►
Description
City of Charleston Commission on Equity, Inclusion, and Racial Conciliation 3/2/21
A
They're,
each
from
what
we're
understanding
each
each
department
has
their
own
interview
processes,
their
own
hiring
and
employment.
Their
health
hiring,
as
well
as
training
and
development
focus,
focuses
that
are
not
and
everything's
not
centralized
and
actually
before,
as
I'll
just
go
through
my
recommendations,
and
then
I
can
talk
about
some
of
the.
I
could
talk
about
some
of
the
impacts
that
we
found
as
we
go
through
it.
A
The
very
first
recommendation
that
we
came
up
with
as
a
committee
was
racial
equity
training
with
a
budget
for
all
city
employees
upon
onboarding.
One
thing:
we
noticed
that
the
depending
on
what
department
that
you're
with
you're
in
you
have
your
certain
trainings
and
different
type
of
onboarding
practices,
but
the
racial
equity
training
at
the
beginning
of
it
was
not
centralized.
A
We
do
feel
as
if
be
it
being
under
amber's
department
or
under
hr,
with
tagging
in
under
an
amber's
apartment
that
all
city
employees
depend.
Despite
what
department
that
you're
in
they,
you
need
to
have
racial
equity
training
and
even
more
equity
training
if
you're
gonna,
if
you're
being
hired
into
a
supervisor
or
role
within
the
city.
A
When
we
start,
we
talk
about
that,
because
when
we
start
looking
at
the
type
of
development
and
training
that
some
of
the
city
employees
have
they
many
employees
haven't
had
any
type
of
any
type
of
hr
training,
since
they
were
on
border.
So
we
can
get
them
at
the
beginning
and
then
keep
it
keep
it
to
where
they
can
constantly
get
it
to
be
renewed.
That
would
be
beneficial
for
the
city
and
that's
especially
when
we
start
talking
about
low
hanging
fruit.
A
This
is
the
training
aspect
of
those
one
important
one.
One
important
point
this.
Our
second
recommendation
went
along
with
that
work
with
community
partners
to
develop
racial
equity
framework
to
reverse
uneven,
higher
impact,
uneven
uneven,
hiring
and
promotion
standards
that
goes
into
getting
the
super
anybody
who's
a
supervisor
within
the
city
extra
training,
so
they
can
see
where
their
unconscious
biases
are,
as
well
as
having
every
employee
who
works
for
the
city,
be
it
on
the
ground
level
or
in
higher
offices.
A
We
need
to
audit
and
address
the
hiring
practices
in
the
city
departments
and
dismantle
systemic
barriers
to
hiring
qualified
minority
candidates
that
goes
into
where
we
are
recruiting
yeah
we're
looking
at
the
diversity
of
the
city
staff
and
who's
making.
What
within
the
city,
we
can
see
many
inequities
at
that
point
who
six
figures:
who's,
making
a
livable
wage
within
the
city.
So
that's
what
we
wanted
to
start
trying
to
tackle
with
that.
A
If
we
can
get
an
audit
of
everybody's
salary
and
try
to
see
where
do
we
have
these
inequities
as
far
as
qualifying
our
minority
candidates?
Be
it
with
who
be
it,
people
who
already
work
within
the
city
or
where
we're
recruiting
from
nationally
to
bring
into
the
city.
We
definitely
need
to
take
a
look
at
that
increased
recruitment
pipeline
and
hiring
diversity,
trainers
for
all
city
supervisors,
managers
and
human
resource
managers
that
goes
on
goes
into
the
audit.
A
Once
we
get
our
audit
done,
then
we
can
begin
to
create
a
recruitment
pipeline,
particularly
from
the
people
that
we
already
have
working
within
the
city.
You
know
well
it's
great
to
do
a
national
search,
but
you
know
we
have
some
great
talent
within
the
city
and
we
want
to
keep
the
people
within
the
city.
We
need
to
be
able
to
give
them
upper
mobility
to
knock
down
some
of
those
systemic
barriers,
a
lot
of
those
glass
ceilings.
A
A
If
you
work
for
the
city
of
charleston,
you
should
be
able
to
live
in
the
city
of
charleston,
despite
what
job
you
have
within
the
city
of
charleston,
one
of
some
of
the
research
that
we
went
through,
and
I
actually
talked
to
this
professor
up
at
mit,
who
created
the
livability
livability
wage
for
each
county
inside
of
the
side
of
the
state,
and
they
update
this
once
a
year.
So
for
the
most
recent
one,
a
livable
wage
for
this
county
of
charleston
will
be
16.43.
A
A
We
can
go
ahead
and
just
increase
the
the
increase
of
the
wage
for
all
city
of
charleston
employees
to
at
least
a
livable
wage
for
to
which
this
professor
at
mit
will
will
put
us
16.43,
and
I
will
go
ahead
and
send
amber
the
rubric
that
they
went
by
and
to
where.
Basically,
they
say,
the
livable
wage
is
a
bit.
