►
Description
Commission on Equity, Inclusion and Racial Conciliation 11/5/2020
A
B
C
F
C
B
G
Sure
I'll
just
go
through
our
meetings
rather
quickly
economic
empowerment
subcommittee,
has
met
four
times.
We
were
on
a
weekly
meeting
schedule
up
until
last
week.
We
just
decided
just
to
break
for
a
week,
but
basically
first
meeting
everybody
got
together.
I
talked
about
equity.
What
that
looks
like
we
tried
to
define
it,
and
then
we
came
up
with
some
action
items
and
we're
talking
about
mbes
participation,
what
that
looks,
like
incubator
spaces,
public
private
partnerships.
G
G
I
think
I
spoke
about
this
last
meeting
where
we
look
at
putting
about
20
of
internal
revenues
into
this
fund,
and
we
will
consider
partnering
with
a
local
home
black
bank,
and
then
we
decided
to
take
a
step
back
first
meeting.
We
talked
about
equity
and
you
know
we.
We
realized
that
we,
we
really
didn't
define
what
economic
empowerment
was.
You
know
we
kind
of
sort
of
hit
the
ground
running
just
kept
going,
so
we
kind
of
took
the
time
to
sit
back
and
define
what
economic
empowerment
was.
G
So
basically,
it
gives
you
freedom,
control,
power,
closes
gaps,
well
wealth
and
also
addresses
the
how
and
then
we
also
had
a
conversation
around
the
international
african-american
museum
and
any
opportunities
there
to
kind
of
sort
of
create
a
space
outside
of
the
museum
just
for
black
owned
businesses.
So
he
can
kind
of
sort
of
complete
the
story
right.
So
you
tell
the
story
about
1619
we
came
over
here.
G
We
talked
about
the
struggle,
so
we
kind
of
sort
of
want
to
like,
after
you
finish
going
through
that
experience
and
you
kind
of
sort
of
walk
into
the
culmination
of
that
struggle
like
this
is
the
success.
These
are
our
black
businesses,
things
of
that
nature.
So,
like
I
said
we
took
last
week
off
and
we'll
be
picking
back
up
tomorrow,
so
one
o'clock
anybody's
anybody
can
come
join.
B
G
F
Yes,
I
think
that's
a
really
great
idea,
alvin.
I
really
like
those
points,
especially
about
the
african-american
museum
and
one
thing
that
I
would
love
to
see
they're
going
to
have
a
cafe
in
there
and
I
would
love
to
see
some
gullah
cuisine
items
on
the
menu
there.
We
don't
really
have
very
many
gullah
restaurants
in
this
area
anymore,
and
I
would
love
it
if
we
could
find
a
way
to
do
something
that
that.
E
C
C
B
I
Oh
good,
I'm
always
last
okay,
the
housing
and
mobility
committee
has
been
meeting
every
year
and
the
main
items
that
we
have
been
working
on
over
our
last
couple
of
meetings,
number
one.
The
passage
of
a
local,
fair
housing,
ordinance
and
councilmember
gregory
and
other
meadows
have
been
working
with
us
on.
I
Looking
at
that,
and
we've
been
reviewing
the
housing
ordinance
that
was
presented
to
city
council
in
2010,
and
at
that
time
there
was
a
proposal
for
it
to
be
handled
by
the
city,
but
we
will
be
looking
at
actually
the
trident
urban
league
administering
the
program.
So
if
the
city
passes
the
fair
housing
ordinance,
then
the
trident
urban
league
would
be
in
a
position
to
be
the
faf
or
the
fair
housing.
I
Okay,
the
other
thing
we
discussed
in
our
last
meeting
was
mobility
and
transit,
and
we
have
several
people
looking
at
the
projects
that
the
city
has
in
the
pipeline,
like
the
low
line
and
the
pedestrian
bridge
and
looking
at
how
these
projects
we
know,
they'll
have
positive
impacts,
but
are
there
any
negative
impacts
on
the
black
and
brown
community?
Are
they
being
engaged
in
the
process?
I
Right
now,
with
contamination
in
the
flood
waters-
and
I
mean
you
know
we
just-
we
just
feel
that
that
is
something
that
needs
to
be
addressed.
So
we
want
to
look
at
how
our
subcommittee
can
support
and
encourage
the
redevelopment
and
look
at
baby
zoning.
And
how
can
we
facilitate
some
of
these
things?
Moving
along
faster
in
support
of
the
city
of
charleston
authority,
so
we'll
be
spending
some
time
next
week,
really
digging
into
that,
and
then
also
on
our
list.
I
D
D
H
D
D
That,
because
this
is
really
a
regional
problem
and
not
just
the
city
of
charleston
tracy
sounds
like
y'all,
are
really
digging
into
a
lot
of
appropriate
issues
and
and
ways
to
help
address
the
the
overall
issue
for
housing.
That
sounds
great,
we'll
all
have
to
work
on
next
time.
Get
more
support
to
that
referendum.
I
C
You
know
so
that
folks
are
a
bit
more
knowledgeable
about
what
they're
voting
for,
and
you
know,
hopefully
we'll
be
able
to
go
back
to
it.
But
we
did
have
a
very,
very
good
meeting
and
we
had
some
pretty
strong
suggestions
for
council
women
johnson
in
terms
of
how
she
can
in
fact
come
up
with
a
plan
plans
that
are
really
similar
to
plans
that
we
have
mayor
as
a
city.
E
Sure
not
a
problem
good
evening.
Everyone
amber.
Can
you
still
hear
me?
I
can
okay,
great.
The
youth
and
education
subcommittee
met
on
what
we've
been
meeting
every
other
wednesday
since
our
subcommittee
was
established.
We
did
welcome
our
newest
and
youngest
committee
member
miss
vigi
orr,
who
is
a
senior
at
the
school
of
the
arts.
E
During
our
last
meeting,
a
lot
of
our
focus
was
on
the
restorative
practices
and
what
we
can
do,
as
from
the
city
of
charleston
and
potentially
in
conjunction
with
charleston
county
school
district,
so
we're
planning
that
out
and
we
should
have
at
least
that
subcommittee
logic
model
completed
pretty
soon.
We
also
got
into
discussion
as
it
pertains
to,
of
course,
the
city
of
charleston
budget,
because
we,
you
know,
we
were
made
aware
that
you
know.
Of
course
there
are
budget
discussions
going
on
now
and
with
the
special
commission.
E
We
want
to
make
sure
that
the
special
commission
is
engaged,
or
at
least
part
of
this
discussion
in
regards
to
the
city
of
charleston
budget
moving
forward,
because
we
also
want
to
make
sure
that
we're
doing
all
of
this
work
with
intention
and
not
in
a
performative
manner.
I'm
trying
to
think
what
else.
Also
our
committee,
a
couple
of
our
committee
members,
as
well
as
individuals
from
felice's
committee,
the
history
and
culture
committee
had
a
chance
to
meet
twice.
E
E
We
discussed
different
ways
for
schools
to
be
involved
in
not
only
the
curriculum
process,
but
also
the
grant
opportunities,
and
we
also
brought
up
the
children's
defense
on
freedom
school
program
as
an
impactful
way
of
not
only
addressing
culturally
relevant
curriculum
and
culturally
sustaining
curriculum,
but
also
history
and
culture.
Our
next
meeting
is
next
week,
thursday
at
5
30..
J
J
We
had
a
list
of
questions
that
amber
and
john
mitchell
when
he
was
with
the
city
provided
us
with
to
just
talk
about
what
would
community
engagement
look
like
regarding
history
and
culture?
Well,
also,
we
talked
about
what
would
what
what
would
equity
look
like
in
our
charleston
community
in
regard
to
history
and
culture?
Of
course,
we
touched
on
monuments,
memorials
historic
sites.
What
do
we
currently
have?
J
What
we
want
to
see-
and
we
ask
the
question:
how
do
we
continue
and
maintain
current
offerings
create
new
offerings,
build
momentum
for
change
and
growth?
Then
we
establish
some
working
committees
to
address
some
recommended
action
items
and
we
had
probably
about
five
working
committees.
But
after
the
wonderful
meeting
where
foia
guidelines
weren't
explained,
we
realized
we
had
to
reduce
the
size
of
some
of
our
working
committees
and
make
them
committees
of
the
whole.
J
The
one
working
committee
that
still
remains
intact
is
the
as
a
separate
working
committee.
Is
a
committee
consisting
of
three
individuals
who
are
looking
at
inventories
of
state,
historic
markers
and
city
markers,
and
that's
really
what
we
spent
our
last
meeting
focused
on.
We
had
a
robust
discussion
of
the
100,
odd
state,
historic
markers
that
exist
in
our
county.
