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From YouTube: Equity and Empowerment Commission - 9/17/2020
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B
Meeting,
I
will
indeed
thank
you,
madam
interim
assistant
city
manager,
richardson.
We
are
called
to
order.
I
declare
a
quorum.
There
are
five
of
us
here
out
of
eight
of
us.
First,
I
want
to
do
introductions
around
this
very
small
room.
If
we
could,
we
have
one
guest
and
kathleen
you're
in
the
middle
of
my
screen,
but
let's
start
with
kimberly,
quick
and
then
we'll
just
go
around
my
screen.
If
that's
okay,
I'll
just
call
you
out.
A
To
all
who
know
me
kimberly
richardson,
the
your
ever
loving
government
employee,
also
the
interim
assistant
city
manager,
great.
Thank
you.
D
Hi
I'm
kathy
lyons.
I
am
also
a
commissioner.
I
work
at
center
for
independent
futures
and
I
am
on
the
board
of
the
james
b
moran
center
for
youth,
advocacy,
parent
and
community
member.
B
Right,
professor
kathleen
clayton.
E
B
And
professor
kathleen
will
be
on
our
agenda
for
kimberly's
report
on
an
external
equity
internal
implementation.
G
I'm
eileen
hogan-heinemann.
I
am
not
a
commission
member,
I
am
at
ywca's
equity
institute
and
I'm
a
visitor.
B
H
Hi
everyone
I'm
max
weinberg,
I'm
a
father
of
two
you
might
hear
screaming
in
the
background,
because
they're
fighting
over
roblox
and
I'm
a
school
principal
in
district
65.
I
B
So
we
have
next
item
of
business.
Is
the
approval
of
our
meeting
minutes
from
august
20th?
I
was
not
there.
Is
there
a
motion
to
approve
the
minutes
in
a
second.
B
Great
is
there
a
second.
J
B
All
right,
so
there
being
no
objection,
let's
just
count
our
minutes
as
approved
from
our
august
20th
meeting,
so
that
shanica
or
kimberly
can
post
them
on
the
web
page.
Thank
you
very
much.
Is
there
any
public
comment
tonight?
B
No
public
comment.
Thank
you.
Moving
on
to
our
discussion,
our
discussion
is
the
first
item
is
a
winter
retreat
in
2020s
to
figure
out
a
time
and
a
date
for
us
to
revisit
our
bylaws
and
perhaps
even
our
enabling
legislation,
that
is
the
city
council
action
that
created
the
equity
empowerment
commission
kimberly.
Are
you
like
wondering
what
I'm
talking
about?
B
Okay?
So
it's
time
for
us,
it's
been
a
couple
years.
We
need
to
revisit
make
sure
that
we
are
in
step
with
where
the
city
needs
to
be
where
we
think
we
want
the
work
that
we
want
to
be
doing
for
the
city.
Our
bylaws,
don't
necessarily
make
sense
with
the
direction
we
want
to
be
heading
in
bylaws
are
kind
of
our
rules
of
engagement,
everything
from
terms
to
number
of
years
to
how
we,
how
we
elect
successive
officers
and
so
forth,
but
it
also
has
a
statement
about
our
mission
and
purpose.
B
B
Different
meeting
set
up,
let
me
just
read
you
briefly:
the
from
the
website.
The
purpose
of
the
equity
empowerment
commission
is
to
identify
and
eradicate
in
inequities
and
city
services,
programs,
human
resource
practices,
decision
making
processes.
The
goal
is
to
ensure
that
all
residents
receive
equal
service
and
treatment
regardless
of
race,
color,
religion,
ancestry,
national
origin,
veteran
status,
sexual
orientation,
age,
marital
status,
familial
status,
disability,
gender
identity
and
gender
expression.
B
So
that's
that's
just
on
this.
That's
just
on
the
city's
website
and
there's
also
another
place
where
the
city
has
made
a
statement
about
equity
empowerment,
not
referring
to
the
the
commission
specifically,
but
rather
the
city's
human
rights
ordinance.
The
welcoming
city
ordinance
and
the
race
equity
resolution
are
found
on
another
page
on
the
city's
website.
B
It
just
seems
as
if
it's
time
for
us
to
make
sure
that
we
are
in
going
in
the
right
direction
and
that
those
things
that
govern
how
we
do
what
we
do
align
with,
where
we
want
to
be
going
so
that's
kind
of
the
purpose
of
the
retreat.
Maybe
we'll
have
a
new
member
by
then
too,
whom
we
could
welcome
and
get
to
know.
Thank
you
kimberly
for
your
emphatic
nodding
of
your
head
about
our
ninth
member,
so
shanika.
I
think
you'll
be
sitting
around
if
you
haven't
already
I'm
sorry.
B
If
I've
missed
it
a
little
google
poll
to
find
a
good
time.
What
is
your
sense,
commission,
members
and
one
one
would
be
a
good
block
of
time
for
a
90-minute
retreat
for
us
it's
hard
to
do
these
virtual
things
in
longer
increments
than
90
minutes,
so
we
call
it
a
retreat.
It's
going
to
be
kind
of
a
off-campus
discussion,
us
all
being
perpetually
off
campus.
B
B
So
can
we
aim
for
a
saturday
morning
in
november
early
december
and
we'll
work
with
kimberly
and
alejandra
and
shanika
to
put
together
a
program,
a
package
for
a
retreat
to
get
us
to
some.
F
Great,
so
I
will
send
out
a
doodle
tomorrow
with
the
date
like
times
what
morning
times
for
a
saturday,
either
late
november
early
december,.
B
Great,
thank
you,
shanika.
There
would
be
probably
two
or
three
weekends
in
that
in
that
time
frame
two
or
three
saturdays.
We
could
work
with
checking
holidays
to
make
sure
we
don't
conflict
with
any
other
holidays,
all
right,
great
discussion,
staff,
racial
equity,
implementation,
update.
A
So,
at
the
last
meeting
I
briefly
went
over
the
presentation
that
we're
going
to
discuss
today.
However,
I
didn't
have
the
documents.
A
I
wanted
to
share
that
with
you,
it's
still
ever
evolving,
so
even
what
you
have
in
front
of
you
has
probably
changed
slightly,
but
I
also
thought
it
was
important
for
me
to
bring
in
kathleen
to
this
conversation
because
she
has
been
working
really
with
me
since
day
one
when
I
started
into
doing
this
work
as
we
discussed
at
the
last
meeting
with
the
social
services
and
it's
great
to
have
eileen
in
here,
because
we're
gonna
be
talking
about
how
to
partner
with
external
groups
to
help
us
do
this,
because
we
recognize
as
a
city,
we're
gonna
need
as
many
partnerships
as
possible
in
identifying
those
partners
early
on,
so
that
can
really
help
our
our
city
staff,
as
well
as
the
community,
understand
the
direction
we're
trying
to
go
into.
A
So
you
know,
without
going
belaboring
word
by
word,
where
we
wanted,
where
we
left
off
last
week,
I
thought
kathleen.
If
you
can
kind
of
introduce
who
you
are.
I
know
you
gave
a
little
snippet
about
yourself
and
your
your
day
job
a
little
bit
more
about
your
work
around
racial
equity
within
the
government
sector,
as
well
as
some
things
that
you've
seen
and
here's
the
interesting
thing
kathleen
and
I
kind
of
were
brought
together
because
I
went
to
like
I'm
a.
I
am
a
public
administration
geek.
A
So
I
go
to
I'm
a
part
of
a
lot
of
administration,
professional
organizations
and
one
of
these
organizations
had
a
kind
of
like
a
dinner,
and
I
didn't
want
to
go,
and
a
friend
of
mine
said
you
know
you
need
to
go
so
I
did,
and
I
was
in
there
and
I
was
lamenting
about
this
project
I
had
to
do.
I
didn't
understand
how
to
do
it.
I
didn't
know
really
what
racial
equity
really
meant.
I
didn't
understand
how
I
was
going
to
do
it
and
they
an
individual
said.
A
I
have
a
colleague
who
does
this
work.
I
was
like
really
he's
like
yeah
she'll
talk
to
you,
and
not
only
did
she
talk
to
me.
She
allowed
me
to
cry
for
about
20
or
30
minutes
straight,
as
I
was
trying
to
explain
her.
I
had
like
90
days
to
figure
out
how
to
get
this
done.
So
90
days
ended
up
being
six
months
later.
So
thank
you
to
that.
A
But
that's
where
our
where
we
started-
and
you
know
we
I
think,
have
done
a
great
job,
starting
with
the
social
services,
but
we
have
way
more
to
do
and
a
lot
deeper
work
to
get
done.
So
with
that
kathleen
I'll.
Let
you
give
more
introduction.
E
Okay,
well,
thank
you
thanks
kim
for
inviting
me
and,
and
it's
really
great,
to
meet
all
of
you,
even
though
it's
socially
distanced
and
crazy
like
this,
but
that's
where
we're
at
right
now
you
know
I've.
I
just
gave
a
presentation
to
cook
county
on
wednesday.
I
think
with
the
members
of
the
racial
equity,
diversity
and
inclusion
committee,
I've
been
working
with
in
the
forest
preserves.
E
E
A
E
E
This
slide,
I
just
gave
this
slide
to
my
students.
Okay,
so
I'm
just
gonna
go
back
all
right.
So
this
is
me
all
right.
I
am
an
immigrant
and
that's
my
naturalization
papers
and
when
trump
got
elected
I
found
them.
I
scanned
them
in
and
I
carry
the
a
version
of
them
around
with
me
just
in
case
I
grew
up
in
west
ridge.
So
in
fact
I
know
evanston
a
little
bit
because
it's
pretty
much
like
you
know
by
some
fate.
E
Westbridge
wasn't
you
know
part
of
evanston
or
evanston,
wasn't
part
of
west
ridge.
The
one
little
story
is,
you
know.
I
grew
up
there.
Both
my
parents
were
immigrants,
we
hung
out
together
and
and
for
some
reason
my
mom
got
it
in
her
head
that
it
was
really
important
for
me
to
go
to
northwestern
some
summer
school
at
northwestern,
and
I
remember
them
scraping
together
the
money
it
was
expensive.
I
don't
know
when
I
was
young.
E
I
didn't
know
what
expensive
meant,
but
I
remember
them
taking
extra
jobs
on,
I
remember
going
with
them
to
clean
extra
offices
and
stuff
like
that,
and
they
were
like
we're.
Gonna
you're
gonna
go
to
northwestern
summer
school
like
this
is
really
important
and
my
dad
used
to
drive
me
up
to
that
campus
and
we
used
to
take
that
that
road
bridge
right
straight
through,
and
I
always
used
to
think
myself.
