,
are
being
done
and
that's
like
my
question,
like
who's,
the
actual
puller
together
put
in
the
the
hyperlinks
within
the
document,
create
the
table
of
contents,
make
sure
that
the
headers
are
formatted
as
headers,
so
the
table
of
contents
works
all
of
that
fun
stuff
that
I
do
not
want
to
do.
J
A
And
we
will
be
working
with
staff,
and
I
too
will
be
providing
assistance
with
that.
As
long
as
information
is
provided,
we'll
get
that
done,
it
will
take
some
time
to
to
review
it
and
put
it
into
the
right
format,
but
it
will
get
done
and
that's
the
value
of
again
presenting
it
and
then
again
reiterating
these
are
things
we
want
to
do.
A
Okay,
make
that
note
get
that
done,
share
it
back
so
that
everyone
sees
because
sometimes
we
may
think
it's
what
we
want
and
then,
when
we
see
it
or
read
it
again,
it
may
have
a
different,
a
different
meaning,
a
different
spin.
So
it's
an
ongoing
process.
So
if
we
just
with
us
respect
each
other's
time
and
efforts,
we
will
get
to
that
final
product.
That's
readable
and
actionable.
A
I
Yeah
thanks,
so
I
I
wanted
to
go
back
to
bobby's
comment
about
the
speakers,
both
at
the
at
this
meeting
and
also
at
our
subcommittee.
We've
had
lots
of
good
speakers
and
there
has
been
a
lot
of
great
recommendations.
I
think
there
may
be
things
that
get
lost.
I
mean
some
that
were
at
the
very
beginning.
We
might
forget
some
of
what
they've
done.
I
So
I
wonder
if
there's
a
way
again
to
track
back
those
some
of
those
recommendations,
just
to
make
sure
that
they're
kind
of
front
of
mind
when
the
committees
are
working
and
the
subcommittees
are
working
on
the
recommendations
we.
A
I
Okay,
so
maybe
in
our
subcommittees,
we'll
we'll
have
some
way
to
look
look
through
those
or
assign
them
to
different
members,
just
to
make
sure
that
we're
doing
kind
of
that
recommendation.
That's
a
good
idea.
Thanks.
P
This
is
also
speaking,
there's
also
a
folder
in
the
google
drive.
That's
called
community
suggestions.
A
few
of
you
have
been
populating
it
at
various
points,
but
there
I
just
wanted
to
make
sure
that
that
was
also
on
your
radar.
B
The
reason
I
really
was
pushing
to
look
at
a
labor
day
goal:
it's
it
we're
not
going
to
need
it,
but
you
have
to
have
a
goal.
You
can't
keep
it
open-ended.
It's
just
for
this
reason
because
to
tony's
point,
there's
going
to
be
a
lot
of
reading
and
we
need
time
to
go
back.
Re-Read
look
at
powerpoint
presentations
to
get
a
fuller
report
on
our
own,
because
we're
not
gonna,
remember
everything.
I
got
notes
that
I'm
not
even
remember
why
I
even
wrote
it
down.
B
You
know
we're
gonna
have
to
go
back
and
we
need
that
time.
So
this
is
we're
in
that
time.
Right
now,.
A
N
G
Let
me
let
me
share
this.
There
is
a
document
that
chuck
bossetti,
a
former
pittsburgh
police
officer
who
retired
some
years
ago,
has
that
he
wanted
to
present
to
the
group.
I
could
either
just
send
it
to
you
all
to
look
at
and
comment
on,
or
he
could
present
it.
We
could
have
a
limited
time
on
it,
meaning
not
more
than
a
half
an
hour,
and
then
we
go
into
our
groups.
H
Committee,
so
we
can't
have
all
the
subcommittees
meet
at
the
same
time,
because
then,
oh,
that's
right,
that's
right!
Yes,
so
I'll!
What
we
can
do
is
just
maybe
just
I
don't
know
if
someone
can
just
send
out
some
type
of
quick
little
doodle
poll
of.
K
G
G
All
right
I'll
try
to
send
it
later
tonight,
or
at
least
tomorrow
from
chuck
bassetti,
former
police
officer,
actually
he's
a
former
vice
president
of
the
fop.
G
F
G
G
H
B
H
H
A
I
would
I
may
be
more
liberal.
You
could
send
that
to
me
by
monday
at
noon.
F
A
Your
superman
yeah,
if
you
send
it
monday
by
noon,
because
it's
compiling
and
I'm
I
can
do
the
open,
launch
and
compile
it
and
have
it
summarize.
B
A
We're
not
we're
not
formally
we're
not
going
to
have
a
zoom
meeting
on
monday.
It
would,
I
should
say,
a
zoom
public
meeting
right
right.