J
So
that
gives
us
a
leg
up
on
our
work.
We
also
had
a
guest
presenter
attorney.
Susan
herdina
legal
counsel
for
the
city
of
charleston
gave
us
an
overview
of
the
heritage
act.
It
was
a
wonderful
overview
that
helps
us
just
have
the
proper
perspective
when
it
comes
to
any
degree
of
specificity,
we're
able
to
get
into
with
specific
monuments,
markers
and
so
forth,
as
we
move
forward
with
our
work.
J
So
what
is
ahead
for
our
committee
is
at
our
next
meeting,
which
will
be
next
week,
thursday.
We
will
continue
to
review
and
examine
state
historic
markers.
Our
committee
is
very
diverse,
and
many
people
have
wonderful
ideas
about
additions
to
add.
You
know
additional
markers
to
add
to
the
landscape
as
well
as
monuments
and
memorials,
so
we're
looking
forward
to
hashing
out
some
ideas
and
being
able
to
present
some
substantive
recommendations,
particularly
in
that
area.
We
will
also
be
calling
on
some
local
experts
to
assist
with
us
in
the
process.
J
J
Markers
memorials
and
so
forth.
So
that's
where
we
are
right
now,
but
we
have
much
more
on
the
agenda
moving
forward,
we're
kind
of
hunkered
down
in
markers
right
now,
but
we
will
return
to
the
issue
of
you
know:
how
do
we
create
better
use
public
space
to
showcase
an
inclusive
history
and
cultural
story
about
charleston?
So
we'll
get
back
to
those
topics
as
well.
A
Report
most
certainly
no
good
evening
to
everyone.
Council
members,
commission
members,
the
criminal
justice
reform
committee
normally
meets
bi-weekly.
We
would
meet
on
mondays
at
six
in
the
evening
due
to,
of
course,
the
election
we
had
to
forego
our
last
meeting.
It's
actually
scheduled
the
ninth
of
this
monday
coming
up
at
six
p.m.
So,
if
you
guys
are
able
to
be
in
attendance,
we
more
so
than
welcome
you
to
that
attendance.
A
Our
first
meeting
on
initial
meeting
started
out
with
the
concerns
for
policing
in
the
city
of
charleston,
regards
to
police
engagement
from
a
community
standpoint
and,
of
course,
the
most
obvious
when
it
came
to
protest,
rallies
and
and
and
functions
within
the
community.
We
looked
at
engagement
from
a
clarification
not
only
from
a
police
standpoint,
but
also
from
a
legal
system,
getting
a
a
broader
perspective
of
how
we
want
to
see
that
addressed
and
in
what
manner
to
prevent
what
we've
seen
before.
A
In
regards
to
a
racial
injustice.
We've
made
several
partnerships:
wendy
stiver.
Of
course,
who's
been
the
director
of
research
and
procedural
justice
has
been
an
advocate
of
everything
that
we're
doing,
especially
surrounding
the
audit.
Initially,
we
looked
at
particular
things
within
that
audit,
more
so
around
the
use
of
force,
as
well
as
traffic
stops
reason
being
behind
the
traffic
stops,
and
then
the
percentages
around
who
was
being
pulled
over
and
for
what
reason.
A
Wendy
has
actually
created
a
document,
a
document
in
powerpoint
which
she's
presented
to
chief
reynolds.
She
has
thus
forwarded
me
that
email
in
end
presentation,
to
which
now
we
can
do
a
deeper
dive
into
what
well,
how
should
I
say
what
matters
she's
addressed
in
the
audit
and
the
resolutions
for
that?
Like
has
been
stated
before.
A
A
This
is
really
so.
This
is
real
much
much
so
predicated
around
reallocations
of
funds,
as
well
as
the
the
budget
for
charleston
police
department,
which
of
course,
is
a
big,
a
a
big
topic
of
discussion
for
the
city
of
charleston,
not
just
a
reallocation
of
funds,
but
exactly
what
the
funding
is
currently
in
regards
to
the
budget
and,
of
course,
councilman
sacramento
can
attest
to
that.
A
A
lot
of
that
work
in
regards
to
the
ordinances
in
courts
is
going
to
be
spearheaded
by
arthur
mcfarland
and
ali
menigakis
they'll
be
surrounding
the
once
again.
The
courts
in
the
ordinances
we'll
be
going
over
those
discussions
come
monday.
So
at
that
point
we
can
pull
what
we
went
from
those
processes
and
when
we
present
that
it's
gonna
come
from
those
three
clusters
and
lastly,
of
course,
is
actually
unifying
like.
A
I
guess
interactions
moving
forward
that
could
have
easily
been
prevented,
especially
in
the
idea
of
systemic
racism
and
like
these
are
going
to
be
a
a
lot
of
the
the
the
talking
points
and
working
points
that
we're
going
to
have
going
forward
after
our
next
meeting,
which
is
monday.
We'll
then
have
a
proposal
or
a
a
strong
proposal
to
which
we
plan
on
putting
forward
in
our
next
commission
meeting.
K
K
So
congratulations
to
seven
her
her
born
day
was
just
a
week
and
a
half
ago,
or
so
so
congrats
to
him
and
his
lovely
fiancee
briefly
to
report.
We
were
set
to
meet
last
week,
but
that
was
right
upon
the
time
of
seven's
arrival,
so
we
did
not
meet
and
then
our
next
schedule
meeting
is
on
veterans
day.
K
Those
groups
have
been
meeting
with
city
staff
to
figure
out
how
to
better
bolster
what
we
can
put
forward
as
a
recommendation
and
we're
also
looking
at
how
we
can
better
partner
and
bridge
those
gaps.
Just
as
mr
better
had
mentioned
with
the
other
groups
that
have
similar
minded
focuses
across
our
three
subgroup
areas.
B
H
C
L
I
see
some
friendly
faces,
I
know
so.
This
is
going
to
be
nice
like,
as
amber
mentioned
before.
I
am
the
director
of
diversity,
education
and
training
in
the
office
of
institutional
diversity.
We
often
times
grow
out
into
the
community
to
support
any
efforts
in
diversity,
equity
and
inclusion.
So
this
is
one
of
those
opportunities
on
this
particular
training.
I
have
one
of
my
dear
friends
and
partner.
Her
name
is
linda
keller,
linda
I'll.
Have
you
introduce
yourself.
M
L
Yes,
absolutely
absolutely,
as
I
was
listening
to
everyone's
reports,
what
we're
going
to
cover
tonight
for
some
of
you
guys
will
be
a
review
for
others.
It'll
be
something
that's
going
to
be
new
and
others
deeper.
So
I
will
go
ahead
and
get
started
up
now,
I'm
going
to
ask
if
I
can
have
access
to
sharing
my
screen.
Oh,
I
see
it.
It's
already
there
all
right.
So
let
me
bring
it
on
up
just
give
me
a
quick.
L
L
There
you
go
all
right,
everyone
you
guys,
can
see
that
correct
it
a
little
bit
bigger
for
you
all
right
well,
at
the
college
of
charleston,
we've
been
charged
with
a
great
deal
of
training
for
our
faculty
staff
and
students,
and
it
has
been
done
in
a
four-part
series
called
deep,
which
is
department,
equity
education
program
tonight.
That
first
session
has
been
customized
to
fit
what
you
guys
are
doing
in
the
city
and
specifically
in
regards
to
the
work
you
are
trying
to
conjure
up
in
order
to
produce
an
action
plan.
L
I
would
like
to
introduce
you
guys
on
what
to
expect
in
this
session.
Each
bullet
is
considered
a
module,
so
I'm
gonna
read
it
aloud.
As
you
read
with
me,
the
very
first
bullet
we
read
as
you
guys
as
participation.
Tonight's
training
will
review
common
language
to
reinforce
a
focus
on
the
creation
of
measurable
outcomes,
promotion
of
greater
accountability
and
coordination
of
community-wide
efforts
to
achieve
racial
equity
in
our
community.
L
L
Now,
as
I
said
before,
some
of
this
might
be
a
review
for
you
guys
for
some
others.
It
might
be
deeper
others.
It
may
be
something
that
you're
very
familiar
with,
which
is
right
on
target.
We
just
want
to
make
sure
that
everybody
is
on
the
same
page
as
they
move
forward
in
creating
a
work
that
you
want
to
have
submitted
in
the
time
frame
that
you
guys
have.
L
So
as
we
move
into
our
content,
I
would
like
to
let
you
guys
know
that
there
are
going
to
be
a
couple
of
opportunities
where
you
will
share
in
discussion.
Those
opportunities
are
going
to
be
all
open
to
you
guys
to
put
into
chat.