Only
rich
people
live
in
evanston
like
who
who
can
like
look
at
these
homes,
like
that?
E
E
But
I
learned
a
lot
and
it's
important
for
you
guys
to
know
that,
because
I
you
know
with
my
parents,
they
were
just
you
know,
working
stiffs,
but
I
went
to
cps
and
I
actually
ended
up
getting
admitted
somehow
to
the
university
of
chicago
as
an
undergrad
and
a
lot
of
what
you
may
see
or
hear
in
my
voice
and
in
my
presence
is
a
lot
of
that.
Privilege
is
from
education,
like
I
just
that
was.
That
was
the
the
beginning
and
I
also
felt
really
out
of
place
down
in
hyde
park
too.
E
So
it's
okay
like
it's
not
just
evans,
did
it
was
also,
but
afterwards
I
actually
worked
for
a
while.
My
first
career
was
actually
as
an
agricultural
economist,
I'll
skip
that
story,
but
my
master.
E
I
have
a
masters
of
science
in
natural
resource
and
agricultural
economics,
and
I
worked
at
the
world
bank
and
I
realized
that
was
a
really
bad
call
for
me,
because
the
world
bank
is
not
a
really
great
place
to
work
if
you
care
about
people,
but
I
ended
up
coming
back
to
the
states
and
I
started
working
for
organized
labor,
so
I
worked
for
seiu
out
in
california.
E
People
think
I'm
from
california,
but
I'm
not
I'm
from
chicago.
Well,
you
know
I
mean
that's
that's.
This
is
where
I
identify
and
afterwards
well
here
are
my
kids.
I
have
two
kids.
I
belong
to
uic's
united
faculty
union.
That's
us
in
tucson,
my
husband
is
actually
from
the
southwest
he's
from
tucson
the
skipping
ahead
past
graduate
school
and
all
that
business
I,
for
the
past
seven
years
before
I
joined
faculty
here
at
uic,
I
actually
worked
at
a
non-profit
called
asian
americans
advancing
justice
chicago.
E
Our
mission
was
to
really
empower
and
elevate
the
voices
of
asian
americans
in
the
country,
but
also
to
seek
partnerships,
and
you
know
the
term
intersectionality-
is
now
very
fashionable,
but
really
to
to
advocate
for
civil
and
immigrant
rights
together
in
chicago.
So
a
lot
of
the
work
that
I
did
when
I
was
there
was
legislative
advocacy,
so
I
focused
mostly
on
the
state
level.
E
We
launched
our
first
asian
american
legislative
caucus.
I
don't
know
if
you
guys
know
this
back
in
2014
and
we
had
zero
asian
american
legislators,
so
our
co-chairs
were
neither
of
them
were
asian-american,
but
we
figured
if
we
kept
on
waiting
for
one
of
us
to
get
elected,
it
would
be
2020
we'd
still
be
waiting,
so
we
started
working
elections,
both
primaries
state
rep,
state
senate
seats.
E
Just
just
doing
all
that
work,
organizing,
registering
voters
getting
people
out.
It
was
a
amazing
experience
for
me
because
I
was
coming
out
of
graduate
school
and
instead
of
going
directly
into
academics.
E
I
realized
that
I
had
some
me
work
to
do
in
terms
of
what
was
motivating
me
around
the
topics
that
I
cared
about
and
the
work
that
I
wanted
to
do
so
I
I
feel
like
I
got
so
much
more
out
of
that
than
I
could
have
expected,
but
then
this
position
opened
up
at
uic
and
I
was
super
burnt
out
by
the
time
2017
rolled
around.
I
was
like
I.
I
can't
do
this
anymore,
I'm
getting
old,
I
gotta,
I
gotta
do
something
else,
but
public
administration
called
to
me.
E
It's
really
a
very
specific
area
in
the
social
sciences,
where
we
focus
primarily
on
you
know,
government,
but
also
largely
rich,
like
so
non-profits,
because
I
work
for
a
non-profit
and
other
public
serving
organizations,
and
so
I've
found
a
home
there.
I've
loved
it
for
the
past
three
years
covet
or
not.
I
love
the
students.
E
My
colleagues
are
amazing
and
I'm
just
really
happy
to
be
there
right
now.
I
have
been
working
on
the
census
project
for
the
past.
What
feels
like
10
years,
but
it's
been
10
months.
The
state
of
illinois
allocated,
I
mean,
including
this
fiscal
year,
close
to
30
a
little
bit
over
30
million
dollars
and
the
illinois
department
of
human
services
has
been
administering
that
work,
but
they
reached
out.
You
know
to
us
because
we
had
the
the
technical
capacity
building
skills
that
the
state
just
no
longer
has.
E
I
mean
a
lot
of
you
know
that
a
lot
of
these
state
or
agencies
have
been
hollowed
out,
they've
they're
losing
staff.
They
can't
retain
staff
they're,
they
don't
have
technical
competency,
so
we've
been
partnering
with
them
to
work
with
the
over
360
plus
organizations
that
have
been
funded
through
this
state
investment
in
our
communities,
and
it's
been
great,
but
I'm
really
looking
forward
to
it
being
over
because
it's
been
crazy.
E
Oh
sorry,
that's
my
colleague
sean.
So
I
just
wanted
to
share
that
with
you
guys.
So
you
kind
of
know.
You
know
where
I'm
coming
from
the
other
slide
deck
that
I
will
walk
through.
Can
you
guys
see
this
one?
E
No,
okay,
hang
on
a
second,
so
I'm
gonna
share.
This
is
the
one
that
actually
has
the
the
ready
work
and
stuff
like
that,
and
let's
see
if
I
can
pull
that
okay.
So
now
you
can
see
operationalizing
equity,
okay,
all
right,
so
I'm
going
to
skip
over
some
of
these
slides,
but
basically
ready
stands
for
racial
equity,
diversity
and
inclusion.
E
I
got
contacted
by
the
deputy
superintendent
and
legislative
director
who
I
had
known
from
other
stuff.
I
had
worked
on
back
in
late
2018
and
they
had
launched
this
ready
committee
and
they
were
working
on
racial
equity
issues
in
the
forest
preserves,
but
at
right
before
they
contacted
me,
there
had
been
this.
It
very
visible
incident
that
had
happened
in
caldwell
woods.
I
don't
know
if
you
guys
remember
this
or
not,
but
basically
shorthand
just
some
racism
went
down,
it
was
just
crazy
and
it
involved
one
of
their
police
officers.
E
Not
intervening
not
you
know
just
all
this
stuff,
so
we
have
this
conversation
they're.
Just
like
you
know.
We
thought
we
were
on
the
right
track.
We
pulled
this
committee
together
we're
working
on
position
papers
what's
going
on,
and
you
know
we
had
this
conversation
and
and
really
a
lot
of
all
of
the
work
that
I
do
is
really
about
the
internal
environment
in
organizations
and
the
shorthand
way
I
describe
it
is
that
we
have
to
look
at
the
community
within
our
departments
within
our
agencies,
our
schools,
our
libraries,
our
social
services
centers.
E
First,
before
we
go
spread
out
and
talk
about
equity
or
talk
about
community
engagement.
If
we
don't
actually
look
at
staff
as
part
of
the
community
that
we're
trying
to
serve,
then
a
lot
of
the
stuff
doesn't
stick
it
it
kind
of
slides
off,
or
you
know
we.
We
focus
a
lot
on
the
institutional
structures
that
reproduce
racism
and
barriers
and
exclusion,
and
that
happens
inside.
E
E
So
a
couple
of
things
like
we
wanted
to
provide
this
contact
around.
Why
ready,
even
existed
under
this
five-year
strategic
plan
under
president
prequel
and
then
really
talk
about
three
ready
projects
and
there's
a
video
where
the
actual
committee
members
walk
through
all
this,
and
so
I'm
not
going
to
do
it
as
much
justice,
but
I
just
wanted
to
give
you
guys
a
sense
of
what
specific
types
of
projects
we
have
been
working
on
and
what
that
context
looks
like
okay.
So,
let's
see,
let
me
just
skip
over
this-
that's
not
important!
E
These
are
the
co-chairs.
I
think
this
is
important.
These
are
all
volunteer
staff
within
the
forest
preserves
they're
amazing.
They
are
committed.
They
are
they're,
just
a
great
group
of
folks
to
work
with
that's
a
picture
of
us
downtown
after
our
first
year
and-
and
we
gave
this
presentation-
and
you
know,
people
were
there
and
it
was
like
really
awesome.
Okay.
E
So
what
is
the
equity?
What
are
we
talking
about?
So
what
does
operationalizing
equity
mean
so
number
one
bullet
point
for
the
work
that
I've
been
doing
that
matters.
This
the
the
community
within
is
changing.
The
standard
operating
procedures
of
government
is
where
the
real
impacts
are
felt
so
standard
operating
procedures
is
a
term.
We
use
a
lot
in
public
administration
and
it
basically
means
when
rules
work
for
you
or
when
they
don't
work
for
you
right,
and
these
are
rules
that
have
been
around
for
decades.
E
I
mean
that
the
forest
preserves
have
been
around
for
a
hundred
plus
years
and
there's
a
lot.
You
know
they
were
there
when
jim
crow
was
around,
they
were
there
pre-shackmen.
They
were
there
now.
So
there's
a
lot
of
little
rules
that
basically
add
up
to
institutionalized
racist
practices
that
prevent
people
from
getting
promoted
or
getting
hired
on,
or
you
know,
having
access
or
knowing
that
trainings
are
going.
E
All
this
stuff
is
going
on,
so
the
focus
for
us
has
been
training
and
empowering
staff
through
a
racial
equity
framework,
not
only
to
remove
barriers
but
to
build
new
solutions
right.
So
it's
good
start
reduce
the
barriers,
get
rid
of
those
things
that
are
preventing
people
from
participating,
but
unless
you
really
practice
inclusion
and
building
those
new
programs
or
that
new
whatever
that
is
it's
not
enough,
we
show
how
our
learning
based
process
is
shaping
cultural
shifts
within
the
organization.
E
So
again
you
know
one
thing
that
I
I
emphasize
earlier
on
in
my
my
intro
here.
Is
you
know,
I'm
not
a
consultant.
E
E
You
know
this
is
not
my
full-time
job
is
not
being
a
consultant.
It's
it's!
I
do
this
because
I
am
a
public
servant
as
well,
and
it's
really
important
to
me
that
whatever
kind
of
work
that
we
do
builds
in
real
capacity
building
for
the
people
who
are
involved,
so
they
learn
concrete
skills,
whether
it's
around
program
management
facilitation
training.