A
Is
the
cost
of
living
the
basic
cost
of
living
plus
the
basic
basic
needs,
as
well
as
the
base
the
taxes
on
all
those
basics
needs
and
that's
how
they
came
up
with
the
16.43
allison
technical
documents
that
we
have
here
that
further
detail.
The
research,
but
that's
one
of
our
biggest
ones
that
we
came
up
with
is
increasing
the
increasing
the
all
city
staff
says
16
to
43
cents,
and
when
we
start
looking
at
the
city
staff,
then
we
also
have
to
start
thinking
about
the
contractors.
A
The
people
who
are
contracted
to
work
for
the
city,
who
don't
necessarily
work
for
the
city,
we
see
that
happening
at
the
college
of
charleston.
We
see
that
having
a
lot
of
institutions,
we
can
say
our
the
city
has
livable
wage
for
all
of
us
employees,
but
if
you
bring
on
a
contractor-
and
they
don't
have
that,
then
what
do
they
have
within
them
or-
and
they
don't
have
that
type
of
livable
wage.
That's
just
a
way
to
get
around
it
or
you
know.
A
A
That
makes
everyone
honest
that
make
sure
when
we
bring
on
contractors
to
work
for
the
city,
be
it
something
as
a
cleaning
crews
that
be
it.
Anybody
who
getting
any
type
of
contracting
on
contracting
work
as
far
as
building
in
the
city,
if
you're
getting
city
city
funds,
you
need
to
be
able
to
adopt
our
racial
equity
framework
and
show
us
that
it's
going
to
be
put
to
use.
A
And,
lastly,
we
we
said
we
need
to
reestablish
the
city-funded
professional
development
and
continuing
education
through
continuing
education
credits
through
triton
technical
college,
as
well
as
the
college
of
charleston
for
all
city
employees,
for
what
we
have
for
what
we
understand.
The
from
what
we
have
been
told
and
from
what
we
have
been
understanding.
The
city
of
the
city
does
not
have
a
current
contract
to
to
supply
the
their
workers
with
continual
education
credits,
be
it
at
that,
be
it
at
trident
triton,
technical
college
or
the
college
of
charleston.
A
We
need
to
be
able
to
reestablish
that,
so
we
can
create
that
upper
mobility
within
our
city,
employees
that
way
they
can.
They
won't
be
sitting
in
the
same
job
for
10
15
20
years.
They
can
constantly
be
moving
up
and
we
can
start
seeing
the
promotion
and
hiring
throughout
the
city
be
more
diverse,
as
well
as
keeping
a
lot
of
the
people
who
we
have
within
the
city.
As
you
know,
the
great
workers
that
we
have
within
the
city
within
the
city
and
not
moving
on
to
other
places.
A
So
those
were
some
of
our
recommendations
that
we
have
and
if
you
look
at
our,
if
you
look
at
our
report,
we
have
a
we
have
basically
a
addendum
or
appendices
that
you
can
go
through
to
see
like
where
a
lot
of
our
research
came
from.
We
do
plan
to
get
this
survey
out,
but
I
guess
amber
needs
to
go
through
legal
and
then
we
have
to
find
a
way
to
to
get
it
disseminated
to
all
city
employees,
because
not
all
city
employees
have
access
to
the
computers.
A
So
we
need
to
find
the
best
way
to
disseminate
this
survey
that
we
have
going
around
through
our
committee
right
now,
get
it
reviewed
and
then
also
sent
out.
So
we
can
do
a
more
in-depth.
Do
get
get
a
more
in-depth
model
of
what
we're
looking
at.
As
far
as
getting
people
to
where
we
need
to
be
and
getting
the
city
where
it
needs
to
be
so
I'll,
just
leave
it
at
that
and
I'll
take
any
questions
from
there.
B
Darren,
that's
very
thorough
and
thoughtful,
and
certainly
some
of
those
things
we've
been
working
on
making
progress.
I
know
when,
when
I
got
elected
five
or
six
years
ago,
we
were
paying
some
people
basically
federal
minimum
wage.
I
think
maybe
8.50
an
hour
and
we've
gotten
it
up
to
13
something.
So
you
know
some
of
these
things
even
like
the
proposal
for
the
15
is
graduated
to
step
you
there
rather
than
instantaneous
thing,
but
I
must
say
I
I
checked
that
mit
figure
every
now
and
again
it
now.
B
A
B
A
Also
well
hold
on
one
second,
while
I
have
you,
mr
mayor,
one
thing
we
were
going
back
and
forth
on
was
the
the
the
ex
the
banning
the
box,
as
well
as
the
what
are
your
expectations
for
paid
that
the
women's
commission
tried
to
get
to.
So
if
you
have
any
update
on
that,
we
would
greatly
appreciate
that
as
well.
So
we
ended
up
taking
that
out
of
the
official
recommendation,
because
we
didn't
know
where
it
stood.
E
Yeah
I
have
an
update.
I
have
an
update
on
the
women's
commission:
okay
yeah.
We
we
we
followed
up.