If
you
feel
comfortable,
of
course,
with
chat.
You
know
it
is
going
to
be
assigned
to
your
name.
L
L
L
L
L
B
L
L
All
right
guys,
can
you
see
that
just
give
me
a
quick
thumbs
up
that
you
guys
can
see
that
I
will
go
ahead
and
make
it
the
full
screen
all
right
so
as
a
full
screen.
What
I'm
going
to
do
is
shrink
it
just
a
little
bit,
so
you
guys
can
see
all
ten.
If
it's
hard
for
you
to
see,
I
do
apologize.
This
is
just
a
modification
that
we
that
I
wanted
to
add
so
that
everybody
can
see
it
all
right.
L
L
C
H
H
L
All
right,
my
friends,
so
if
you
guys
have
looked
through
those
ten,
I'm
going
to
have
you
guys
again
take
a
moment
and
think
about
which
one
would
you
want
to
actually
practice
in
tonight's
session?
All
10
can
definitely
be
put
into
practice,
but
I
would
love
for
you
guys
to
focus
on
one
if
you
choose
to
focus
on
one
and
feel
comfortable
enough,
please
post
in
the
chat
the
number
of
the
guideline
that
you
would
like
to
try
to
practice.
L
L
L
Well,
as
you
guys
look
at
these
they're
all
very
strong
practices,
especially
when
it
comes
to
dialogue
for
challenging,
if
not
very
critical,
conversations
around
race.
Here's
the
thing
we're
going
to
be
having
these
kinds
of
conversations,
so
we
are
going
to
encourage
you
to
practice
these
tonight,
we're
going
to
actually
put
a
focus
on
one
in
particular,
which
is
number
one
linda,
and
I
have
done
this.
A
great
deal.
Number
eight
right,
linda,
challenging
with
care
all
right
now
challenging
with
care,
will
look
a
little
different,
compare
based
on
how
you
self-identify.
L
But
I
want
you
to
understand
that
in
this
space
we
have
to
be
able
to
not
just
actively
listen
and
step
back.
These
are
all
very
much
important,
but
I
think
where
conflict
often
occurs
is
how
do
we
challenge
each
other
with
care
so
that
we
can
move
forward
in
our
discussions
to
focus
on
the
charge
at
hand
all
right
now?
H
L
H
L
What
is
authentic
to
our
encounters
to
our
community
so
as
you're
speaking
and
challenging
yourself
to
speak
up,
I
want
you,
first
and
foremost
to
breathe
through
this.
It's
not
easy,
but
you
need
to
breathe
through
it,
because
sometimes
it
does
bring
up
a
great
deal
of
tension
mentally
emotionally
and
physically.
So
I
want
you
to
take
a
moment
to
breathe
before
you
speak
all
right.
L
The
next
one
will
be
for
you
to
speak
honestly
about
racism,
it's
in
the
section,
especially
this
intersections
with
other
forms
of
discrimination,
whether
it's
your
gender,
your
sexual
orientation,
your
gender
identity,
sexual
orientation,
I
apologize
so
on
and
so
forth.
Okay,
you
gotta
make
sure
that
we
stay
focused
on
race,
but
also
understand
how
race
intersects,
with
all
these
different
identities,
so
that
we
can
address
the
broader
population
of
individuals
who
have
been
marginalized
historically
for
fall
too
long.
L
There's
no
need
to
invalidate
one
another
as
much
as
it
is
to
hear
one
another
and
then
the
last
one
is,
as
you
are
going
through
this
process,
keep
in
mind
you're,
actively
listening
you're
doing
all
this
conscious
work.
I
want
you
to
ask
the
questions
in
your
mind
before
you
actually
speak
out
one,
the
idea
that
you
have
in
your
mind
that
you
want
to
share
where
ideas
come
from
to
ask
that
question,
because
you
want
to
know
how
idea
actually
manifested
itself
into
what
you
understand
as
important
or
valid
for
the
conversation.
L
Okay,
the
next
one
is.
Why
is
that
idea
challenging
for
me
if
it's
an
idea
that
challenges?
Why
is
it
the
way
you
were
brought
up?
Is
it
a
media?
Is
it
a
historical
experience
that
has
been
passed
down
genetically
or
not
genetically?
I
apologize
generationally
right
and
then
the
last
one
is:
does
the
idea
actually
inhibit
or
foster
inclusivity?
I
am
a
big
big
advocate
of
understanding
that
there's
going
to
be
ideas
that
are
going
to
be
harmful
when
it
comes
to
our
overarching
goal
of
achieving
inclusivity
and
equity.
L
So
always
ask
this
question:
is
this
particular
idea
thought
going
to
move
us
in
that
direction
of
fostering
inclusivity
and
equity?
If
not,
you
may
want
to
go
back
through
that
process
of
reflection
breathing
so
that
everybody
else
gets
a
chance
to
make
sure
that
we
are
staying
focused
on
that
overarching
goal.
L
L
L
So
I
want
you,
like,
I
said,
for
those
who
are
identified
black
indigenous
or
person
of
color
to
breathe
through
it
breathing
relieves
a
lot
of
the
tension
that
we
encounter
when
we
have
these
conversations
and
it
inhibits
us
from
moving
forward
all
right,
the
next
one
is
to
actively
listen
to
black
indigenous
people
of
color.
You
guys
already
have
this.
I
am
just
reiterating
how
valuable
it
is
right.
L
L
I
want
you
to
minimize
it,
meaning
acknowledge
that
it's
there,
but
do
not
allow
it
to
become
the
center
of
attention
in
such
an
important
discussion,
because
then
we
will
now.
It
will
now
become
co-opting
the
conversation
or
the
opportunity
to
focus
on
comforting
you,
instead
of
addressing
the
topics
and
the
charge
at
hand,
okay,
the
last
one
the
next
to
last
is
to
demonstrate
humility
and
curiosity:
ask
questions
it's
okay.
If
you
mess
up,
I
promise
you
we
will
pro.
L
We
will
provide
care
when
it
comes
to
using
the
right
language
or
even
helping
to
understand
where
that,
where
how
that
might
be
harmful,
but
the
humility
part
is
accepting
that
our
history
has
been
a
very
humiliating
encounter
for
so
many
and
so
to
exempt
to
exemplify
humility.
While
you
are
in
this
particular
training
tonight
will
help
everybody
get
a
better
understanding
of.
Why
we're
doing
what
we're
doing
without
the
need
to
make
people
feel
comfortable.
L
Who
know
who
do
not
need
to
feel
comfortable
in
this
moment
if
you're
self-identifying
white
at
this
particular
time,
your
comfort
is
not
the
focus.
The
comfort
is
not
the
focus.
It
is
us
going
into
the
discomfort
leaning
into
that
discomfort
so
that
we
can
get
these
changes
done
for
those
individuals
who
are
in
the
black,
indigenous
and
people
or
people
of
color
communities
to
start
to
feel
more
comfortable
in
the
spaces
that
they
are
in
every
single
day.
L
M
M
M
L
Yes,
thank
you
lyndon.
I
was
going
to
pass
the
mic
on,
so
you
see
we're
already
in
sync.
We
already
got
that
we
got
it
all
right,
so,
let's
go
ahead
and
move
on
to
the
actual
meet
of
today
again
I'll,
give
you
guys
another
30
seconds
if
there's
any
questions,
comments
or
thoughts
about
what
it
means
to
challenge
with
care,
starting
with
yourself,
based
on
how
you
identify
and
then
moving
into
these
very
challenging
but
necessary
conversations.
L
Okay,
let's
move
on
into
it,
so
here's
one
of
my
favorite
cartoons.
I
know
it
may
be
a
little
blurry,
but
I
want
you
to
read
it
with
me:
okay,
because
oftentimes
we
forget
and
I'm
one
of
them,
so
I'm
putting
myself
in
this
group.
So
as
I
read
a
lot,
I
would
like
for
you
to
read
it
in
your
minds
all
right,
no
matter
how
open-minded
socially
conscious
anti-racist,
I
think
I
am.
I
still
have
old,
learned,
hidden
biases
that
I
myself
need
to
examine.
L
That
is
what
we're
going
to
be
practicing
tonight,
that
we
check
ourselves
so
that
we
can
have
the
conversations
that
are
necessary
to
move
us
into
the
actions
that
are
required
for
our
communities
changes
all
right
all
right.
So,
let's
move
in
linda
is
there
anything
else
you
want
to
add
before
we
get
into
the
to
the
content
or
the
meat
of
tonight?
L
L
Thank
you,
yep
all
right,
so,
like
I
mentioned
a
little
bit
earlier,
we
have
those
three
modules
that
we're
going
to
cover
tonight.