E
All
of
that
stuff,
like
that's,
that's
the
the
teaching
part
that
that
really
motivates
me
and
in
the
end,
aside
from
all
these
bullets,
if
we
can't
demonstrate
how
racial
equity
actually
increases
effectiveness
and
efficiency
occasionally-
and
we
got
to
stop
doing
this
work.
Okay,
we
do
racial
equity
so
that
we
can
improve
the
internal
environment
of
agencies,
public
agencies,
so
that
the
people
of
evanston,
the
people
of
cook
county
are
served
better
right
like
let's
not
forget
that.
E
Sometimes
I
get
crazy,
because
people
get
wrapped
up
all
the
time
talking
about
race
and
racial
activity,
I'm
like
that's
great,
but
how
is
this
going
to
actually
help
improve
the
way
seniors
who
are
limited?
English
can
access
services
that
they
need.
E
So
and
then
you
know
connecting
policy
ideas
like
these
ideas
that
we
have
like.
How
are
we
going
to
implement
them?
How
are
we
going
to
be
impactful
so
that
we
can
demonstrate
that
government
really
is
critical
right
now
we
we're
doing
this
racial
equity
work
so
that
we
can
rise
to
the
challenges
that
of
all
the
syndemics.
Like
I
at
this
point
like,
let's
you
know
covet
19
is
almost
like.
You
know
old
news
at
this
point,
so
maybe
I'll.
Let
me
just
stay
here
for
a
second
right
so
in
year.
E
One
so
remember
I
started
with.
There
was
barely
sorry,
that's
my
mom
I'll
call
her
back
so
in
year,
one
what
we
did
was
we
actually
started
pilot
projects
and
we
had
ready
committee
members
that
were
coming
in
and
we
did
a
bunch
of
training
and
I'm
gonna
show
you
those
three
projects
year.
Two
is
this
year
2020.
E
we
kind
of
had
to
pivot
a
bit
because
coven
19
george
floyd
one
of
the
things
that
was
really
interesting
this
year
that
I
had
never
expected
to
work
on.
Ever
as
we
were
pivoting
and
planning
on
rolling
out
these
racial
equity
trainings
in
the
fall,
which
was
really
focused
on
internal
change
and
improvement,
the
george
floyd's
murder
happened,
and
you
know
many
of
the
committee
members
as
well
as
leadership
were
like
what
can
we
do?
E
We
got
to
do
something
and
because
we
were
working
on
this
together,
you
know
we
we
talked
about
it
and
we
actually
were
able
to
pull
together
some
consultants
that
I
knew
who
did
who
do
like
implicit
bias,
type
work,
and
you
know
I'm
fine
with
it
like.
I
don't
have
a
problem
with
like
in
dealing
with
individual
level,
racism.
I
think
that's
really
important.
That's
just
not
what
I
do.
E
I
focus
on
institutional
racism
and
change,
but
we
spoke
with
them
and
we
were
able
to
actually
collaborate
and
run
a
series
of
racial
identity
caucuses.
E
If
you
want
to
look
it
up,
I
can
I
can
send
you
some
of
the
links
and
stuff,
but
that
we
got
that
off
the
ground
in
like
about
two
weeks
after
the
murder
happened,
and
it
was
really
transformative
for
all
of
us,
including
myself,
and
I
think
that
one
of
the
reasons
why
it
was
met
with
such
honesty
and
authenticity
was
because
the
the
the
people
inside
the
agency
already
knew
that
we
were
working
on
these
other
projects.
E
I
started
to
realize,
like
you
know,
really
there
should
be
some
space
for
both
and
and
and
now
the
committee
has
decided
that
one
of
the
things
we
want
to
train
up
in
year-
three-
I
didn't
put
this
in
here-
is
that
you
know
some
of
the
the
committee
members
really
want
to
get
trained
up.
It's
really
not
that
hard
that
the
hardest
part
is
learning
how
to
facilitate,
but
these
racial
identity
caucus
because
they
want
to
be
able
to
anchor
quarterly
ones
now.
E
So
what
we
did
was
we
came
in
and
the
forest
preserves
had
additional
funding
and
they
were
like.
We
gotta
address
this
right
now:
okay,
okay,
so
we
brought
in
some
consultants,
but
I'm
working
with
them
now
to
actually
design
a
train,
the
trainer
for
committee
members
who
want
to
learn
how
to
do
this
facilitation
and
and
deepen
their
understanding
around
this
work,
so
that
was
unexpected.
That
was
totally
not
planned
year.
Three.
E
I
am
hoping
my
success
point
is
basically
training
myself
out
of
this
project
so
year.
Three
we're
actually
planning
on
we're,
starting
actually
right
now
we're
doing
a
strategic
planning
process,
first
with
the
leadership
team
and
ready
and
then
with
the
rest
of
the
ready
committee
to
start
to
analyze
what
are
the
different
models
of
anchoring
a
sustainable
support
system
for
racial
equity
within
an
agency.
E
Basically,
I
mean
the
way
I
would
describe
it
is
we've
built
a
coalition
of
the
willing
within
the
community
inside
the
agency.
People
want
to
do
this
work.
They
see
how
affirming
it
is
and
how
impactful
it
is
in
their
day-to-day
jobs,
and
so
we're
going
to
start
the
strategic
planning
process
and
at
hopefully
at
the
end
of
sooner
than
the
end
of
2021,
we'll
start
implementing
and
one
one
idea
that
we're
keeping
on
the
table
is:
let's
hire
one
position
and
where
should
that
position
be
what
should
the
job
description
be?
E
What
are
the
qualifications
all
that
stuff?
Other
models
are
that
maybe
there's
several
key
departments
where
individuals
who
already
play
some
role
should
have
part
of
their
work.
Work
plan
actually
carved
out
to
do
this
training
and
this
work
right
spread
out
across
the
agency.
So
you
can
imagine,
there's
multiple
different
ways
of
rolling
this
out
so
we're
entering
into
year.
Three,
I'm
really
excited
about
that.
Okay,
so
let
me
just
skip
over
all
this
stuff,
so
three
examples
right
and
I'll.
E
Just
let
me
stay
here
so
in
the
first
year
these
volunteer
staff
were
trained.
I
trained
them.
We
worked
together
and
I
you
know
I
showed
them.
You
know
we
kind
of
talked
about
like
different
a
project
management
structure,
how
to
structure,
meetings
and
agendas
to
be
really
effective,
but
really
we
did
a
you
know.
E
Basically,
it's
it's
a
type
of
design,
driven
piloting
process,
and
so
as
we
did,
that
they
landed
on
these
three
working
groups,
around
training
and
development,
community
engagement
and
human
resources,
which
I
was
telling
them
so
as
as
we're
going
through.
All
this
one
of
my
favorite
sayings
is
guys
for
pilot
projects.
Do
not
try
to
pluck
the
highest
coconut
off
of
the
tallest
coconut
tree.
E
Why
don't
we
go
after
some
low
hanging,
fruit,
stuff,
that's
like
right!
There,
let's
see
if
this
works,
let's
see
what
the
barriers
are.
We
learn
from
that
and
then
we
start
planning
what
the
next
steps
are.
So
I
loved.
Let
me
just
show
you
some
of
the
work
that
they
did.
Okay,
so
this
is
the
training
and
development.
So
in
a
nutshell,
they
started
doing
research
in
their
pilot
project.
E
They
realized
hey
how
come
like,
not
as
many
african-american
or
latino
staff,
take
advantage
of
some
of
these
trainings,
which
are
really
important
for
their
promotion
and
growth
right,
and
so
what
they
did
was
all
these
little.
I
trained
them
in
how
to
you
know,
help
them
develop
the
questionnaire,
but
then
they
went
out
to
all
of
their
sites
and
actually
interviewed
almost
everyone
in
landscape
management.
E
Long
story
short.
What
came
up
in
the
end
was
that
it
just
so
happens
that
all
the
trains
were
basically
happening
in
the
northwest
quadrant
of
cook
county,
and
so,
if
you
had
folks
who
are
working
way
down
south
in
bobian
or
wherever
you
know,
you
have
like
an
hour
and
a
half
commute
and
all
of
the
rules
that
govern
how
many
hours
you
can
put
in
were
preventing
them
from
actually
accessing
the
trainings.
So
believe
it
or
not.
One
of
the
fixes
that
came
out
of
just
this
pilot
project
was.
E
Let's
just
do
that,
because
people-
and
let's
have
a
couple
in
spanish-
okay-
it
that
was
like
a
real
quick
hit,
but
the
the
continuing
work
this
year
has
been
really
thinking
about.
How
do
we
address
these
bottom,
like
so
supervisor
shadowing
field
training,
trade
skills?
These
are
in
the
weeds
details,
but
they're
really
into
figuring
out.
How
do
you
increase
access?
E
How
do
you
give
more
to
those
who
need
more,
and
so
again
I
usually
train
on
this,
but
you
know
in
a
nutshell,
just
just
so
I'm
being
clear
about
the
way
I'm
using
my
terms,
racial
equity
is
not
about.
Equality
is
not
about
equal
access,
it
is
about
giving
people
what
they
need
given
historical
inequities,
so
that
they
can
be
successful
and
there's
implications
around
that
there
are
true
implications
and
they
have
to
do
with
redistribution
and-
and
I'm
not
saying
that
this
has
been
pie
in
the
sky.
E
It's
really
helpful
to
have
you
know
both
arnold
and
eileen,
up
at
the
top
being
like
no
we're
gonna
do
this
and
it's
gonna
it
right.
But
when
you
start
talking
about
moving
people's
cheese
around,
you
better
have
a
really
strong
argument
around
how
that's
actually
improving
outcomes
for
everyone.
You
can't
make
that
connection.
If
you
can't
show
that
you're
retaining
better
staff
that
you're
promoting
people
who
are
like
really
kicking
butt
and
all
this
stuff,
then
I
you
know
we
stopped
talking
right,
because
redistribution
in
and
of
itself
is
not
enough.
It
really
isn't.
E
So
that's
one
example
of
there's
details.
I
I
can
you
know
I
can
share
this
with
you,
there's
actually
a
video
they
do
a
much
better
job
than
I
do
here
are
pictures
of
the
controlled
birds
of
which
I
have
participated
in
one
so
and
I
didn't
burn
everything
down
the
second
one.
Community
engagement,
here's
another
quick
example.
F
E
I'm
gonna,
I'm
gonna
accelerate,
I'm
sorry,
I'm
talking
a
lot,
but
so
again
the
forest
preserves
had
reserved
all
this
money
to
engage
new
communities
right
new
communities
in
these
areas,
right
like
in
sort
of
economically
disconnected
areas
right,
they're
like
oh,
we
got
like
5
000
grants
and
all
this
stuff,
and
so
one
of
our
pilot
teams
went
in
and
took
a
look
at
that
and
they're
like
yeah.