The
human
resources
director
had
authorized
the
the
company
that
city
contracts
with
to
do
the
application
processing
or
of
solicitations
they
only
with
our
contract.
I
guess
they
only
allow
one
one
time
a
year
where
you
can
make
changes
to
your
application,
so
it
took
a
while.
But
now
the
application
does
not
ask
for
salary
history,
it
they
ask
for
salary
expected
and
we
have
banned
the
box
a
long
time
ago.
D
D
I'm
not
quite
sure
whether
or
not
that's
expensive
enough,
and
we
probably
need
to
draw
on
felicia's
committee
to
make
certain
that
there
is
a
a
correct
narrative
if
you
will
on
the
history
of
charleston
as
part
of
as
part
of
that
curriculum.
In
addition
to
dealing
with,
you
know,
personal
biases
and
microaggressions,
and
those
kind
of
things
that
we
want
taken
through
by
dr
owens.
A
C
A
Yeah,
I'm
sorry
I
had
to
get
back
into
it,
get
back
to
it,
but
yes,
the
racial
equity
training,
with
a
budget
for
all
city
employees
upon
our
border.
You
know
when
we
think
about
the
racial
equity
training,
either,
be
it
through
rei
or
do
any
other
training
core
that
we
have
within
the
city
of
charleston.
A
That
we
see
going
on
is
systemic
throughout
the
city,
so
we
can
get
it
to
all
the
city
employees
with
a
budget,
meaning
we
have
to
fund
it
and
yeah
they're
funding
it
through
amber's
funding
it
through
amber's
department
are
funding
it
through
hr
with
amber's
department,
always
being
being
consultant
consulted
consulted
on
it.
I
think
we
can
start
mitigating
some
of
these
issues
that
we
have
and
then
they
can
trickle
down
from
the
ground
up,
as
opposed
to
hoping
it
would
come
down
from
the.
B
F
B
A
Right
and
even
with
that,
if
you
even
if
you
were
to
bring
a
group
of
people
in
and
hire
them
as
senior
employees,
whereas
that's
what
they
do
within
eighth
grade,
you
know
factor
out
better
as
far
as
cost
cost
analysis
long
term,
but
it's
important,
be
it
whether
they
be
under
hr,
be
under
amber
or
whatnot.
But
this
is
needed
to
be
running.
C
Another
thing
that
I
wanted
to
mention
was,
I
guess
it
wasn't
a
recommendation.
It
was
more
of
an
observation
regarding
just
I
guess,
the
general
sentiment
from
from
folks
darren.
I'm
not
going
to
speak
for
you,
but
I
definitely
want
the
mayor
to
understand
and
hear
that
observation
that
you
made
that
you
know,
as
were
the
commission
started
mayor
and
and
darren
was
making
some
inquiries.
C
A
Well,
yeah,
it
was
more
so
of
a
heavens.
You
know
we,
we,
where
I
said
we
were
told
we
can
go
out
and
talk
to
different
people
within
different
fields.
You
know
what
different
fields
within
the
city,
but
then
you
know
they're
looking
at
when,
when
you
talk
to
them,
speak
very
candidly,
they
basically
look
at
you
like
I
I
could
tell
you.
Do
you
want
me
to
tell
you
on
the
record
off
the
record,
you
know
and
we
want
you
to
speak.
A
We
want
people
to
be
able
to
speak
candidly,
but
if
they
fear
that,
if
I
take
this
back
to
the
city
or
if
I
take
this
back
to
an
open
jungle,
the
city's
youtube
would
not.
Somebody
would
be
able
to
trace
it
back
to
what
they're
talking
about
that's.
That's,
that's
a
a
major
fear
that
I
feel
as
if
many
workers
would
go
on
our
feeling.
Now
talking
off
the
record,
we
have
plenty
of
stories
and
I'm
thinking
one
particular
story
about
a
hiring
situation.
A
D
A
Sort
of
a
reporting
tool
and
with
that
reporting
to
how
far
will
it
go
or
how?
How
how
could
somebody
actually
be
if
they,
without
going
to
the
elc
or
go
to
the
south
carolina
hiring
commission?
How
can
they
truly
get
the
justice
that
they
feel
needed
so
yeah?
That's.
I
think
that
was
one
of
our
and
initially
when
we
were
looking
at
all
of
the
different
focuses
of
our
internal
committee.
A
That
was
one
big
hindrance
that
we
had
to
where
it
made
all
of
us
come
back
and
say
we
need
an
anonymous
servant.
How
far
reaching
we
have
this
environment
server
go
it's
going
to
be
hard,
but
we
definitely
need
to
get
to
the
folk
who
are
not
just
sitting
at
computers
all
day.
This
needs
to
go
city-wide
and
how
we
make
that
happen.
It's
going
to
be
pretty
hard.
A
I
can't
get
to
it
right
now
they
might
be
on
the
computer.