The
three
modules
I'm
just
going
to
reiterate
what
they
are
going
to
be
covering
the
very
first
one
is
that
common
language
you
guys
are
going
to
go,
have
opportunity
to
get
those
definitions
and
solidify
them
as
a
group
of
what
does
that
mean
for
you
guys
we're
going
to
go
into
the
language
when
it
comes
to
systemic
awareness,
particularly
with
race
and
intersections
with
other
identities.
L
And
then
you
guys
go
go
straight
into
brainstorming,
literally
giving
you
guys
a
space
to
dream,
to
write
to
think
to
just
even
reflect
and
then
post
ideas
that
you
can
move
on
a
little
bit
later
and
particularly
keeping
in
mind.
How
do
you
guys
move
forward
even
as
a
unit
so
that
one
young
man,
I
believe,
was
michael?
Who
said
that
you
don't
step
on
each
other's
toes?
You
want
to
learn
and
be
intentional
and
working
in
unison,
so
that
the
out
the
outcomes
are
multiplied.
L
L
Let's
see
if
it'll,
let
me
do
it,
I'm
going
to
put
in
chat
in
just
a
moment
the
link
to
our
padlet,
where
you
guys
are
going
to
take
a
jab
meaning
come
up
and
draw
up
your
own
definitions.
For
those
vocabulary,
words,
those
vocabulary
words
would
be
race,
equity,
intersectionality,
gender
identity,
sexual
orientation.
L
Take
your
best
shot
at
giving
us
a
definition
that
you
think
fit
that
vocabulary
word
now,
as
you
post
keep
in
mind,
it
should
be
anonymous,
and
I
cannot
get
this
thing
to
show
me
my
links
so
give
me
one.
Second,
I'm
so
much
smoother
at
this.
Usually
there
we
go
all
right.
So
let
me
share
some
more
put
it
in
post
post.
It
boom
all
right,
my
friends,
you
guys
go
ahead
and
be
go
ahead
and
click
on
that
particular
link.
L
I
will
give
you
guys
as
individuals,
approximately
five
minutes,
to
jump
down
your
definitions.
Now
all
you
really
have
to
do
is
click
on
the
plus
sign
for
a
new
column
and
just
to
type
it
right
on
in
and,
as
you
are
typing,
it
will
keep
you
guys
anonymous.
So
please
take
the
time
to
draft
out
those
definitions
make
mistakes.
It
is
perfectly
okay.
Your
five
minutes
will
begin.
L
L
L
L
L
L
M
M
I
would
encourage
you
to
to
think
about
how
you
identify
others,
because
it's
not
really
our
responsibility
to
tell
someone
else
how
they
identify
their,
how
how
they
might
identify
their
own
gender
so-
and
I
know
that
for
some
that
may
be
a
different
kind
of
concept
to
grasp.
But
you
may
you
may
look
at
me
and
say
well,
you're,
obviously
a
woman,
but
that
might
not
be
how
I
identify,
I
may
say
I'm
gender
non-conforming,
so
it
really
is
not
up
to
others.
M
So
I
want
to
take
that's
my
safe
zone
training
coming
out.
So
I
want
to
take
the
opportunity
to
have
you
think
about
that,
because
when
you
talk
about
gender,
that
might
not
be
the
gender
you
were
assigned
at
birth
when
the
doctor
handed
you
over
to
your
parents,
the
other
one
is
sexual
orientation.
M
M
I
prefer
red
wine
to
white,
so
I
would
encourage
you
to
to
stay
away
from
when
you're,
when
you're
talking
about
sexual
orientation
to
steer
away
from
saying
preference,
you
guys
are
digging
in
deep,
and
I
really
it's
exciting
to
see
that.
But
those
are
some
things
that
I
I
might
encourage
you
to
think
about
moving
forward.
M
L
Absolutely
thank
you
linda
now,
you're
probably
wondering
why
are
we
talking
about
all
these
different
words?
There's
other
words
that
we
could
definitely
have
chosen,
but
you
got
to
keep
in
mind
that,
when
we're
speaking
particularly
about
race,
that
race
is
just
one
lens
in
which
someone
is
identified
as
or
how
they
identify
themselves.
L
There
are
other
identities
that
make
what
one
ex
person
may
experience
either
much
more
difficult
or
less
difficult,
based
on
other,
socially
constructed
identities
such
as
a
gender
identity,
sexual
orientation.
It
makes
me
having
access
to
equality
more
challenging
right.
It
can
make
access
to
equity
more
challenging.
L
L
L
I
found
that
I
will
share
with
you
guys
an
email
a
little
bit
later.
Okay,
I
literally
created
it
just
for
you,
after
doing
some
more
homework
on
what
it
means
to
work
in
our
community
when
we're
trying
to
strive
for
what
is
now
termed
or
coin
inclusive
excellence
right.
This
is
our
community's
mantra
is
in
what
we're
trying
to
do
right
now
in
this
very
moment,
is
to
is
to
actually
to
personify
to
quantify,
if
not
even
become
the
model
of
inclusive,
excellent
and
specifically
in
a
historic
community
right.
L
So
I'm
going
to
read
the
very
first
one
that
you
guys
be
with
me
in
your
own
minds.
Is
that
can
anybody
see
that
I
want
to
make
sure
everybody
can
see
that
you
guys
are
good?
Okay,
I'm
gonna
make
it
as
large
as
I
can,
because
I
know
I'm
sharing
it
all
right.
So
the
very
first
one
is
inclusive
excellence,
and
so
this
really
calls
for
a
deep,
not
just
superficial,
understanding
of
equity,
its
role
in
society
and
its
impact
on
the
possibilities
we
pass
on
to
the
next
generation.
L
Okay,
it
requires
using
the
cultural
capital
and
talent
of
marginalized
populations
for
the
benefit
of
building
a
sustainable,
diverse
learning
community.
That
is
what
those
action
plans
are
going
to
manifest
into
so
as
we're
considering
those
action
points
and,
as
you
guys,
are
brainstorming
you're
working
on
your
different
committees.
L
This
is
what
we
are
striving
to
become
inclusively
excellent
in
the
city
of
charleston.
Okay,
so
you
guys
may
have
heard
diversity.
It
is
a
catch-all
word,
but
I
would
love
for
you
guys
just
to
take
a
minute
and
understand
that
diversity
is
much
broader
than
inclusion
and
equity
right.
So
diversity
includes
those
two,
but
it's
absolutely
much
broader
and
what
I
have
here
is
actually
from
a
pretty
classic
article.
So
I'm
gonna
read
it
again
out
loud,
as
you
guys
read
with
me
in
your
minds.
L
Diversity
is
where
individual
differences,
their
demeanor
prior
knowledge
and
life
experiences
and
group,
or
societal
social
differences.
Examples
such
as
race,
ethnicity,
class,
gender,
sexual
orientation,
country
of
origin
ability,
as
well
as
cultural,
political
religions
and
other
affiliations,
are
respected,
so
everyone
is
able
to
recognize,
realize
the
intellectual
and
personal
potential
as
members
of
a
much
global
oriented
and
diverse
community.
L
So,
as
you
again
remember,
we
talked
about
race
and,
and
we
said
how
does
it
intersect,
how
does
it
overlap
with
other
identities
here
in
this
definition,
you
start
to
understand
how
these
different
definitions
may
affect.
I
mean
identities,
manifest
sexual
orientation,
country
of
origin,
one's
abilities
such
as
disability.
L
Right
then,
a
tie
that
to
cultural,
political,
religious
and
other
affiliations.
It
really
magnifies
one's
risk
for
harms
and
it
even
magnifies
one's
trauma
coming
being
raised
or
being
brought
up
in
communities
that
are
very,
very
insular
in
their
framework
right.
So
again,
as
you
move
into
these
next
steps,
challenge
yourself
to
see
race
as
a
priority,
but
also
how
does
it
intersect
with
these
other
ones,
because
that
is
really
making
a
step
in
the
direction
of
embracing
diversity,
which
is
moving
us
towards
inclusive
excellence?
L
Okay,
awesome
possum,
so
actually
that
wasn't
30
that
was
15
seconds.
Give
me
give
me
I'll
get
that
a
little
bit
later,
all
right.
So
next
one
was
race
right,
I'm
a
big
fan
of
the
national
museum
of
african-american
history
and
culture.
They
have
so
much
resources
for
everybody
to
use,
so
I
took
this
from
their
site
and
from
their
resources,
so
race
for
them
is
defined
as
create,
which
is
created
to
classify
individuals
on
an
arbitrary
base
of
skin
color
right
that
caste
system.
L
L
So
far,
so
good,
okay,
next
one
ethnicity.