E
That's
why
they're
not
applying,
because
these
are
like
church
groups
and
schools
who
are
like
we
want
to
do
something,
and
then
they
see
like
a
70
page
procurement
document
they're
like
no
right,
because
they're
they're,
all
volunteers,
so
they
actually
started
working
on
a
new
procurement
process.
So
you
guys
know
this
is
government
right,
like
you
can't
just
even
if
it's
2000
books,
you
can't
hand
it
out,
but
they
really
start
identifying.
E
This
is
a
barrier
internally
like
we're
saying
we
want
you
to
come
and
do
this,
but
then
we're
throwing
all
this
stuff
at
you
to
basically
tell
you.
No,
we
really
don't
want
you
to
do
this,
so
that
was
another
example.
The
third
one,
which
is
the
coolest.
Well,
all
of
them
are
cool
right,
but
human
resources
right.
The
reason
why
human
resources
is
so
cool
is
because
it
is
the
you
know.
Third,
rail
of
all
government
work.
E
Okay,
hr
is
just
it's
its
own
beast,
but
one
of
the
things
that
they
started
looking
at
was
these
hiring
panels.
So
I
don't
know
where
that
is
okay,
so
oh,
it's
the
hiring
panels
and
so
what
they
were
they
they
did
again.
This
is
all
in
pilot,
and
what
I
mean
by
that
is
they
didn't
come
out
of
the
gate.
Saying
we're
gonna
change
this.
All
they
were
saying
is:
we've
noticed
this
is
wrong.
Something's
wrong
here.
We're
gonna
just
do
some
research
right
because
kathleen's
telling
us
that
we
have
to
go.
E
Do
some
research,
we're
gonna,
start
asking
a
bunch
of
questions
and
really
thinking
about
what
is
that?
The
challenge
here
so
they
used
to
have
these
panels
in
these
departments
that
were
95,
basically
white
male,
and
there
was
nothing
in
the
hr
guidelines
around
who
should
actually
be
involved
in
the
hiring
panels.
E
And
lo
and
behold
you
saw
that
most
of
the
people
who
were
getting
hired
on
were
still
white
and
male,
which
again
it's
not
about
white
and
male.
It's
are
you
actually
creating
a
process
right
because,
when
someone's
coming
to
the
hiring
panel
they're,
also
looking
at
you
and
if
you're
trying
to
attract
diverse
backgrounds,
people
who
can
bring
something
you
know
to
this
position
and
all
they're
seeing
are
three
people
who
may
not
look
like
them.
E
E
So
I'm
not
I'm
just
going
to
pause
or
stop
there.
I
just
want
to
emphasize
that
these
projects
continue
on
the
hr.
Piece
is
really
just
firing
on
all
eight
cylinders
right
now,
but
I
just
want
you
guys
to
know
that
these
are
the
types
of
projects
that
really
get
me
excited
because
we're
dismantling
institutionalized
racism
from
the
inside
out
right.
So
the
next
time
you
know
an
organization
wants
to
say:
well,
let's
go
out
to
the
community
and
talk
with
them
about
something.
E
A
Thank
you,
so
thank
you,
kathleen.
I
wanted
to
share
with
the
committee
a
little
bit
of
what
we're
talking
about
that
we
are
trying
to
achieve
here
with
the
city
using
kathleen's
model,
it's
important
to
realize
that
this
doesn't
happen
in
a
six
month
period.
A
This
is
a
long-term
investment,
and
what
we
have
that,
I
think,
is
even
more
special
is
that
we
have
you
all
as
a
committee
and
so
trying
to
ensure
that
what
we're
doing
involves
a
way
to
involve
you
because
to
hold
us
accountable,
learning
this
work
and
understanding
what
we're
doing
so
that
when
it's
time
you're
able
to
give
feedback
and
be
able
to
provide
us
with
from
the
community
standpoint
areas
for
which
we
may
not
be
identifying
or
aware
of
so
we're
still
working
through,
and
I
think
this
might
be
something
that,
by
the
time
we
get
toward
the
tree,
retreat
we'll
have
more
definition
around.
A
One
thing
is
that
we're
looking
to
move
this
along.
It
seems
like
because
of
everything
between
schedule
and
covet,
just
kind
of
do
this
all
out
of
whack.
This
was
something
that
we
were
going
to
try
to
begin
in
the
spring,
but
covet
happened,
and
it
just
did
not
allow
for
that,
and
so
now
that
we
kind
of
resettle
into
this,
we
know
what
we
have
in
front
of
us.
Hopefully,
things
continue
to
stay
even
pace
in
regards
to
the
the
pandemic.
We
felt
as
time.
A
We
don't
have
we
it's
past
time
that
we
need
to
restart
this
work
and
do
it
more
sustainably,
because
the
way
we
did
it
previously,
it
was
really
a
lot
of
work
condensed
in
a
few
weeks,
and
that's
not
really
something
that
I
can
say
is
sustainable.
We've
already.
I've
already
started
talking
with
our
staff,
but
one
thing
ironically
with
all
of
this
is
that
we
have
never
really
sat
down
with
our
senior
leadership
and
talked
them
through
what
racial
equity
means.
A
A
I
think
I
may
have
been
there
because
it
happened
probably
right
around
when
I
first
started
within
the
week
of
me
starting,
but
we
have
new
leadership
as
you
know,
and
so
it's
important
that
the
training
that
we
are
asking
our
staff
to
do
has
the
buy-in
not
just
buy-in
but
understanding
from
our
department
heads
because
I
can
tell
you
social
services.
A
However,
not
all
departments
have
had
this,
we
we've,
you
know
many
of
them
participated
with
beyond
diversity,
which
is
some
was
great
self-assessment
work,
but
that
really
was
focused
on
the
individual
and
that's
something
that
like
kathleen
says,
is
something
that
I
think
needs
to
continue.
But
now
we
have
focus
on
the
organization,
so
I
wanted
to
kind
of
give
you
all
a
kind.
A
I
brought
kathleen
because
I
wanted
to
kind
of
give
you
an
idea
of
what
this
work
will
look
like,
because
I'm
talking
about
it,
but
I
you
know
it's
hard
for
me
to
really
explain
it,
because
I'm
not
the
one,
that's
in
it
as
much,
and
I
give
some
good
concrete
examples
of
how
this
will
work
and
why
this
should
be
this
way.
I
too
believe
internally
is
where
we
need
to
start
as
an
organization
having
worked
now
in
five
different
municipal
organizations.
A
But
what
I
think
is
special
about
evanson
is
that
we
acknowledge
that
and
we
want
to
do
something
about
it.
So,
as
you
all
know
northwestern,
I
would
say
gifted
us,
because
that's
pretty
much
what
it
is,
the
good
neighbor
fund
they
had
identified
that
they
will
give
a
million
dollars,
which
typically
would
go
to
our
good
neighbor
fund
and
that
funding
will
support
a
lot
of
our
social
services
and
other
programs
identified
by
this
mayor
this
year.
A
They
were
very
implicit
about
saying
they
wanted
this
funding
to
support
racial
equity
work.
So
I've
been
working
with
the
mayor
about
what
does
that
mean,
and
what
does
that
look
like,
and
I've
been
stressing
to
northwestern
to
the
mayor
that
a
kids
can't
all
be
external?
A
The
funding
can't
all
work
be
working
on
external,
because
we
know
that
if
we
can't
fix
our
ourselves,
how
can
we?
How
can
we
fix
the
community?
But
so
we
come
up
with
a
good
compromise.
It
still
have
not
been.
The
mayor
has
not
yet
said
yes
to
it,
but
I
will
share
with
you
what
has
been
my
suggestion
and
as
and
that
has
been
to
do
a
participatory
budget
process
so
allocating
a
certain
amount
of
dollars
from
that
million.
A
That
will
be
community
driven,
identifying
program
and
funding,
it's
something
that
they
do
in
the
city
of
chicago
with
their
infrastructure
funding
in
certain
neighborhoods.
They
get
receive
a
million
dollars
and
they're
able
to
use
that
million
dollars
to
do
some
participatory
budgeting.
But
it's
very
it's
very
restrictive.
It's
only
for
infrastructure
work.
This
would
be
unrestricted.
That's
focused
on
racial
equity,
so
this
is
something
that
I've
been.
You
know
pounding.
You
know
stumping
left
and
right
trying
to
get
the
mayor's
attention
to
say.
A
So
we
have
some
internal
work
to
be
done
and
that's
what
kathleen
is
here
to
help
us
with,
but
I
also
think
we
need
some
external
work
in
that
the
external
work
really
should
be
bringing
the
community
in
to
say
how
funding
should
be
spent
on
things
that
are
related
to
racial
equity
and
having
them
be
a
part
of
that
process
and
engaging
them
in
in
those
decision-making
processes
is
something
that
you
hear
a
lot
of
community
members
in
the
budget
process
for
some
reason
feel
like
they
should
be
the
ones
voting
on
budgets,
but
this
would
be
an
opportunity
where
they
could
vote,
but
it's
not
on
a
budget.
A
It's
on
our
programs,
it's
on.
So
that's
something
that
I'm
working
through
and
then
you
know
identifying
partners.
So
you
know
I've
mentioned
why
wca
and
the
equity
institute
how
we
can
figure
out
a
way
to
partner
with
them
in
the
future.
A
Is
it
external
focus,
there's
an
internal
focus
and
then
others
in
the
community
that
we've
been
introduced
to
alvin
tillery,
dr
tillery
and
others,
and
so
I'm
trying
to
find
resources
within
the
community
to
help
support
this
work,
because
as
much
as
kathleen
is
great,
she
can't
I
can't.
She
too
can't
be
our
savior
in
this
either
I
mean
no.
I
A
Yeah,
but
I
mean
in
in
essence,
we
appreciate
your
your
energy
and
your
efforts,
but
it
has
to
be
really
it
needs
to
be
a
a
group
effort.
I
mean
it's
the
same
reason
why
you
can't
rely
on
one
staff
person.
I
think
a
comment
was
made
several
months
ago
that
you
know
it's
on
my
shoulders
and
I
was
very
clear:
it's
not
on
my
shoulders
because
I'm
not
gonna
allow
it
to
be
about
me.
A
A
I
And
it
could
be
a
question
and
something
for
us,
a
question
for
kathleen
or
something
for
us
to
think
as
a
whole,
but
I
think
in
some
way
understanding
the
concepts
of
shifting
the
system
so
that
what
comes
through
the
system
is
no
longer
inequitable
needs
to
be
sort
of
a
structured
base
understanding.