However,
I
I
do
know
a
few
other
questions,
be
it
one
of
one
of
them
was
looking
at
the
looking
at
their
pay
and
when
was
the
last
time
they
received
the
raise
did
not
just
not
just
a
cost
of
living
raised,
but
the
the
quality
of
work
raised
that
they
have
another
main
issue
that
we
have
a
main
question
that
we
have
was.
A
A
Do
you
feel
as
if
the
city
is
setting
you
up
for
setting
you
up
to
be
in
a
position
to
succeed,
and
now
that
was
more
quicker
questions
that
we
had,
because
we
were
trying
to
what
what
is
success
for
each
position?
How
can
we
make
that
we
went
back
and
forth
on
that
one?
How
can
we
make
that?
How
can
we
make
a
question
that
broad
to
that
can
reach
to
somebody
who's
working
in
an
office
suite
to
somebody?
That's
actually
working
on
the
ground.
A
What
is
success
to
you
so
that
yeah
we
had
a
few
other
questions.
I'm
sorry
so
my
other
computer
that
I
have
pulled
up,
but
I
don't
have
my
flash
drive
but
yeah
we're
touring
around
with
a
few
of
those
questions,
will
be
a
short
survey
and
I
think
we
tried
to
narrow
it
down
to
10
different
questions.
I
can
get
that
sent
over
to
you
in
the
morning.
B
Pay
is
on
everybody's
mind,
there's
no
question
about
that,
but
we
it
was
anonymous.
We
we
did
allow
folks
to
identify
what
department
they
were
in,
which
we
felt
was
helpful
to
to
see
if
there
were
any
trends
within
a
particular
department
or
not,
and
so
so
I
would
just
suggest
that
you
know
I
want
to
continue
to
do
that
on
a
regular
basis
and
we.
A
A
B
C
H
Yeah
one
one
quick
point
I
wanted
to
make
before
we
close
was
that
I
wanted
to
remind
everybody
that
it's
important
for
us
to
be
unashamed
of
our
current
baseline
there's,
nothing
wrong
with
your
current
baseline
to
show
it
is
what
I'm
saying:
there's
nothing
wrong
with
showing
that
data,
because
of
and
I'll
point
to
one
very
good
example.
I
recall
when
I
when
I
was
with
the
city.
H
There
was
a
survey
that
ended
up
going,
are
some
some
data
that
was
collected
to
show
how
well
we
were
being
allies
to
members
of
the
lgbtqia
community
and
that
number,
at
the
time
when
it
first
began
and
when
it
first
came
out,
was
very
poor
number.
But
since
then
we
have
ranked
to
a
point
where
not
only
did
we
have
not
only
was
it
a
proud
moment.
H
Was
it
a
badge
of
honor
for
the
city,
we
even
had
a
an
ally
community
that
came
together
of
city
employees
that
felt
like
it
was
like
basically
an
employee
resource
group.
So
I
just
want
to
say
that
to
say,
like
do
not
be
ashamed
of
the
information
you
have
to
put
it
forward.
It
has
to
be
on
front
page.
H
I
I
A
Right
and
that's
what
that's
that
goes
back
to
development
and
training
aspect
of
it
if
you
can
get
a
step
increase,
if
you
have
more
training
and
development,
is
the
city
setting
somebody
up
to
be
able
to
get
that
training
to
get
that
promotion
to
get
that
merit
increase?
You
know
the
city
needs
to
be
able
to
fund
these
type
of
things.
A
I
G
G
J
G
Right,
the
government
alliance-
thank
you
amber.
I
forgot,
but
yeah
one
of
the
things
that
they
do
is
they
take
their
baseline
based
off
of
their
initial
initial
information.
They
gather
to
help
the
government
agency
grow
in
the
area
of
racial
equity,
so
it
it
would
actually,
although
it
doesn't
say
it
in
the
fine
print,
they
would
actually
cover
some
of
those
human
resources
aspects
that
were
that
you
were
talking
about
councilman,
dudley.
F
F
It
didn't
happen
in
20,
because
the
city
had
a
deficit
and
we
went
to
extraordinary
length
not
to
lay
anyone
off,
whereas
some
of
the
other
cities
did
leave
the
employees
off.
We
didn't
furlough
anybody,
please
believe
me.
We
actually
took
money
from
our
emergency
fund,
so
we
wouldn't
have
to
lean
any
employees
off.
F
No
pay
raises
and
things
like
that,
but
not
not
for
19
and
not
for
18.,
okay
and
then
we
actually,
I
think,
the
we're
on
the
goal
of
getting
them
employed
the
low
employees
up
to
15
an
hour
and
but
for
the
pandemic.
I
think
we
would
have
been
there.
I
got
two
other
councilmen
here,
but
three
other
four
other
councilmen
here
and
the
mayor.
We
would
have
been
there
in
20,
getting
our
law
paid
employees
up
to
15
an
hour
bought
for
the
economic
pain
and
reducing
city
revenues
in
in
2020.
F
A
Right
now,
I've
I
have
that
as
far
as
well
last
one
I've
heard
it
was
at
18.