Now
that
you'll
see
that
oftentimes
like
either
or
right,
it's
because
they're,
both
socially
constructed
right,
and
so
it's
predicated
on
the
concept
of
race,
ethnicity,
is
a
yet
a
place.
Type
and
context-specific
fabricated
construct,
referring
to
individuals,
belongs
to
a
social
group
whose
characteristics
such
as
culture
and
nativity
and
relation
defines
one's
place
within
a
social
hierarchy
so
immediately
being
attached
to
ethnicity,
particularly
in
the
space,
for
example.
L
Here
in
the
united
states,
if
you're
a
minority
powers
and
privileges
that
are
assigned
to
the
majority
are
not
given
to
the
minority,
you
understand
where
that's
going
right,
go
to
another
part
of
the
world
that
may
flip
all
right.
So
I'll
give
you
an
example,
my
family's
from
the
west
indies.
I
have
a
great
deal
more
leverage
in
the
west
indies
being
a
dark-skinned
sister
with
hair
who's
natural
than
someone
else
who
looks
completely
different
right.
It's
the
palliative
is
really
is
space,
specific
place,
specific
and
time-specific
in
context.
L
L
Yes,
so
we
gotta
understand
that
this
starts
out
so
early,
whether
the
individual
recognizes
it
or
not.
At
that
particular
age.
It
starts
to
they
start
to
experience
that,
so
you
want
to
understand
that
this
is
a
great
resource.
Their
organization
here
in
south
carolina
is
another
great
resource
to
connect
with
and
build
a
partnership,
as
you
move
forward
into
the
work
that
you
guys
are
doing.
L
Okay,
I
read
gender
expression
that
I
got
it
so
alliance
for
a
full
acceptance.
Yet
again,
the
conscious
or
subconscious
manner
in
which
one
communicates
about
gender
to
others.
Just
as
linda
was
saying
a
little
bit
earlier
earlier,
how
they
communicate
gender
to
others
through
external
means,
such
as
their
clothing,
appearance,
mannerisms,
an
individual's
gender
ex
expression
does
not
automatically
imply
one's
gender
identity.
L
This
one
came
from
the
human
rights
campaign
and,
like
I
said,
these
are
all
clickable.
So
if
you
once,
I
show
this,
how
you
can
click
on
it,
it'll
take
you
right
there
all
right.
Sexual
orientation
is
an
inherent
or
immutable,
enduring
emotional,
romantic
or
sexual
attraction
to
other
people,
where
the
attraction
helps
determine
orientation
again.
L
Who
do
you
want
to
have
an
affectionate
romantic
relationship
with
right
again,
we
want
to
make
sure
race
is
in
there,
but
how
does
this
all
play
into
those
other
identities
to
sexual
orientation
is
definitely
one
of
them,
and
you
guys
know
we
just
kept
talking.
Intersectionality
intersectionality
intersectionality,
there's
a
number
of
great
videos,
one
of
my
favorite
ones,
is
it's
actually
created
by
again
the
national
museum
for
african-american
culture,
history
and
culture.
L
So
we're
going
to
go
back
to
intersectionality
those
identities
that
overlap,
but
here's
the
thing
you
want
to
make
sure
that
the
actions
that
you
guys
are
going
to
propose
connect
to
resources
that
are
proven
proven
to
reduce,
if
not
eliminate,
the
impact
of
these
problems
right
so
connecting
with
other
groups,
civic
groups,
businesses
so
on
and
so
forth.
That's
where
that
broadness
of
knowledge
will
come
in
to
help
define
what
that
would
look
like
for
your
next
steps,
so
we
got
equality
all
right
now.
L
Okay,
the
right
bottom
line:
it
doesn't
matter
their
gender
doesn't
matter
their
race,
it
doesn't
matter
sexual
orientation.
It
is
a
human
right
for
equality.
So
far
so
good
with
this
okay,
I
promise
you
guys
are
gonna
talk.
I
promise
I'm
just
trying
to
get
all
my
all
the
content
out:
okay
and
equity
right.
I
got
this
from
america.
Oh
so
sorry,
window
close,
I
don't
know
why
that
happened.
Let
me
bring
it
back
up.
L
Yeah
all
right
we're
back
on
we're
back
on.
Let's
go
on
down
all
right
so,
as
I
was
speaking
a
little
bit
earlier
so
equity,
which
is
different,
whoops
come
on
act
like
okay,
so
we
talked
about
equality
come
on
now,
okay,
I
guess
I
gotta
be
nice
to
my
computer,
since
it
is
my
source
of
training
for
this
evening,
all
right
so
with
equity,
right
there's,
a
major
difference
between
equity
and
equality
and
in
equity.
L
You
want
to
get
want
to
take
a
look
at
the
up,
ensuring
that
opportunities
are
actually
created
to
make
things
equal.
That's
the
difference.
Okay,
so
equity
is
actually
the
practice
of
ensuring
that
these
opportunities
are
create
that
are
created
for
historically
marginalized
populations
have
equal
access
to
those
proven
resources.
L
We
want
to
make
sure
that
those
systems
are
not
going
to
limit
an
individual's
opportunity
to
be
considered
equal
in
performance
in
action
and
expectations,
so
on
and
so
forth.
Okay,
all
right
last
one
promises,
inclusion
all
right,
and
this
one
came
from
the
american
association
of
colleges
and
universities.
L
Inclusion
is
defined
as
the
act
of
intentional
and
ongoing
engagement
and
broadening
opportunities
that
increase
awareness,
content.
Knowledge
covers
cognitive,
sophistication
and
empathetic
understanding
of
the
complex
ways.
Individuals
in
a
diverse
community
live
work
and
learn
within
systems
and
institutions.
M
Sometimes
when
dr
owens
and
I
do
this
training,
she
uses
a
drawing
or
a
cartoon
where
there's
a
baseball
game
going
on
and
there's
a
fence
and
there's
a
there's,
a
child
looking
over
the
fence
he's
tall
enough
to
see
over
and
there
are
other
children
with
them.
Some
of
you
have
give
me
a
thumbs
up
if
you've
seen
that
cartoon
right
right
right,
so
equality
would
be
well.
You
give
every
child
the
same
box,
but
that
may
not
be
enough
for
that
child
to
see
over
the
fence.
M
Equity
would
be
giving
each
child
what
they
need
to
be
able
to
see
over
the
fence
for
one
it
might
be
two
boxes
for
one.
It
might
be
a
ramp
because
they're
in
a
wheelchair,
and
they
need
a
ramp
to
get
up
high
enough
to
see
so
sometimes
I'm
more
of
a
visual
learner,
and
that
helps
me
a
little
bit.
So
if
you'll
think
about
that,
that's
the
difference
between
equality
and
equity,
because
I
think
sometimes
folks
will
get
those
two
folks
use
those
words,
interchangeably
and
they're
very.
Do
they.
M
M
Dr
owens
might
need
something
a
little
bit
different
than
me
and
I
might
need
something
a
little
bit
different
than
her
to
be
successful
in
a
math
class.
So,
but
we
both
have
the
ability
to
be
successful.
We
just
need
different
supports,
so
you
might
want
to
visualize
it
like
that.
So
the
difference
between
equality
and
equity.
Those
are
two
different
words.
L
Well,
sad
well
said,
and
I
love
that
I
love
that
image
I
just
did
not
use
it
tonight
for
some
strangers.
It
did
not
come
to
mind.
I
like
my
lovelies,
so
what
I'm
gonna
have
you
guys
do
right
now
go
back
to
that
padlet.
Take
a
look
at
the
post
that
you
made
and
see.
If
there's
anything,
you
want
to
change
to
update
based
on
what
we've
covered
so
far
when
it
comes
to
the
terminology
I'll
give
you
guys
another
three
minutes
to
do.
L
L
L
H
L
L
L
Hi,
my
friends,
so
what
I'm
gonna
do?
I
am
going
to
move
into
our
next
part.
Our
next
module
keep
in
mind,
as
I
mentioned
a
little
bit
earlier,
the
value
of
the
language,
specifically
in
the
work
that
you
guys
are
doing.
It
allows
you
guys
to
not
focus
to
not
become
distracted
on
defining
as
long
as
you
have
an
agreement,
and
you
can
move
on
to
the
larger
goal.
L
Focus
on
that
and
also
a
great
deal
provides
a
great
deal
of
clarity
but,
more
importantly,
it
leads
to
significant,
long-lasting
proofs
because,
as
a
unit,
you
guys
are
all
going
to
be
using
the
language
that
can
go
interchangeably
between
the
different
commun,
the
different
committees,
which
is
really
really
important,
as,
as
you
guys,
move
into
an
actual
plan
that
is
going
to
overlap.