But
I
also
think
we
need
to
step
back
for
a
second
and
say:
okay,
great.
This
is
the
path
we
want
to
take,
but
what?
I
If
we
want
to
tap
first,
what
are
the
three
priorities
right
like
we're,
starting
from
scratch
like
we
have
so
far
to
go,
and
we
could
say
that
evanston's
better
than
others
and
whatever
else.
But
do
we
want
to
take
this
model
that
kathleen
is
suggesting
and
apply
to
like
how
we
look
at
equitable
housing
that's
available?
Do
we
want
to
take
it
and
look
at
hiring
in
in
the
city?
I
Do
we
want
to
take
it
and
look
at
the
older
folks
and
mayors,
which
again
that's
only
available
to
a
certain
subset
of
this
this
community,
but
like?
We
almost
need
to
prioritize
where
we
want
to
do
this,
because
if
we
try
to
look
at
it
as
a
whole,
overarching
like
hey,
we
want
to
apply
this
everywhere,
we'll
drown.
B
E
Okay,
so
let
me
I'm
gonna
backtrack,
one
second
and
just
say
yes,
carla,
one
of
the
the
pitfalls
of
this
work
is
trying
to
eat
the
whale
all
at
one
time,
not
only
that,
but
I've
seen
especially
after
you
know
all
of
the
the
the
above
the
underlying
bubbling
racism.
And
then
you
know
everyone's
like
been
quick
like
after
george
floyd's
murder,
right
to
to
say
we're,
gonna
fix
it,
and
then
I'm
just
gonna
be
real
here.
E
Now,
right
like
what
what's
going
on
it's
like
it's
been
a
hundred
years
plus
of
this
crap
and
you're,
now
expecting
us
to
deliver
on
stuff
like
in
like
six
months
and
I'm
like
nope.
That's
not
how
it
works
that
that's
so
I
I
completely
like
carlos.
What
I'm
hearing
is
that
what
is
the
sequencing
right
like?
How
do
you
build
off
of
wins
and
and
make
sure
that
you're
building
off
of
them
to
that
goal
of
systemic
change?
Right?
E
I
totally
agree
with
you
and-
and
I
mean
given
that
it
seems
like
you
guys-
are
going
to
have
some
strategic
retreat
or
something
like
that
in
december
or
november,
or
something
I
mean,
that's,
I
think
that's
a
great
question
jane
to
your
question
it.
E
This
was
because
this
is
an
internal
administrative
focus
right
like
we're
really
talking
about
you
know,
and
this
is
and-
and
it
is
based
upon
the
strength
of
the
leadership
of
the
forest-
preserves
in
in
embracing
that
that
realization
that
organizational
change
in
this
direction
is
going
to
strengthen
this
agency.
It's
going
to
help
us
make
a
better
case.
Next
time
we
go
to
the
people
of
cook
county,
to
ask
for
something
or
to
talk
with
commissioners
most
of
the
commissioners.
E
I
was
actually
on
a
call
with
commissioner
morrison
recently
and
it's
it's
fascinating
right.
So
here's
the
quick
example,
so
he
has
been
very
adamant
about
you
know
at
board
meetings,
reading
out
a
land
acknowledgement
statement,
and
so
you
know
we
came
together
and
we
we
heard
what
he
was
saying
and
we
got
that
we
got
that
it's
like.
Okay,
that's
that's
fine,
like
it
doesn't
hurt
to
say
a
statement
that
these
lands
were
basically
appropriated
and
stolen
from
these
xyz
tribes.
E
Okay,
we
we
took
that
and
we
went
back
to
the
ready
committee
and
a
lot
of
the
questions
that
were
surfaced
actually
had
to
do
with
yeah,
but
you
know.
We
also
know
that.
There's
all
these
requests
that
come
in
from
different
tribes
to
you
know,
harvest
medicinal
plants
on
the
land
or
to
conduct
certain
ceremonies
or
whatnot,
and
we
know
that
it
takes
a
really
long
time
to
get
those
issues
addressed.
E
What
is
it
internally
that
is
not
connecting
to
prioritize
these
types
of
engagements
or
these
partnerships
like
what
who
isn't
talking
to
who
and
why,
like?
How
do
we
become
more
responsive?
So
read
the
statement?
That's
fine,
but
the
ready
response
to
this
is.
We
need
to
go
back
to
resource
management.
We
got
to
go
back
to
the
you
know,
the
the
main
you
know
xyz
departments
and
make
sure
that
what
we're
doing
is
re,
reducing
that
lag
time,
because
there
have
been
some
requests
that
have
been
there
for
a
couple
of
years.
E
That's
just
real
okay,
so
reducing
that
time,
so
that
those
members
of
those
tribes
feel
like
they
are
actually
being
heard
and
responded
to
in
a
timely
manner
like
and
acknowledgement
great
actually
supporting
their
ongoing
engagement,
and
you
know
conservation
or
or
engagement
with
their
lands,
important
really
important
to
deliver
on
that.
As
we're
talking
about
the
statement
so
having
that
conversation
with
commissioner
morrison
was
really
important
because
he
could
see
it's
not
a
either
or
right.
It's
a
both
end
right.
E
Do
that,
but
also
make
sure
we're
doing
this,
so
he
you
know
he.
He
got
that
and
very
excited
to
continue
to
support
that
work
and
all
that
stuff,
but
again
because
it's
a
internal
environment,
like
you
know,
what's
happening
like
how
do
we
fix
this,
like
most
commissioners,
don't
want
to
get
involved
in
the
weeds
right,
there's
a
lot
of
just
stuff
that
right
so
again,
it's
it's
sort
of
trying
to
figure
out
how
to
keep
them
engaged.
But
at
the
same
time
it's
like
that.
You
know
there's
more!
B
B
You
addressed
as
one
of
your
pilot
projects
how
you
do
community
engagement,
but
I'm
assuming
that
the
overall
process
did
not
involve
the
community
because
it
was
internal
to
the
forest
preserves.
You
did
not
feel
the
need
to
do
community
engagement
for
this
process.
E
Right
exactly,
in
fact
like
I,
I
skipped
over
the
slide,
but.
B
E
Yeah,
thank
you.
You
guys
are
awesome,
really
important,
but
what
we,
what
we
did
measure
impact
around
was
how
many
more
grants
we
were
getting
from
those
communities.
So
I'm
saying
like
yeah,
so
we
we
didn't
necessarily
say,
let's
go
and
like
have
like
100
different
meetings
or
whatever
it's
like.
We
know
that
we're
not.
E
I
first
of
all
the
procurement
process
turns
off
like
80
of
people
who
even
open
up
the
website,
so
we
got
to
fix
that
and
then
you
know
there's
also.
Where
are
we
delivering
the
the
cards
and
in
what
languages
and
all
this
stuff
and
what
will
track
internally
as
a
performance
measurement
indicator?
E
I
mean
in
the
end
it's
like
yeah.
I
mean
you
know
that
community,
like
eventually
like
doing
more
of
that
coming
absolutely.
But
you
know
knowing
that
we
have
built
that
structure
internally,
so
that
if
we
go
out
and
raise
more
awareness
and,
let's
just
say,
300
more
organizations
that
we
know
that
they're
not
going
to
get
gummed
up
in
a
procurement
process
that
they're
never
going
to
be
able
to
get
through.
A
And
I
also
want
to
be
clear:
I
think
you
did
do
some
community
work
internal
community-
it
just
wasn't
the
external
community
so
like
with
the
questionnaires
that
you
had.
I
mean
that's
people
don't
understand.
Those
still
is
a
community.
It's
just
a
matter
of
the
fact
that
they're
employees
and
not
residents-
and
so
I
mean
there-
was
engagement.
It's
just
not
the
typical
external
residential
engagement.
E
Right
right
now,
and
it
was
really
important
that
it
was
ready
committee
members
who
were
trained
and
engaged
to
having
those
conversations
one-on-one
with
you
know:
landscape
maintenance,
guys
I
mean
they're,
mostly
guys,
I'm
just
gonna
be
honest
right
like
most
of
them,
just
they
don't
get,
they
don't
get
asked
questions
and
they
and
it
took
actually
one
of
the
things
that
we
started
realizing
is
that
it
was
really
important
to
have
them,
because
those
guys
would
not
talk
to
me
right.
They
were,
they
were
asking
they're
like
is
this
anonymous?
G
E
Yeah
clients
of
these
services
right,
so
those
are
the
four
groups,
but
usually
you
you
only
have
like
if
you're
public
here,
like
the
public
weighing
in
you,
might
have
some
researcher
who
talks
to
some
clients
every
once
in
a
while.
But
this
process
is
really
about
you
start
from
inside
right
and
and
really
and
then
the
internal
environment.
And
then
you
move
right
to
because
we
know
it's
government
nonprofit
like
that,
that
relationship
and
then
you
move
to
clients
and
then
to
the
public.
J
Yeah,
I'm
just
curious
kimberly,
so
I
know
that
you
talked
about
having
different
people
that
you'd
engage,
but
I
think
the
point
that
that
that
you
and
kathleen-
I
think
you
also
made,
but
it
can't
be
one
person-
that's
gonna,
come
in
and
change
an
organization,
it's
just
not
it's
not
possible,
and
so
I
know
that
a
while
back,
you
had
talked
about
having
a
team,
and
so
one
of
the
things
that
I
think
I
mean
I
think
we're
a
team
of
sorts.
J
So
I'm
I'm
curious
if
you
feel
like
you,
have
that
kind
of
core
group
of
folks
who
are
going
to
do
the
lifting
and
the
reaching
out
and
the
have
the
relationships
within
their
department.
Because
to
me
that
seems
like
a
really
important
step,
and
if
you
skip
that
you're
just
momentum,
you
need
to
start
making
changes.
J
A
Like
no,
that
makes
great
sense,
and
actually
so
learning
from
social
services
review
and
my
role
in
that
one
thing
that
I
was
adamant
when
we
were
discussing
should
we
create
a
ready
like
committee
for
the
city
and
and
that's
something.
That
is
what
we're
going
to
do
so
it's!
The
idea
is
that
I
don't
want
the
same
people,
because
we
always
go
to
the
same
staff
for
everything
and
so
trying
to
figure
out.
A
How
do
we
solicit
individuals
to
do
this
work
because
you're
going
to
need
to
have
people
to
do
the
work,
but
you
also
have
to
have
and
you're
going
to
have
to
have
supervisors
and
directors
to
give
them
permission
to
do
the
work,
because
it's
going
to
take
time
from
their
already
stretched
schedule,
and
so
you
know
I'm.