I
didn't
know
about
the
19
one,
my
biggest
thing
when,
if,
when
talking
to
the
people
that
I've
talked
to
is,
are
they
able
to
afford
to
live
within
the
city
of
charleston
that
they're
working
here?
You
know
that's
the
hardest
part
I
live
here.
I
I
say
I
say
the
same
thing
about
myself.
A
F
A
C
K
C
K
Okay,
so
the
history
and
culture
subcommittee,
we
presented
six
recommendations
in
our
interim
report.
The
first
recommendation
is
this
is
also
our
number
one
recommendation,
because
it
serves
as
the
framework
for
much
of
the
some
of
the
other
recommendations
we
propose
and
also
I
should
provide
one
caveat.
K
We
deliberately
chose
to
focus
on
the
public
art
landscape
for
our
first
three
months
of
meeting
together.
So
we
know
there
are
other
aspects
of
our
history
and
culture
subcommittee,
tasks
that
we
have
yet
to
address
and
we're
in
the
process
of
addressing
those
such
as
working
with
the
cvb
on
providing
accurate,
historical
and
cultural
information
to
our
tourists
and
also
partnering,
with
some
individuals
and
groups
that
have
interest
in
revitalizing
parks,
changing
parks
and
so
forth.
K
K
That
will
do
the
following:
first
assess
review
and
update
existing
inventories
of
public
art
installations
on
city
grounds,
including,
but
not
limited
to
historic
monuments,
markers
and
memorials
number
two.
We
propose
that
the
board
of
public
art
review,
assess
and
review
the
propriety
of
removing
or
recontextualizing
existing
public
art
installations
on
city
grounds,
including,
but
not
limited
to
historic
monuments,
markers
and
memorials,
and
we
suggest
that
they
use
the
following
categories
of
assessment:
historical
context,
content
impact
on
the
community,
demographic
representation
as
in
race,
gender
class,
sexual
identity,
gender
identity,
disability,
age,
etc.
K
So
this
was
our
number
one
recommendation,
because
in
our
research
we
found
that
there
is
no
central
clearinghouse
for
this
process
of
erecting
public
art
and
assessing
public
art.
We
extensively
reviewed
the
brockington
and
associates
report
on
the
material
condition
of
monuments
on
city
property,
but
that
report
did
not
assess
historical
context.
K
That
was
part
of
the
the
categories
they
could
have
filled
out,
but
our
understanding
is
that
at
least
what
we
read.
It
appeared
that
that
report
was
mainly
designed
to
provide
the
parks
and
recreations
department
with
an
assessment
of
the
material
condition
of
those
public
art
installations
and
how
to
properly
care
for
them
moving
forward,
but
because
we're
at
this
critical
historical
moment
that
is
not
new.
It's
come
up
many
times
in
our
history
of
of
needing
to
assess
the
impact,
especially
on
the
community
of
certain
public
art
installations.
K
K
They
may
have
periodically
or
utilizing
the
model
of
other
cities
like
new
orleans
and
oh
I'm
blanking
on
the
other
one
right
now
that
we
examined,
but
several
other
cities
that
have
partnered
with
kind
of
creative
arts
firms
that
also
have
a
racial
equity
justice
lens
to
them,
and
they've
done
surveys
that
they've
provided
online
as
well
as
paper.
So
one
I'm
thinking
of
is
the
paper
monuments
project.
I
think
that's
new
orleans
and
I
can't
remember
the
other
one
angela.
K
Yeah,
so
that
was
commission,
but
there
was
another
one
too
that
I
can't
just
recall
right
now.
So
that's
you
know
it's
important
to
have
a
clearinghouse
and
also
this
point
about
assessing
or
accepting
or
rejecting
future
proposals.
There
is
no
set
process
for
this
right
now
so
we've
had
you
know:
individuals,
contact
the
history
and
culture
subcommittee
via
our
co-chairs.
K
Essentially,
in
our
research,
we
learned
that
really
it's
up
to
individual
groups
or
individuals
to
raise
funds
to
be
able
to
erect
permanent
or
temporary
public
art
installations,
whether
they
be
monuments,
markers
or
whatnot,
and
several
committee
members
noted
that
historically,
the
capital
provide
necessary
to
do
such
things
is,
is
so
high
that
it's
kind
of
it
limits.
Who
is
able
to
do
it
and
in
our
city
because
of
the
historic
economic
inequities
that
that
disproportionately
falls
on
minority
communities?
K
To
not
have
the
funds
to
be
able
to
propose
these
kinds
of
historic
markers
or
monuments
or
raise
the
money
not
propose,
but
raise
the
the
money
to
commission
them
to
get
the
artist
to
do
them.
And
so
the
recommendation
was
to
have
the
city
establish
a
fund,
and
the
committee
presented
two
ways
of
funding.
K
This
particular
of
of
raising
the
revenue
for
this
particular
fund,
either
a
tax
on
large-scale
development,
product
projects
or
a
designated
portion
of
the
accommodations
tax.