Obviously,
in
some
spaces,
okay,
okay,
all
right!
We've
done
that
you
did
that
you
did
that
all
right,
so
the
legacy
of
systemic
oppression.
L
You
guys,
are
ready
for
this
one
all
right.
I
refilled
my
water
bottle,
so
I'm
good,
I'm
good,
okay,
so
systemic
oppression,
I'm
gonna
have
those
three
up
there
and
I'm
just
gonna.
Read
through
in
just
a
moment,
but
you
are
more
than
welcome
to
read
on
your
own,
you
gotta
understand.
Systemic
oppression
was
built
to
do
what
it's
doing
right
now.
Okay,
so
understanding
that
this
is
historically
methodically
built
to
oppress
and
particularly
oppress
and
mistreat
people
of
color
or
people
who
identify
based
on
different
marginalized
identities.
L
This
is
something
that
cannot
be
done
overnight.
It
is
going
to
take
a
great
deal
of
exercise
in
one's
mind
and
one's
emotional
power
proudness
to
get
through
what
we
have
to
get
through
to
undo
what
history
has
created:
okay,
so
systemic
oppression.
The
very
first
one
I
just
kind
of
touched
on
is
that
it
is
a
historic
occurrence,
a
historic
and
methodical
occurrence
of
oppression
right
or
mistreatment,
whether
it's
intentional
unintentional,
okay,
so
oh
got
it
so
whoops.
I
am
so
sorry,
I'm
clicking
all
over
my
instagram
computer.
L
So
you
want
to
make
sure
that
we
acknowledge
the
history
and
I
believe
you
guys
already
are
starting
to,
but
here's
the
thing
as
we
see
it
in
the
history.
We
understand
that
it
works
from
in
our
past.
It
has
continued
to
be
an
ever
present,
also
ever
evolving
when
you're
creating
these
action
plans.
You
have
to
start
thinking
foresight.
L
L
You
got
to
start
looking
beyond
the
now
look
into
the
future,
so
having
younger
generations.
A
part
of
these
conversations
is
very
key
to
that.
Okay,
of
course,
we
also
know
some
of
you
guys
understand
this,
that
it
exists
across
multiple
levels
of
society:
institutional,
structural,
right.
You
got
the
policies
and
practices,
it
goes
across
the
structures
of
education,
health,
transportation
and
economy.
You
understand
this
multi-level
and
multi-led
levers
right,
it's
another
form
of
intersection.
L
So
if
you
have
to
foresight,
keep
that
foresight
of
how
this
intersects
so
that,
as
you
move
forward,
those
action
plans,
those
ideas
that
the
work
will
continue
to
over
intersect,
both
of
those
the
levels
of
institutions
and
the
structures
miss
najima.
I
saw
your
hand
go
ahead.
What
questions
do
you
have.
N
M
Yeah
najima,
thank
you.
I've
actually
done
like
several
years
ago,
a
little
workshop
using
that
model
and
what
you're
talking
about
is
having
people
look
deeply
at
what
their
privilege
is.
You
know
what
are
those
things
that
we
didn't
necessarily
have
to
earn
that
give
us
privilege
to
move
through
the
world
at
maybe
more
at
ease
than
other
people,
so
it
kind
of
gets
away,
trying
to
get
away
from
that,
pull
yourself
up
by
the
bootstraps
mentality
and
because
that
assumes
that
there's
equity
for
everyone
which
isn't
really
true.
M
So
what
you're
talking
about
is
looking
at
what
your
privileges
are,
and
that
gives
you
a
starting
point
to
look
at
the
the
world
from
how
other
people
have
to
navigate,
and
there
are
all
kinds
of
things
out
there
on
the
web,
where
you
can
do
these
little
quizzes?
It's
like
you
know.
What
are
your
privileges
you
know?
Did
you
come
from
a
home
where
you
had
two
parents
living
at
home?
Are
you
white?
Are
you
male?
Are
you
christian?
M
L
Yeah
and
that's
the
first
time
I've
heard
of
it,
so
that's
pretty
awesome.
I
love
that
and
I'm
going
to
use
it,
so
I'm
going
to
kind
of
tag
on
your
ear
a
little
bit
later
to
get
that
from
you
all
right,
but
yes,
you're
spot
on,
but
here's
the
thing
with
that
backpack
that
we
have
okay,
the
the
idea
is,
as
you're
planning
you've
got
to
plan
for
a
future
again,
so
that
we
don't
reinscribe
what
our
past
has
continued
to
do
over
and
over
again
right.
L
L
Okay-
and
of
course,
you
guys
know
this-
the
discussions
on
this
stuff
is
really
really
accompanied
by
strong
emotions.
So
I
know,
as
I'm
talking
sometimes
I
come
across
passionately
or
I'm
strong-willed
or
really
what's
one
of
my
favorite
ones,
I'm
intense
that
was
a
nice
word.
You
know
intense,
it's
okay,
that
they
it
is
there
all
right,
because
it
is
oftentimes
attached
to
an
experience,
an
encounter.
It's
it's
a
passion
for
somebody.
L
L
Okay,
it's
going
to
be
subjective
because
the
entire
system
was
set
up
in
subjectivity
all
right.
So,
as
you
move
into
these
discussions,
it's
really
great.
I
did
a
great
way
to
have.
These
awareness
is
knowing
that
you're
going
to
have
these
emotions,
but
also
have
some
guidelines
on
how
to
navigate
through
it
have
some
strategies
in
place
to
work
through
those
strong
emotions.
So
it
does
not
take
away
from
the
charge
that
you
guys
are
working
on.
L
L
L
L
Okay,
oppression
and
justice
are
human
creations
and
phenomena
and
therefore
can
be
undone,
which
is
the
most
powerful.
If
not
the
more
impressive,
that's
why
you
guys
are
doing
what
you're
doing
you
know
that
already
right,
how
is
it
going
to
be
undone?
It
starts
within
yourself,
linda,
and
I
mention
this
all
the
time.
The
work
that
we
are
doing
takes
a
great
toll
on
one's
mental
emotional.
In
some
cases,
physical
capacity.
L
It
is
just
as
important
that
one
you
allow
space
to
examine
your
own
biases,
your
own
feelings,
your
own
experiences
and
bring
that
to
the
table
two
take
care
of
yourself.
Take
care
of
yourself.
This
stuff
will
wear
you
out.
If
you
don't
put
in
the
time
or
set
aside
activities
where
you
are,
we
and
we
are
re-energizing
yourself,
we
in
my
goodness,
not
just
re-energizing
re,
linda.
What's
the
what
I'm
looking
for,
I
can't
think
of
it
right
now.
I
just
went
out
of
my
brain.
L
Yeah,
that's
the
word.
I
was
looking
forward
to
recharge
right
when
my
one
was
martin
luther
king.
Did
this
work.
He
was
very
conscious
of
the
toll.
This
takes,
or
not
just
himself,
but
also
of
those
in
it
and
part
of
his
four-part
plan
right
before
direct
action
was
to
take
a
moment
to
care.
For
yourself,
training
was
a
part
of
it,
but
also
reflection.
L
To
breathe
to
breathe
absolutely
do
this
a
big
fan
of
getting
my
pedicure
is
done
so
that
I
can
breathe
through
this
right
all
right
next,
one
manifest
and
economic.
Of
course,
you
guys
notice.
It
benefits
the
economic,
social,
political
and
cultural
systems.
You
guys
know
that
already
got
it,
but
let's
go
how
these
are
also
interconnected
and
reinforced
over
time.
You
don't
want
to
continue
in
reinforcing
this.
L
Okay
got
a
chat.
What's
up
sign
up,
okay,
all
right!
Thank
you!
Mayor,
tucker
bird,
see
you
later
all
right.
So
keeping
that
in
mind,
let's
focus
on
the
fact
that
you
guys
are
already
working
on
undoing
systemic
oppression.
Right
here
are
some
of
the
best
practices,
one
recognition
of
inequitable
patterns.
If
you
can
recognize
these
historic
patterns,
you
can
one
undo
them
and
make
sure
the
action
plans
as
you
move
forward,
will
not
reinscribe
them.
L
Okay,
the
next
one,
intentional
action
to
interrupt
racism
and
other
types
of
inequity,
intentional,
meaning
that
it
is
built
in
in
some
form
or
fashion,
whether
it's
policy
procedure
there
is.
There
are
mechanism
in
place
to
interrupt
racism.
There
are
mechanism
in
place
to
interrupt
inequity
period.
What
would
that
look
like
not
just
for
now,
but
also
the
next
10
years,
20
years,
so
that
it
does
not
continue
in
the
cycle
that
we've
been
a
part
of
for
so
long?