I
have
to
be
very
mindful
of
that
too,
because
this
is
a
commitment.
A
This
is
not
just
a
one
day
a
week
type
of
thing,
but
as
to
myself,
I
would
not
be
on
the
committee,
so
I
am
kind
of
like
the
champion.
I
am
the
person
that
they
would
come
to
to
share
their
ideas
and
work
through
how
we
get
it
through
the
process
to
ensure
that
things
are
done.
A
I
can't
do
it
because
of
my
role
in
the
organization.
You
know
when
I
was
the
assistant
too
probably
could
have
done
it.
It
made
more
sense,
but
as
currently
the
assistant-
and
if
I
stay
in
that
role
or
even
in
the
deputy
role,
I
just
don't
think
it
makes
sense.
A
Sometimes
I
wanted
to
be
outside
the
space.
So,
yes
to
answer
your
question,
it's
making
sure
we
have
the
right
person
like
a
kathleen
in
that
space.
Guiding
staff
is
important
because
I
don't
have
the
same
expertise
and
experience
in
this
work.
That
could
do
that.
So
we're
just
trying
to
build
that
team
too.
So
it's
a
team
of
coaches,
as
well
as
a
team
of
staff
who
are
committed
to
doing
this
work
and
I'm
asking
our
staff
to
commit
for
two
years.
So
it's
not
even
going
to
be
a
one
year.
A
I
like
that
idea,
and
I
thought
that
was
something
that
we
should
continue
to
do,
and
I
even
had
questions
from
our
directors
who
were
like.
Well,
I
want
to
be
on
this
committee.
I
said
nope.
We
don't
want
anyone
in
senior
leadership
on
its
committee.
I
want
us
to
be
maybe
something
separate
where
we
could
be
a
little
body
to
review
it,
but
I
I
definitely
don't
think
it's.
A
I
think
it's
important
to
have
our
junior
and
and
other
staff,
members,
administrative
or
even
labor
staff
really
be
the
ones
doing
this
work
because
they're,
the
ones
that
are
actually
in
the
work
more
than
I
am
so
does
that
answer
your
question
kathy.
J
It
does
I
I
can't.
I
cannot
emphasize
enough
the
idea
nothing
gets
done
in
a
year
like
nothing
gets
done
in
a
year.
I
think
two
three
year
cycles
just
setting
the
expectation
that
it
it
takes
a
while
to
move
things
forward,
especially
when
you're
all
working
remotely-
and
you
can't
even
see
each
other
and
face
to
face.
A
A
I
feel
the
pressure
of
well,
you
all
been
we've
been
talking
about
racial
equity
for
five
years
and
there's
nothing
to
show
for,
even
though
I
think
social
services,
in
my
opinion,
is
a
great
example
because
look
what
happened
in
covet
think
about
how
I
mean
ultimate
homes.
You
know
it
was
all
segmented
I
mean
for
quite
some
time
and
to
have
those
departments
under
one
umbrella
has
been
very
helpful
in
the
response
of
covet
19
and
that
wouldn't
have
happened.
A
If
not
doing
this
work
to
say,
we
need
to
go
back
to
the
structure
that
we
had
20
years
ago.
That
worked
and
was
dismantled
and
now
is
back
to
a
structure
that
I
hope
is
benefiting
the
community.
So
you
know
I
do
think
this
work
takes
time,
but
I
also
recognize
that
we
do
have
people
who
are
wanting
experience.
They
want
to
see
the
work.
They
want
to
see
the
transparency
of
the
work
to
ensure
that
we're
just
not
talking
about
it
but
they're,
seeing
changes
too.
A
J
That's
the
I
think,
that's
the
low
hanging
fruit,
where
you
can
maybe
get
some
small
victories
and
then
you
can
point
to
victories.
I
mean
not
to
say
that
we're
great
and
everything,
but
we
have
had
several
peaceful
protests
in
our
city
that
you
know.
I
think
a
lot
of
cities
can't
say
that
right
now
so
hell
you
know
we
we
have
not
come.
You
know
where
we're
beaten
on
each
other
and
that's
in
this
time
and
day.
J
I
think
that's
something
that
says,
I'm
not
saying
that
you
know
we
take
any
credit
for
that,
but
I
think
you
know
you
got
to
call
out
small
victories
and
that's
not
even
a
small
victory
when
you
see
them
so
so
and
kimberly
I'm
going
to
say.
Thank
you
right.
You
know
your
leadership
in
the
last,
however
many
months
we've
we
we
have
had
wins,
but
we
have
to
be
able
to
publicize
those.
B
C
I
just
wanted
to
say
that
the
success
of
the
social
services
project-
I
call
it
a
project-
has
been
the
leadership.
You
have
to
also
understand
that
that
staff
has
been
doing
equity
work
for
many
years
under
the
previous
director
so
and,
and
ike
is
a
you
know-
I
mean
they've
been
trained
to
to
do
some
of
that.
So
they
were
a
good
group
in
which
to
work
with
in
terms
of
pulling
this
all
back
together.
C
A
Understanding
yeah
and
that's
what
we're
and
I
know
we're
trying
to
we've
been
trying
to
get
to
a
point
of
of
they
need
to
be
trained
before
this
committee's
in
in
place,
and
it's
not
just
like,
like
I
said
earlier,
awareness
training
is
really
around.
How
does
racial
equity
work
within
the
organization
structure,
so
that
has
to
happen
before
this
committee
is
in
place.
E
I
think
what
alderman
holmes
is
raising
is
yeah
like
a
level
like
three
levels.
Above
just
this
conversation,
I
just
wanted
to
share
with
you
alderman
that
you
know
we
we
in
the
forest
preserves
we're
launching
a
committee-led
series
of
trainings
and
they're
actually
debating
right
now
that
they
should
make
these
required
trainings
for
around
the
racial
equity
work
and
tracy
and
amanda.
The
two
co-chairs
actually
previewed
the
workshop
to
all
of
the
the
senior
staff.
The
directors-
and
you
know
their
their
first
response
was
well.
E
E
E
My
ass,
like
that
right,
it's
these
are
the
institutional
policies
that
have
oppressed
us
all
that
marginalize
us
all
and
that
we
we
all
don't
like
and
we're
going
to
fix
these
and
it's
based
on
thoughtfulness
and
research
and
talking
with
people
it's
not
about
an
individual,
just
grinding
an
axe.
They
you
can't
you
can't
they're,
not
gonna,
make
it
in
the
ready
committee
they're,
not
gonna,
right
like
that,
that
I
I
at
least
in
the
case
of
the
forest
preserves
we
have
not
had
individuals
who
are
like.
E
I
have
an
axe
to
cry
and
I'm
just
going
to
come
in
and
try
to
you
can't
because
there's
there's
too
much
work
like
you
got
to
actually
work
that
out
like
so
you
might
not
like
a
director,
but
you
better
then
do
all
of
the
work
and
and
then
you
might
find
out
that
it's
actually
not
your
director.
It's
not
your
supervisor
right.
It's
it's!
Actually
a
policy!
E
Okay,
so
I
mean
it's
been
really
interesting,
but
I
I
get
what
you're
saying
and
it's
it's
been
interesting,
because
it's
we
haven't
gotten
that
yet
I'm
not
saying
that
we
won't
get
that
or
we
won't
encounter
that.
But
it's
it's.
It
goes
beyond
an
individual
with
an
axa
grind,
which
is
absolutely
oh.
C
Yeah-
and
I
didn't-
I
didn't-
even
mean
it
that
way,
because
I
was
thinking
in
terms
of
when
kim
talked
about
going
back
to
things
that
used
to
be
the
social
service.
Division
now
used
to
be
the
health
and
human
services
and
when
it
was
there
as
one
unit
some
of
this
work
began
and
so
that
I
think
that's
why
they
have.
D
C
I
think
that
the
kinds
of
things
that
have
been
done
on
doing
this
pandemic
have
been.
You
know
really
great,
but
I
just
want
to
see
something
with
with
some
buy-in.
That's
all
I'm
talking
about
I'm
talking
about
buying
yeah
hedge,
that's
that's
what
I'm
talking
about.
A
I
So
I
wanna
try
to
repeat
what
I
think
I'm
hearing,
which
you
know
it
is
what
it
is.
I
think
it's
coded
to
some
level
but
kimberly
again,
I'm
trying
to
repeat
what
I
think
I'm
hearing,
I
don't
want
to
speak
for
you.
I
feel.
I
Like
I'm
hearing,
you
say
that
you're
stuck
in
this
tough
position
where
you
know
people
want
you
to
sort
of
be
the
rubber
stamp
on
equity
and
if,
if
there
aren't
people
in
every
department,
every
major
department
anyway
that
are
equity,
trained
and
equity-minded
coming
to
you
at
the
end
of
any
process
to
be
like
hey
is
this
equity
cool
is
really
not
helpful
in
any
way,
and
I'm
going
to
speak
frankly,
most
of
our
leaders,
city,
council
or
otherwise
do
not
understand
how
to
spell
equity,
and
so
what
the
push
you
might
be
getting
for
is
that
this
community,
his
rights,
is
rising
up
and
demanding
equity
and
our
leadership
wants
to
be
able
to
be
like
look,
see,
we're
doing
something
and
so
you're
getting
pushed
back
to
like
show
some
deliverables.
I
But
you
can't
show
deliverables
when
the
team
don't
know
how
to
push
and
so
again
speaking
frankly,
we
we
can't
come
up
with
a
plan
if
we
don't
face
that
damn
reality,
and
so,
as
this
group
are
we
going
to
put
that
reality
down
in
writing
and
create
some
demands
around
that
reality?
If
that's,
what
I
think
I'm
hearing
just
say.
A
I
appreciate
that
carla,
I
don't
know
if
I
was
saying
that,
but
I
I
appreciate
that,
and
I
hear
that
and
I
and
I
think
that's
the
struggle,
I'm
I'm
figuring
I'm
trying
to
come
to
terms
with
with
this
committee,
because
I'm
honestly
I'm
an
internal
focused
person,
I
mean
I
don't
really
focus
on
the
external
as
much
I
mean
programs
and
services
happen,
but
I'm
trying
to
make
sure
our
internal
structures
is
in
place
correctly,
that
our
staff
is
given
the
resources
they
need,
so
they
can
do
their
job
and
that
policies
that
we
have
established
aren't
used
as
a
way
to
not
do
their
job
or
to
make
it
difficult
for
people
to
receive
those
services.
A
However,
with
that
being
understood
that
the
community
has
expectation
too,
because
there's
been
this
promise
of
racial
equity
in
communities
that
are
more
service,
deliveries
and
resource
focused
that
it's
it's
both
and
I
guess
so.