I
am
in
no
way
shape
or
form,
I'm
you
know
a
person
who
really
understands
the
the
tax
laws
or
anything.
This
is
not
my
area
of
expertise.
So
please
don't
ask
me
questions
about
this,
because
I
don't
have
the
answers,
but
we
do
have
angela
mack
on
the
call
with
us
and
she
can
share
a
little
bit
about
the
first
one.
L
K
Okay,
thank
you.
Our
third
recommendation
is
to
establish
a
mechanism
for
community
generated
monuments
and
markers
that
would
give
agency
to
constituents
of
city
council
districts
to
decide
what
and
whom
to
celebrate
in
their
public
spaces,
and
the
thought
behind
this
is
to
task
city
council
members
with
soliciting
this
information
from
their
constituents
as
part
of
carrying
out
the
mission
of
of
this
equity
inclusion
and
racial
conciliation.
Commission.
K
Number
four.
Their
fourth
recommendation
is
to
invest
in
educational
initiatives
to
integrate
complex
and
new
and
nuanced
histories
into
our
curricular
by
using
public
art
installations
and
other
matters,
and
we
suggest
that
the
city
partner
with
relevant
city
departments,
but
with
relevant
school
districts
with
our
charleston
and
berkeley
county
school
districts,
local
colleges
and
universities,
and
relevant
local,
cultural
or
non-profit
organizations
to
implement
this.
K
This
is
something
that
we've
been
talking
about
off
and
on
with
ms
rouse's
committee,
and
we
had
a
couple
of
meetings
just
just
to
talk
about
what
some
of
these
partnerships
could
look
like.
But
we
still
need
to
continue
those
discussions
with
with
her
committee
to
provide
some
more
detailed
information.
K
You
know
particular
experts
on
these
issues
and
then
number
six.
The
sixth
recommendation
is
to
use
digital
content
and
new
technologies
to
make
the
city's
public
art
installations
more
accessible
to
the
public,
and
this
was
a
fun
topic
to
discuss.
You
know
we
talked
about
the
the
use
of
the
qr
codes
that
are
attached
to
certain
monuments,
that
you
know
that
that's
a
a
great
excuse
me
a
starting
point,
but
there
are
also,
of
course,
ways
that
we
might
be
able
to
to
use
some
of
the
other
technologies
mapping
technologies.
B
If
I
may
start
dr
knight,
I
I
love
the
focus
on
increasing
public
art
honestly,
I
think
we're
behind
the
curve
on
moving
in
that
direction,
but
you
include
all
the
history
with
it
and
I'm
sure
you
all
looked
at
our
existing
existing
history,
commission
or
committee
and
and
what
they
do
this
this
proposal
for
for
would
be
broader
than
what
they
do,
but
I
mean
did
you
think
about
well
gee?
If
we
did
this,
we
wouldn't
need
them
anymore
or.
K
L
That's
correct
mayor:
what
we
discovered
was
that
it
is
a
bit
fractured
in
terms
of
how
monuments
and
memorials
are
approved
so
that
the
city's
design
review
committee
actually
looks
at
the
sculpture.
If
it
is
a
sculpture
or
some
other
type
of
art
form,
then
the
history
commission
really
just
reviews
the
text.
L
They
don't
really
have
any
say.
As
far
as
I
know
in
terms
of
the
design
of
the
monument
itself,
then,
of
course
there's
also
the
the
art
commission.
I
believe
that,
and
I'm
not
I'm
not
as
familiar
with
what
that
commission
does,
but
it
became
clear
because
scott
watson
is
also
on
our
committee,
that
there
was
really
not
a
central
location
or
central
group
that
reviews
all
aspects
of
our
monuments
and
markers
and
memorials,
or
even
any
kind
of
public
art
projects
for
that
matter.
L
We
could
we
could
or
it
could
be
consolidated.
I
don't
think
we've
really
come
to
a
decision
on
that
part.
Yet
it
is
you
know
it's
about
going
backwards
and
going
forward
at
the
same
time,
because
we
do
have
to
understand
the
monuments
from
a
contextual
basis
that
we
already
have,
since
that
has
never
been
done
for
the
city.
Only
the
brockington
report,
which
is
an
extremely
useful
report,
because
it
does
provide
you
with
all
of
the
monuments
that
exist.
B
L
E
You've
really
done
a
lot
of
work
in
that
particular
part
of
your
focus.
I
I
really
resonate,
maybe
I'm
reading
into
I
I
don't
remember
which
number
it
was,
but
when
you
were,
when
you
were
focused
on
convening
the
public
and
having
you
know,
sort
of
the
opportunity
to
to
dialogue
about
a
particular
location
or
site
or
a
monument
or
whatever
it
is
that
you
know
people
are
wanting
to
be
more
thoughtful
about,
and
it
just
you
know,
just
as
a
riff.
E
You
know
discussions
and
conversations
about
if
we
could
reinvent
the
heritage
act.