L
Okay,
here's
one
of
my
favorite
ones
use
a
democratic
process.
Okay
and
systems
supported
by
diverse
alliances
and
partnerships,
allow
diverse
communities,
civic
groups
and
businesses
to
be
active
in
the
plans
that
you
create
now
I'ma,
be
clear,
active
means
not
a
representative,
but
they
are
regularly
connecting
with
you
guys
to
say.
Yes,
that
is
in
alignment
with
what
we're
seeing
or
let's
negotiate
what
this
can
look
like,
given
the
time
that
we're
in
and
where
we're
trying
to
move
into
representation
is
one
thing.
Partnership
is
another
and
we
want
partnerships.
L
M
I
forgot
where
the
unmute
button
was,
if
you
think
about
interrupting
racism
and
inequalities,
you
want
to
make
sure
that
you're
making
space
to
have
conversations
about
race
and
how
identities,
intersect,
and
so
that's
tonight,
is
sort
of.
I
think
of
that,
I
think
of
tonight
as
a
start
to
that
process,
and
it
sounds
like
when
I
was
listening
to
all
of
you
report
out
at
the
beginning
that
you've
been
doing
a
lot
of
that
within
your
group.
You
also
when
you're
having
conversations
with
each
other
at
the
beginning.
M
You're
gonna,
agree
that
sometimes
you
might
be
the
one
that's
going
to
step
back
and
that
you're
going
to
listen
to
what
other
people
have
to
add
to
the
conversation
and
that
when
there
is
a
disagreement
that
you
have
a
plan
to
address
that.
So
I
know
that,
with
a
lot
of
things
that
the
college
will
do
restorative
justice
kind
of
processes
where,
where
somebody
gets
to
identify
a
harm
that
has
been
done
to
them
and
then
they
we
work
with
them
to
resolve
that
harm
with
the
person
who
inflicted
the
harm.
M
So
it's
really
important
that
you
develop
those
agreements
within
your
group
because
you're
not
always
going
to
agree,
but
you
want
to
set
it.
You
want
to
set
up
an
environment
where
you
can
have
conversations
with
each
other
so
that
you
can
continue
to
do
all
this
really
great
work
that
it
sounds
like
you're
doing.
I
grew
up
in
charleston.
M
I
wasn't
born
here,
but
I've
lived
in
charleston
since
I
was
six
and
I'm
a
little
bit
older
than
that
now,
but
when
I
see
the
kind
of
changes
in
the
area
since
I
graduated
from
stall
high
school
back
in
1981,
it's
really
phenomenal
to
see,
but
also
how
far
we
still
have
to
go.
And
so,
if
you
c,
if
you
don't
establish
these
these
agreements
with
each
other,
then
you're
not
going
to
be
able
to
have
those
conversations
that
are
going
to
be
productive.
M
It
doesn't
have
to
be.
We
talked
about
challenging
with
care,
and
that
is
so
important
if,
when
I
was
doing
a
little
reading
earlier
this
afternoon,
to
prepare
for
my
part
of
today-
and
I
was
looking
at
some
agreements
that
other
people
have
put
together-
some
folks
say
have
adopted
the
ouch
or,
oh,
you
know
kind
of
thing
where
if
somebody
says
something
that
you
find
hurtful
or
offensive
that
you
say
ouch,
so
that
they
know.
M
If
you
were
doing
work,
I
used
to
work
in
the
school
of
education,
so
I
I
met
all
these
really
wonderful
students
who
wanted
to
become
teachers,
which
we
all
know
is
incredibly
hard
work
and
some
of
them
would
come
into
my
office
and
talk
about
wanting
to
save
all
the
children,
and
so
there
they
were
making.
So
some
of
the
white
students
were
making
assumptions
about
students
of
color
and
what
they
needed
even
before
they
were
stepping
into
the
schools
that
they
wanted
to
teach
in,
and
so
I
think
it's
really
really
important.
M
M
So,
and
we
talk
about
this
personally
a
lot
and
I
have
to
sometimes
sit
back
and
listen
to
her
experiences
moving
through
life
that
are
sometimes
really
hard
for
me
to
listen
to,
but
I
do
because
I
want
to
learn
from
that,
and
I
think
that's
that
I
that
I
have
to
practice
humility
a
lot
in
the
space
that
I
work
in
next
slide
any
well.
First
of
all,
dr
owens,
do
you
have
anything
you
want
to
add
to
that.
M
M
So
I
think
that
when
you're
feeling
you're
having
you're
part
of
a
conversation-
and
you
start
feeling
that
defensiveness
come
up
and
that
you
know
there
have
been
lots
of
times
when
maybe
charissa
has
shared
something
with
me-
that
she's
been
very,
very
angry
about
and
that
that
is,
that
is
sometimes
hard
to
witness.
But
I
respect
that
she
finds
me
to
be
a
safe
place
where
she
can
share
those
feelings
and
that
I'm
gonna
listen.
M
M
So
just
remember
that
you
make
that
space
to
reflect
and
and
then
to
debrief
when
you
have
those
really
really
hard
conversations
with
each
other
next
one,
oh
okay,
so
are
you
gonna
have
them
post
sharissa,
oh
hold
on?
I
can't
see
yep,
okay,
so
in
the
padlet
link
you
can
post
in
there.
How
are
you
gonna
do
some
of
these
things?
How
are
you
gonna
and
think
about
in
the
work
that
you're
doing
right
now,
and
you
can
pick
one
right?
Is
that
okay,
dr
owens?
L
Absolutely
so,
just
let
you
guys
know,
I'm
just
giving
you
guys
another
palette
link
and
I
want
you
to
go
ahead
and
post
this
padlet
link
as
far
as
what
linda
was
just
mentioning.
This
is
going
to
be
a
little
different,
there's
no
columns
or
nothing.
So
it's
just
going
to
be
like
a
post
to
social
media
or
a
post
to
a
bulletin
board,
so
to
speak
so
just
simply
just
type
in
the
the
text
box
and
plus
post
right.
So
I
want
you
guys,
as
linda
was
a
little
bit
before.
L
How
would
you
actually
practice
these
okay?
How
would
you
set
aside
the
time?
How
would
you
practice
those
shared
agreements?
How
are
you
going
to
exercise
humility?
How
are
you
going
to
admit
feelings
of
defensiveness
and
reflect
and
debrief?
I
want
you
guys
to
start
posting
these
ideas
once
you
start
posting
those
ideas
about
after
three
minutes,
I'm
gonna
put
you
guys
in
groups
to
define
to
prioritize
which
ones
you
want
to
start
practicing,
if
not
almost
immediately,
all
right
so
go
ahead.
Three
minutes
to.
L
M
L
How
are
you
going
to
practice
these?
How
are
you
going
to
practice
setting
aside
a
time
to
discuss
race
and
intersectionality,
you
may
already
be
doing
that
in
your
group.
Again,
how
are
you
discussing
maybe
some
of
the
recent
events
and
how
that
might
affect
the
discussion
for
the
evening
right
practicing
those
shared
agreements?
What
agreements
are
you
going
to
make?
What
would
that
look
like
for
your
for
your
committee
exercise,
your
humility?
How
would
that
look
like
for
yourself?
L
L
I
like
the
idea
of
actively
listening
to
one
another
without
interruption
right,
so
almost
kind
of
like
what,
in
restorative
justice
model,
you
have
a
shell
or
you
have
an
item
to
use
to
speak
right
so
that
it
reduces
interruption
that
people
get
to
share.
What
their
thoughts
are
without
the
con
without
having
to
be
worried
that
it's
going
to
be
interrupted.
M
M
You
can
get
some
information
like
that
and
then
it
really
is
to
have
a
conversation
among
your
group.
Is
that
maybe
you
give
each
other
an
assignment
where
you
say:
hey,
look
up
some
look
up
some
agreements
that
people
are
making
to
have
these
tough
conversations
and
to
have
everybody,
bring
some
to
a
meeting
and
say
hey.
These
are
the
ones
I
think
are
important
to
me.
Would
everybody
will
be
willing
to
adopt
those
as
an
agreement?
M
L
It
may
be
the
first
five
minutes
of
the
meeting
to
kind
of
talk
about
the
environment
that
we
are
all
in
and
how
that
might
impact
some
of
the
discussion
that
evening
or
the
language
that
we
use
it's.
You
want
to
start
to
frame
it
in
a
way
that
is
going
to
be
part
of
their
practice
in
the
work
that
you're
doing
with
your
committees
all
right.
L
C
C
C
We
want
to
look
at
economic
disparities,
health
disparities,
and
I
can
go
on
and
on,
and
I
clearly
understand
that
you
have
to
take
care
of
the
understanding
of
these
concepts
personally.