We
have
to
do
both,
and
so
my
my
figure,
my
comment
is
really
something
to
dwell
on
for
you
all
is
like
what
is
your
role
in
all
this?
A
What
do
you
want
your
role
to
be
and
not
me
dictating
what
that
role
should
look
like,
because
that
is
the
part
where
I'm
kind
of
struggling,
because
I
want
you
all
to
be
a
part
of
this
in
some
way,
but
I
just
don't
know
what
that
way
is
or
how
that
is
realistic
to
you
all
as
volunteers
in
the
time
that
you
can
commit
to
this
work,
but
also
to
hold
be
part,
I
mean
you
are
the
community
voices
in
a
way
it
conduit,
at
least
for
now,
and
so
I
need
to
have
a
better
understanding
of
your
role.
A
So
I
can
easily
put
the
committee
together
internally
and
get
the
work
started,
but
I
also
realize
you
all
are
important
part
of
this
work,
and
you
know
you
hold
us
accountable
in
some
way.
I
don't
know
that's
by
setting
goals
that
are
overarching
that
then
kind
of
gives
us
some
focus
with
the
internal
conversation
or
if
it's
something
to
the
city
council.
I
I
just
don't
know-
and
that's
where
I
you
know,
am
looking.
A
Hopefully
this
conversation
and
why
I
brought
kathleen-
and
so
you
all-
can
have
a
better
understanding
of
what
we're
trying
to
do
internally,
but
then
trying
to
figure
out
what
makes
sense
externally
for
you
all
in
the
role
as
equine
apartment
commissioners.
That
is,
I
just
don't
want
to
make
the
mistake
that
happened
a
year
ago,
that
you
all
did
a
lot
of
work
and
did
not
see
most
of
that
come
to
fruition.
A
H
G
I
H
Excited
because
growing
up
that
was
a
place
we
always
went
to,
and
it
was
very
sort
of
textbook
they
get
out
in
nature
and.
A
H
Saw
this
year
was
the
land
recognition,
a
history
of
the
underground
railroad.
H
H
It
excited
me
to
think
the
kids
over
there
are
growing
up.
You
know,
kids
of
all,
backgrounds
are
growing
up
with
a
richer
experience
and
knowledge
of
black
history.
So
I'm
excited
it's
cool
to
hear
all
the
work
that
went
in
to
this
and
to
know
that
it
was
happening.
So
I
thought
about
that.
H
A
lot
and
I
think
about
you
know
my
work
here
is
with
children
and
when
I
think
about
the
ecology
center,
when
I
think
about
all
the
historical
sites
that
are
being
designed
designated
now
in
evanston,
I
think
so
there
are.
There
are
many
things
that
are
going
on
that
are
still
being
celebrated
by
the
black
community.
As
my
is
my
sense-
and
we
know
the
evanston
story-
there's
a
self-identified
liberal,
mostly
white
community-
that's
saying!
Oh,
that's!
That's
great!
H
We
get
to
claim
that
as
part
of
our
identity,
but
never
shall
we
interact
with
it
or
never
shall
we
interface
with
it
and
it's
it's
it's
a
jarring
experience,
and
some
of
that
is
that
my
day,
experience
is
working
in
a
part
of
the
city-
that's
majority
white,
but
in
my
heart
being
the
students
that
are
across
two
really
big
obstacles,
mccormick
and
gulf.
H
From
the
fifth
ward-
and
I
know
I
know
that
we
need
to
think
of
the
long-term
change
that
can
happen,
but
because
my
work
is
always
about
kids
and
children,
I
I
never
feel
comfortable
with
that
long
term.
I-
and
I
know
government
takes
long
time
to
change
things,
but
it
is
about
what
what
seeds
can
we
plant
right
now
so
that
the
and
I
and
I'm
big
on
transitions
too,
so
that
you
know
as
a
child
who's
leaving
one
setting
the
fifth
to
the
sixth
grader,
the
eighth
to
the
ninth
grader.
H
You
know
you
don't
get
those
sorts
of
phases
back
in
your
life.
So
how
do
I
I
did
get
onto
this
committee,
or
I
wanted
to
be
on
this
committee
thinking
that
it
was
an
advocacy
group,
and
I
was
thinking
about
it,
because
someone
came
to
my
door
last
weekend
who
wants
to
be
on
city
council,
and
I
asked
her
right
away
about
like
what
is
what
is
defunding
mean
to
her?
What
does
a
truly
richly
resourced
fifth
ward
mean
to
her
and
and
then
I
dropped.
H
H
So
I
guess
all
this
to
say
like
it
would
feel
cool
and
good
to
set
goals
and
to
say
like
a
year
out
from
now.
What
is
what
is
doable
and
realistic,
and
and
knowing
that
that's
our
go-to
place
and
the
journey
may
take
us
in
different
paths,
but
we
can
say
a
year
from
now
we
will
have
heavily
influenced,
or
there
are
certain
things
that
we
can
talk
to
candidates
about
who
are
going
to
be
on
the
city
council
or
we
can
invite
all
of
those.
H
You
know
those
members
from
eths
or
you
know
we
can
have
a
part
in
the
conversation
around
defund
to
maybe
maybe
not
that
we
all
have
to
agree
on
it,
but
that's
so
that
we're
also
interfacing
with
those
groups
who
are
demanding
change.
H
E
So
I
I'll
I'll
just
respond
directly.
I
mean
first
of
all
I
mean
I'll
I'll
I'll
call
you
principal
weinberg
until
you
call
me
kathleen.
E
But
so
you
know,
I
have
a
13
year
old
and
10
year
old
right
now
in
cps
and
one
of
the
things
that
really
inspires
me
because
there's
not
a
lot
right
now.
That's
inspired
me
is
the
civics
curriculum
that
cps
has
instituted
for
middle
school,
and
I
know
a
lot
of
folks
who
work
in
that
program,
and
I
am
so
grateful
that
my
daughter
is
learning
about.
E
I
mean
in
fifth
grade
right
and
my
son's
in
eighth
grade,
but
I
I
share
that
because
there's
kind
of
two
paths
right
so
there's
like
the
education
path,
which
is
its
own
barrel
of
monkeys
right
and
it's
really
important
just
to
let
you
know
in
the
participatory
budgeting
project
which
is
based
at
uic,
actually-
and
I
know
the
staff
there
really
well
they've
been
working
with
you
know.
It
varies
like
between
nine
to
11
wards
to
do
that.
E
Infrastructure,
pv
project
stuff,
but
they've
actually
been
in
about
10
cps
schools
and
taya
who's,
the
head
of
the
project
like
should
I
have
coffee
and
other
things
every
once
in
a
while.
She
was
like
they
just
told
me.
They
want
to
expand
this
to
another
50
schools.
What
am
I
going
to
do?
I'm
like?
Well,
you
better
start
working,
but
it's
because
it's
it's
another
form
of
civic
engagement
that
really
empowers
students.
E
That
gives
them
a
sense
of
what
that
means
to
to
to
come
together
and
to
have
a
deliberation
to
talk
about
what
priorities
are
just
what
you
just
asked
right
now
max
is
like
the
same
thing
that,
like
we're
trying
to
teach
our
children,
so
I
think
that
the
pb
project,
the
participatory
budgeting
piece,
can
have
a
lot
of
different
legs
that
can
support
the
the
internal
work.
E
It's
everybody's
life
is
better,
so
I
I
do
think
that
we
should
think
about
that
pb
approach
as
an
external
piece,
that's
really
critical
in
building
you
know,
building
that
growth
and
building
that
base.
Sorry.
I
I
Do
we
want
to
focus
on
employment
in
the
city
or
how
people
get
to
certain
positions
like?
We
need
to
kind
of
narrow
the
scope
and
then
from
there
we
can
figure
out.
I
think,
there's
an
important
counter
counter
initiative.
I
don't
know
what
happened
next
last
year.
This
is
my
third
or
fourth
meeting,
but
if
this
idea
that
a
lot
of
input
was
given
to
the
city
last
year,
nothing
happened.
I
Unless
we
start,
we,
we
set
the
receiving
team
inside
the
city
which
goes
back
to
other
people
trained
in
the
very
least,
far
for
immediate
focus
in
the
departments
we
decide
we
want
to
focus
on.
We
can
do
whatever
we
want
here,
but
when
we
punt
it
to
the
city,
it's
going
to
fall
flat,
so
I
I
do
believe
we
need
to
get
to
max's
question
of
what
do
we
want
to
focus
on
what
are
our
goals
and
that
could
be
a
specific
goal
or
like
at
the
you
know.
We
could
start
with
the
quest.
I
And
then,
how
do
we
line
up
to
make
sure
there's
a
receiving
team
in
the
city
that
those
people
are
trained
so
that,
as
we
work
on
initiatives
and
plans
and
goals
and
ideas
that
we're
pointing
to
a
team?
Who
can
spell
what
we're
talking
about?
A
And-
and
I
think
carla
to
add
to
that-
we
also
have
to
be
cognizant
of
our
other
boards
and
commissions
that
might
be
center
around
some
of
this
work,
but
don't
have
that
training
either.
How
are
we
going
to
get
them
trained
up
too,
because
they're
going
to
be
the
bodies
for
which
this
is
going
to
pass
through
to
go
into
city,
I
mean
so
there's
a
so.
A
What
we're
talking
here
is
why
we
need
to
retreat
and
probably
an
eileen
to
help
facilitate
that
retreat
wink
wink,
because
I
think
we
need
to
get
through,
and
my
job
here
is
to
say:
okay
here
are
all
the
roadblocks
that
you're
all
going
to
have
to
experience
navigating
what
this
works
going
to
look
like
internally.
So
how
do
we
navigate
to
ensure
those
roadblocks
are
removed
so
that
we
can
get
the
work
done
so
like
that's,
I
feel
like
that
should
be
my
role
right.
A
A
It's
goal
setting
and
identifying
partnerships
that
may
need
to
be
trained
in
this
work,
around
equity
as
well,
and
and
then
identifying
how
to
do
the
training
or
who
can
do
the
trainings
so
that
we
I'm
working
internally
and
you
all
are
working
with
some
of
our
external
partners
as
well.
Does
that
make
sense
carla.
G
Eileen,
so
I
just
want
to
say
I
to
me:
the
notion
of
the
retreat
is
a
great
notion.
That
should
be
the
next
thing
that
happens.
You
don't
need
to
have
another
meeting
with
a
an
agenda
of
things
that
you're
wondering
about
what
you
should
you're,
looking
to
figure
out
what
you
want
to
be
doing,
and
if
you
want
to
move
forward,
I
think
you
should
think
about
a
saturday
in
october
and
and
get
the
retreat
piece
done
so
that
you
have
a
sense
of
what's
your.