What
would
we
do,
and
I
I
think
that
would
be
really
brilliant
to
you
know
not
not
not
try
to
fight
the
heritage
act
for
as
long
as
we're
alive,
because
I
think
it's
not
going
to
go
anywhere
unless
you
know
the
whole
legislature
changes
but
to
really
use
that
as
a
as
a
teaching
tool.
So
I
just
wanted
to
give
you
a
committee
for
that.
I
think
it
really
could
be
an
engaging
part
of
your
work.
K
Thank
you
so
much
councilwoman
jackson,
because
I
want
to
look
through
my
files
now,
because
the
the
one
cities
project
that
I
just
cannot
remember
they
they
basically
did
that
their
survey
was,
if
you
could,
they
didn't,
have
a
heritage
act
to
contend
with.
But
if
you
could
imagine,
I
want
to
say
it
might
have
been
philadelphia.
A
L
K
Okay,
we
can
definitely
put
that
on
the
agenda
quickly.
I
just
wanted
to
share
this
with
everyone.
It's
kind
of
small,
but
the
group
I
was
I
you
know
the
most
important,
like
the
biggest
group
out
there
with
monuments,
monument
lab
out
of
philadelphia.
This
is
what
they.
This
is
the
survey
they
distributed
to
their
all
residents
of
philadelphia,
and
this
was
their
question.
What
is
an
appropriate
monument
for
the
current
city
of
philadelphia
and
people
could
do
a
verbal
description
they
could
draw.
K
They
only
wanted
the
person
zip
code.
You
didn't
have
to
put
your
name
if
you
didn't
want
to,
but
this
was
a
powerful
project
that
they
came
up
with.
They
also
wanted
age
to
see.
You
know
where
were
where
were
people
in
in
the
philadelphia
community
thinking?
How
are
people
across
different
age
groups,
thinking
about
monuments,
and
I
want
to
say
this
was
done.
K
I
cannot
remember
the
year
that
it
was
done,
but
scott
watson,
speaking
of
him
again,
he
he
does
have
some
ties
to
to
these
groups.
2018
and
anyhow
just
wanted
to
share
that
with
y'all
and
and
so
we
could.
We
could
try
to
you
know,
follow
up
specifically
with
this
group,
although
right
now,
monument
lab
is
the
recipient
of
one
of
those
big
grants
from
kellogg
company,
and
they
have
are
really
focusing
on
helping
individual
cities,
but
I'm
sure
they
can
answer
a
few
questions
for
us.
A
Yes,
real,
quick
one,
mural
lab
muir
arts
philadelphia
does
a
lot
of
great
work
and
I'm
glad
they
actually
worked
along
monument
lab.
I
was
in
a
conference
with
them
a
few
years
ago
and
it
was
the
work
that
they're
doing.
That's
pretty
amazing
that
the
the
city
of
chelsea
really
look
at
my
question.
I
don't
know
if
this
goes
directly
to
dr
knight
and
would
not,
but
who
controls
the
artwork
within
city
hall,.
L
L
A
L
B
B
I
B
A
Know
I
asked
that
question
so
say
if
this
dr
knight's
committee
wanted
to
do
an
art
installation
at
city
hall
like
we
would
do
at
city
gallery,
because
it
does
they're
both
city
and
whatnot,
it's
possible
to
change
things
around,
to
be
able
to
put
in
an
installation
inside
of
city
hall
for
a
women's
history
month
for
black
history
month
or
hispanic
history
month.
You
know
be
it
june
for
pride
month.
A
K
K
F
L
So
if
we're
going
to
do
that,
we
might
as
well
do
the
collection
at
city
hall,
because
I
mean
you
know
they've
all
been
assessed
from
a
condition
standpoint:
everybody.
You
know
every
every
object
that
that
is
on
city
property
or
in
city
hall
has
been
managed
in
some
way,
and
some
assessment
has
been
done
in
terms
of
their
care
and
their
condition.
L
But
there's
never
been
an
assessment
of
their
content
who
the
people
are.
Why
they're
there?
What
the
significance
is
some
of
the
pieces
were
donated
by
individuals
that
the
city
then
accepted
for
whatever
reason
some
of
the
people,
I
think
almost
all
the
pieces
in
the
collection
were
donated,
except
for
the
large
portraits,
like
george
washington,
john
c
calhoun,
andrew
jackson
and
monroe.
Those
were
all
commissions
that
the
city
did
back
in
the
early
in
the
late
18th
century
and
early
19th
century.
L
I
I
K
You
know
again,
we
had
not
addressed
the
city
artwork,
the
artwork
in
city
hall,
on
our
commit
on
our
subcommittee,
so
I'm
eager
to
take
this
back
to
the
subcommittee
and
and
have
a
full
discussion
of
it
and
in
our
final
proposals,
you
know
present
some
recommendations
specific
to
that
art
collection,
since
it
is
something
that
the
city
has
full
control
of.
So
that's
it's
exciting
to
learn
this
information
and
to
be
able
to
move
forward
with
it.