First
before
you
can
move
forward
to
deal
with,
the
impact
which
can
be
intentional
are
unintentional.
The
impact
is
still
the
same.
C
How
do
we
get
there
in
terms
of
dealing
with
institutional,
systemic
disparities
among
groups
and
not
necessarily
racial
sexual?
I
mean,
like
all
the
groups
right.
How
do
we
get
in
there
and
and
and
and
change
that
and
cut
it
out,
and
and
I'm
with
you,
dr
owens?
This
is
not
something
that's
going
to
happen
in
90
days.
Something
is
going
to
happen
in
years.
It's
going
to
literally
take
years
for
for
what
we're
attempting
here
and
we're
all
aware
of
that.
You
know,
but
my
question
is
I'll.
L
You
guys
are
already
there
with
the
different
subcommittees.
Now
you
need
to
break
those
parts
down
even
further
into
how
kind
of
feasible
achievable
chunks
that
you
can
take
on
to
dismantle
in
the
time
that
you
have
so
it
may
even
be
a
plan
of
what
does
this
system
look
like
in
these
different
chunks?
Or
what
does
it
look
like?
I'm
just
going
to
use
education
as
an
example
when
it
comes
to
education?
Is
it
the
space
for
the
the
pedagogy
that
the
students
that
the
teachers
are
using?
L
Is
it
the
content
that
the
students
are
learning?
Is
that
the
environment
is
it
expected?
These
are
huge,
huge
challenges
to
choose
to
list
out
what
these
are
prioritize
and
put
a
plan
that
is
going
to
chunk
out
what
those
action
steps
are
to
dismantle
it
and
over
time
this
is
called
a
chunking
process.
L
Anything
that's
large
and
overwhelming
my
mother
being
a
part
of
a
sorority
said
it's
like
as
large
as
an
elephant,
and
it's
hard
to
see.
How
are
you
going
to
eat
this
enormous
element
of
systemic
problem?
The
systemic
problem,
the
only
way
to
address
that
is
to
take
small
chunks
out
of
that
elephant
at
a
time
over
time,
prioritize
and,
as
you
guys
already
are
doing
if
you're
doing
it
from
different
spaces
or
spheres
or
fields.
L
C
And,
and
what
I
mean
is
that
there
are
tons
of
non-discriminatory
laws
on
the
books
for
everything
we're
talking
about
right
now,
so
I
think
it's
very
very
important
for
our
subcommittees
to
be
aware
of
those
laws
that
could
help
them
enforce
that
chunk
there.
You
go
okay,
because
we
because,
if
we
don't
have
any
kind
of
enforcement.
L
L
Very
strategic
well
said
you
absolutely
want
to
have
that
bite
so
to
speak
behind
what
you're
doing
so,
it
may
be
taking
a
step
back
and
saying:
listen,
let's
take
a
look
at
what
these
chunks
are.
What
these
priorities
are,
let's
find
those
laws
and
then
use
that
to
to
literally
to
drive
the
action
over
the
next
five
ten
twenty
years
of
what
we're
doing
right.
That
is
very
strategic.
C
M
Dr
owens,
I
think
too
like
when
I'm
thinking
about
you
talking
about
chunking
is,
if
you
it's
it's.
If
you
look
at
like
this
huge
global
problem
and
that
you
don't
even
know
where
to
start
and
then
you
feel
like
well,
god
is
just
hopeless
like
we.
How
are
we
ever
gonna?
How
are
we
ever
gonna
handle
it?
If
you,
if
you
chunk
it,
maybe
you
get
those
things
where
you
see
success.
H
M
How
does
she
chunk
those
that
work
so
that
she
gets
to
do
some
work?
That's
going
to
be
successful
so
that
you
stay,
you
stay
charged
and
you
stay
rejuvenated
so
that
you
can
continue
to
work
forward
because
you
can
say,
oh
well,
we
were
able
to
do
this
and
this
so
now
we
get
to
go
on
and
take
that
next
step.
M
I
know
I
don't
want
to
take
up
more
of
your
time,
but
dr
schube
president,
you
at
the
college
of
charleston
just
about
an
email,
they're,
changing
the
name
of
a
scholarship
program
at
the
college.
They're
changing
the
name
of
a
building
and
now
they're
going
to
be
they've,
created
a
committee
to
address
more
of
those
kind
of
issues.
M
M
I
I
must
have.
Can
you
hear
me
now?
Okay,
I
think
that
when
you
talk
about
china,
we've
talked
about
the
commission
as
a
whole.
You
know
I've
struggled
with
that
in
the
housing
and
mobility
committee
you
know
is
is
on
my
committee.
I've
had
several
folks
on
my
committee
they're
on
this
call,
which
I'm
really
happy
about,
but
so
breaking
it
down.
I
mean
even
within
the
subcommittee,
it's
hard
to
to
break
it
down
and
figure
out
what
the
chunks
are,
because
there's
so
many
we
could
put.
I
We
had
like
12
or
13
items
in
our
first
meeting,
so
I
do
think
breaking
it
down
into
small
pieces
and
and
making
some
progress
on
some
of
the
smaller
pieces.
While
we're
looking
at
the
larger
pieces-
and
I
have
to
sign
off
in
a
minute,
but
I
I
really
appreciated
this
training
and
I
am
practicing
humility
every
day
and
learning
more,
and
this
has
been
a
great
experience
for
me,
but
I
appreciate
your
time
tonight
doing
this
training
yeah
welcome.
Thank.
L
L
Yes,
absolutely
again
the
work
that
you're
doing
is
so
important.
I
don't
want
you
guys
to
wear
yourselves
out.
I
don't
want
you
guys
to
feel
like
this
cannot
be
done.
The
way,
a
way
to
do
this
come
up.
Brainstorm
have
a
brainstorming
session.
Like
tracy
said
you
had
about
19
ideas,
13
19.
I
did
now
prioritize
prioritize
and
give
that
priority
of
your
focus.
Now
it
can
shift
as
time
moves
right.
Life
happens.
L
You
know
things
change,
but
allow
yourself
to
say:
okay,
we
prioritize,
but
we
may
need
to
shift,
because
now
this
has
come
up.
You've
got
to
create
a
system
that
allows
you
to
once
prioritize
two
to
shift
and
three
to
plan
for
a
much
a
long,
long
term
sustainably,
so
that
you
guys
will
set
a
model
that
next
generation
can
take
on
and
then
take
it
to
the
next
level.
M
J
J
We
are
certainly
not
shirking
any
responsibility
to
try
to
make
substantive
recommendations
about
removals
or
relocations,
but
the
fact
of
the
matter
is
the
data
set
is
large
and
in
order
to
do
justice
to
the
data
set,
we
need
not
just
this.
This
subcommittee
itself,
but
the
a
lot
of
the
ideas
that
came
out
in
the
training
tonight.
I
appreciated
connecting
with
other
groups
that
are
doing
similar
work.
J
That's
going
to
be
a
necessity,
and
I
know
as
chair
of
the
history
and
culture
subcommittee
at
this
point,
I'm
envisioning
making
recommendations
that
move
along
that
line
of
community-based
work
and
also
public
involvement.
I
forgot
to
mention
in
my
report
that
we
are
studying
the
written
reports
of
other
cities
who
have
already
done
this
work,
philadelphia,
new
york
and
new
orleans,
and
we're
looking
at
these
reports
to
gain
best
practices
that
we
could
recommend
to
our
city.
What
we
can
do
to
move
this
project
forward
and
I'll
end
with
this.
J
So
I'm
excited
about
what's
ahead
in
terms
of
what
we'll
be
able
to
recommend,
but
I
think
it
is
unrealistic
to
expect
that
we
can
bring
about
the
kinds
of
long-term
changes
in
this
short
period
of
time
that
we
know
need
to
happen.
We
can
present
the
ideas-
and
I
also
am
very
excited
councilman
gregory-
to
hear
about
these
laws.
I'm
not
familiar
with
them.
I'd
love
to
have
you
know
that
meeting
where
we
go
over
the
laws
that
are
applicable
to
the
particular
measures
that
we're
trying
to
achieve.
J
M
We
always
feel
like
the
conversation,
starts,
getting
really
good,
it's
time
for
everybody
to
part
ways
which
is
always
the
saddest
part
of
these
things.
For
me,
is
I
really
enjoy
listening
to
people
process
what
we've
talked
about
and
to
start
thinking
about,
like
action,
steps
like
things
that
you
can
do
things
that
you
can
take
back
to
your
space
and
start
putting
into
practice,
and
thank
you,
thank
you
all
for
your
contribution
tonight.