L
A
L
C
B
B
I
think
this,
the
second
graduate
of
harvard
the
first
african-american
graduate
graduate
of
harvard
law
school
and
had
a
successful
law
practice
with
a
mayor
pillsbury,
who
was
the
reconstruction
mayor
of
charleston
appointed
after
civil
war
and
was
an
attorney
from
from
boston.
So
this
is
and
archibald
by
the
way,
went
on
to
become
an
incredible
civil
rights
leader,
first
director
of
the
naacp
in
washington
dc
and
just
a
remarkable
story,
but
he
owned
this
little
bust
of
john
c
calhoun
and
he
returned
it
to
the
city
upon
his
death.
B
K
You
know
another
place
and
not
prominently
displayed
in
in
city
hall
with
the
story
attached
to
it.
That's
you
know
my
personal
take
on
it,
but
again
it
will
be
up
to
the
you
know,
as
we
discussed
in
the
subcommittee,
how
specifically
to
move
forward
with
these
issues.
I
know
jerome
wanted
to
say
something.
Thank.
D
I
And
I
I
think,
what
we're
doing
now,
just
in
terms
of
sort
of
listening
to
all
the
various
recommendations
from
the
subcommittees
and
ultimately
that
will
be
done.
We
are
committed
to
do
that
because,
because,
in
addition
to
what
you
guys
are
recommending,
there
have
been
a
lot
of
recommendations
on
the
floor
already.
D
So
what
I
thought
the
spirit
of
the
resolution
was,
was
that
we
had
gotten
to
a
certain
point
in
a
process
and
that
having
an
individual
kind
of
take,
a
look
at
where
we
are
and
then
giving
suggestions
about
how
we
got
from
where
we
are
to
where
we
go.
That
could,
for
example,
give
instructions
all
right
for
our
subcommittee
all
right
in
terms
of
how
to
further
process
our
information,
so
that
would
get
us
to
the
final
report.
That's
what
I
I
thought
we
were
doing,
but.
C
Jerome,
you
are
absolutely
correct
in
in
that
making
that
conclusion.
Based
on
on
the
conversation
we
had,
I
think
it's
just
incumbent
upon
us
to
revisit
that
with
amber
and
the
mayor
and
dudley
and
and
figure
that
out.
We
have
identified
a
few
folks
that
could
potentially
step
in
and
do
that.
But
I
think
it's
just
it's
on
us.
So
mayor
amber
and
dudley.
I
think
that's
something
we
need
to
meet
on
and
and
move
forward
with,
but
it's
incumbent
and
important
for
us
to
get
that
person
on
board.
C
So
we
can
get
us
over
the
finish
line,
at
least
with
putting
the
recommendations
together,
because
I
do
think
the
the
challenge
that
we
will
have
as
a
council
is
taking
some
of
the
recommendations
and
morphing
them
into.
You
know
real
action,
legal
action
from
an
ordinance
standpoint
and
changes
to
some
of
our
policies.
I
I
So
it's
just
just
for
consistency,
or
maybe
we'll
have
the
consultant
to
put
it
in
that
that
that
that
format.
But
it
would
be
much
easier
if
we
had
a
standardized
format
for
the
submission
of
these
recommendations
and-
and
I
strongly
suggest
that
we
do
the
best
that
we
can
to
put
it
in
the
format
that
was
sent
out
by
amber.
I
I
C
C
C
C
Can
you
all
hear
me
yeah
now
yeah
before
we
before
we
conclude
tonight,
I
just
wanted
to
reiterate
john's
point
that
he
made
earlier
about
owning
and
understanding
our
baseline
and
being
transparent
and
honest.
I
think
that's
a
real
critical
point
for
me
anyways
and
resonated
with
me.
So
there
was
some
discussion
tonight
where
I
felt
like
it
was
a
bit
challenging
and
uncomfortable
to
hear.
But
I
appreciate
that
john
bringing
that
up.
It
means
a
lot
to
the
commission.
I
It
relates
to
our
internal
assessment
and
the
importance
of
our
starting
to
look
at
zoning,
and
we
need
to
pull
darren
and
ross
together
so
that
zoning
assessment
can
start
because
it
could
be
a
subcommittee
of
the
subcommittee
okay,
and
I
think
that's
what
it's
going
to
take
like
for
you.
I
I
I'd
like
for
you
and
ross
to
start
that
dialogue,
so
that
ross
can
get
started
on
that
portion
of
your
criminal
peace.
Is
that,
okay
with
everybody?
B
I
B
M
Yeah
one
thing:
okay,
so
I
wanted
to
dudley.
I
wanted
to
make
sure
what
would
the
subcommittee
on
housing
and
mobility
have?
What
would
their
role
be
in
that
zoning
assessment?
I
think
that's
something
that
you
know.
Some
of
our
recommendations
have
already
kind
of
spoken
to
some
type
of
modification
in
the
zoning.
So
I'd
like
to
be
involved
in
that
also,
you
know,
as
far
as
our
commitment.