G
What's
your
trajectory
and
and
and
then
be
able
to
get
moving,
I
I
love
hearing
max,
say
he's
looking
for
action
and
advocacy.
I
shouldn't
even
be
talking
according
to
the
regular
rules,
because
I'm
not
part
of
this
commission,
except,
I
want
to
say,
push
push
forward
with
with
clarity,
not
just
with
okay.
G
We
want
to
be
able
to
say
we
did
something
and-
and
I'm
gonna
heartily
disagree
kimberly
and
you-
and
I
can
hash
this
out
at
another
time
about
the
the
makeup
of
the
equity
commission,
equity,
the
internal
equity
committee
or
ready
committee,
or
whatever
it
gets
called.
When
that
happens.
G
It
should
be
a
mix
of
people
who
are
department,
heads
and
part-time
workers
and
full-time
workers
and
as
a
as
a
committee,
they
need
to
learn
how
to
share
leadership,
and
that's
a
really
important
piece
of
an
equity
team
is
to
figure
out
how
to
share
leadership
in
moving
the
equity
work
forward,
so
that
it's
owned
by
a
lot
of
people
and
the
loudest
voices
aren't
necessarily
the
people
who
always
are
used
to
being
the
ones
that
are
heard.
G
So
there's
you
know,
there's
there's
some
things
that
need
to
happen,
but
I
really
love
the
notion
of
you.
As
a
commission
figuring
out.
You
know
who,
how
do
we
want
to
operate?
What
are
what
is
our
function
and
then
being
able
to
set
some
goals
and
some
plans
from
that
and
I'm
gonna
have
to
jump
off
in
a
few
minutes.
But
I
so
I
appreciate
having
a
chance
to
say
that
we.
B
All
do
kathleen.
E
I'm
just
telling
you
it's
been
great,
like
you
guys
have
an
amazing
organization,
and
you
know
the
work
that
the
ywca
and
evanston
does
around
racial
equity
really
is
a
huge
asset
for
you
guys.
So
I'm
just
saying,
like
that's,
it's
really
important
to
to
think
about
that
as
part
of
the
planning
process,
the
strategic
I
was
just
gonna,
say
I
heard
you
guys
say
90
minutes,
I
don't
think
I've
ever
been
involved
in
a
strategic
planning
process
that
was
90
minutes.
Long
like
I'm
just
gonna
be
real.
E
I'm
not
saying
it
has
to
be
three
days,
but
I
would
just
say
absolutely
carla
to
your
point,
like
a
strategic
planning
process
should
have
a
clear
pop
like
a
purpose
outcomes
process.
Right
like
that,
you
should
have
that.
E
E
I
I've
been
through
a
lot
of
them
and
I
I
don't
see
how
you're
gonna
do
it
in
90
minutes,
so
I'm
just
putting
that
out
there
as
you
might
need
a
little
bit
longer
to
do
the
relationship,
building
and
visioning,
and
you
know
looking
at
that
mission
and
all
that
stuff.
It
takes
longer
than
90
minutes.
B
Maybe
we
break
it
up
into
more
than
one
session
just
nine
right
now,
my
brain
is
fried
even
after
being
on
this
call,
for
you
know
almost
two
hours
so
it
requires
it
requires
pacing
ourselves,
and
maybe
there
are
two
saturdays
where
we
can.
We
can
break
this
up,
for,
thank
you
kathleen
kathleen.
Would
you
share
with
us
the
the
ready
committee's
report
I
think
was
approved
by
your
the
commission,
commissioner
cook
county
commission
a
couple
weeks
ago?
I
can
do
that.
E
Yeah,
you
know
what
I'm
going
to
send
you
guys
the
video
I
I
know
I
have
it
because
I
actually
had
to
host
it
on
our
zoom,
so
you
know
you
can
just
plug
it
in
and
listen
like.
I,
I
think
the
best
part
about
these
presentations
is
like
you
can
hear
the
voices
of
people
who
are
doing
the
work
right
like
this,
isn't
just
me
just
saying
the
words
it's
like
they're
they're,
it's
really.
It
was
really
great.
J
Can
I
just
I'm
wondering
in
terms
of
thinking
about
timing
and
people's
time,
so
our
next
meeting
is
in
in
october,
and
I
guess
I'm
wondering:
is
it
possible
that
we
would
say
for
the
next
meeting,
for
example,
kind
of
breaking
it
into
some
bite-sized
chunks
that
we
all
look
at
like
the
bylaws
and
what
we
have
and
then
you
know
make
that
a
working
meeting
where
we
might
come
to
maybe
maybe
an
assignment,
would
be
something
like
come
with.
J
There
had
never
been
a
commission
and
we
had
a
different
leadership
at
the
time
with
pat,
and
so
I'm
wondering
if
we
just
kind
of
take
one
step
back,
take
a
look
at
what
the
bylaws
say
see
if
that's
what
people
kind
of
signed
up
for
and
if
not,
then
you
know
we
have
some
work
to
do,
but
but
I'm
and
and
maybe
I'm
just
behind.
So
I
apologize.
J
If
I'm
not
where
everybody
else
is,
but
you
know
I'm
not
sure
if,
when
max
signed
up
and
with
when
carla
signed
up
that
that
you
thought
you
were
doing
what
I
thought
I
was
doing
three
years
ago
on
this
commission
and
so
taking
kind
of
that
step
back
and
jane
you
and
I
have
seen
a
lot
of
change
eileen
can
attest
to
you
know:
we've
taken
some
different
twists
and
turns
which
is
fine,
but
maybe
just
starting
from
what.
What
did
you
think
you
signed
up
for
and
are
the
bylaws
what
we
had?
J
What
we
all
agree
we
want
to
be
doing,
because
I
I
don't
want
to
wordsmith
bylaws
forever,
because
god
knows
that
you
know
will
take
us
that
you
know
we
could
do
years
of
of
wordsmithing
the
bylaws,
but
maybe
more
just
what
was
our
vision.
Why
did
we
sign
up
and
trying
to
create
some
kind
of
loose
agenda
or
goal
from
that.
J
Just
just
thinking
about
the
idea
of
using
the
meeting
times
that
we
have
already
not
that
we
couldn't
also
add,
but
I
I
hate
to
keep
adding
more
time
to
people's
schedule.
If
we
already
have
some
time
set
up
and
maybe
again
maybe
I
maybe
I'm
not
aware
of
what
we
had
on
the
agenda
for
october
november
meetings.
But
we've
got
these
times
carved
out
anyway,
and
I'm
wondering
if
that
might
be
a
way
to
get
us
started.
Okay,.
B
A
There's
no
such
thing
as
a
behind
closed
door.
E
E
E
I
think
kathy
what
you
just
said.
I
mean
everything
that
I'm
just
trying
right
now
about.
E
You
know
jane
to
your
point
about
looking
at
what's
written
on
the
the
website
and
you
know
sort
of
the
original
purpose,
and
you
know
then
going
into
file
laws
and
stuff,
like
that,
I
mean
it's
vision
and
mission
right,
like
sort
of
what
is
the
vision
that
you
guys
have
signed
up
to
first
foremost,
because
it's
your
time
like
we're
all
here
right
now
and
then
kind
of
narrowing
that
down
into
a
three-year
chunk
of
mission,
like
what
do
you
guys
want
to
try
to
accomplish,
and
I'm
happy
to
work
with
kim.
E
I
mean
I
think
that
I
mean.
First
of
all,
you
guys
are
a
great
group
of
people.
I
I
can't
believe
it's
8
19
we're
still
chit
chatting
here.
Evanston
is
a
very
special
suburb
of
chicago
that
I
have
grown
to
love
in
a
way
that
I
never
thought
I
would
and-
and
I
think
that
there's
there's
ways
to
facilitate
kathy
to
your
point
like
work.
A
Yeah,
I
think
we
lost
kathleen.
I
think
that
he
gets
to
tell
us
freaking
to
the
end,
so
we'll
follow
up
with
what
kathleen's
gonna
say
if
she
ever
comes
back,
but
I
know
I'm
looking
at
the
clock,
it
is
a
20.,
so
I
guess
we
need
to
talk
more
about
how
to
do
this,
but
are
you
so?
Are
you
saying
that
you
want
to
use
the
october
meeting,
maybe
have
a
a
second
meeting
and
then
the
november
meeting.
B
We
did
last
time
we
did
a
retreat.
We
did
part
of
it,
I
think
at
our
at
a
regular
meeting,
and
then
we
did
another
part
of
it
on
a
saturday
meeting,
as
I
recall,
and
the
two.
B
A
And
I
would
say
to
you
jane,
I
know
we
keep
talking
about
the
bylaws
and
I
think
the
the
most
important
document,
though,
is
this
is
the
is
the
ordinance,
because
that
is
the
governing
document
that
the
city
of
council
adopted
that
probably
needs
to
be
revised
and
resubmitted.
A
If
it
really
fits
the
what
you
all
are
doing
now
versus
what
the
intentions
were,
maybe
three
years
ago,
maybe
that's
easier
to
start
with,
is
look
at
the
ordinance
and
then
talk
about
your
vision
and
mission
as
part
of
that
conversation
versus
trying
to
tackle
the
bylaws,
which
is
more
like
procedural
in
anything,
so
that'll
be
my
recommendation
so
that
you're
just
focusing
on
that
document,
because
then
that
can
be
going
that
can
go
to
city
council
to
be
adopted
and
updated
to
reflect.
A
B
Agreed,
why
don't
you
and
I
and
alejandra,
put
together
an
outline
for
our
retreat
with
shanika
doing
backup
for
us
on
finding
good
dates
for
it?
Let's
move
through
the
rest
of
the
agenda.
There's
not
much
left
there
communications
reports.
A
All
right,
so
I
hope
this
I
will
share
just
so.
You
know
I'm
going
to
share
this
video
with
the
others
who
weren't
able
to
participate
tonight,
so
they
can
have
a
sense
of
the
discussion.
So
that's
a
good
thing
about
zoom.
I
can
share
it
so
that
way
they
have
an
opportunity
to
review
the
conversation
as
well
and.
B
A
Good
at
convincing
people
for
some
reason
to
help
me.
No,
actually,
I
think,
where
you
all
are
going
to
be
needed.
Most
is
going
to
be
a
broader
conversation
where
we're
going
with
equity.
I
think
it
needs
to
be
a
collaborative
effort
with
you
and
myself
speaking
from
the
internal
and
then
you
are,
as
the
commission.
B
All
right
and
we'll
talk,
then
maybe
offline
about
the
whole
budget
season,
that's
now
underway,
and
what
the
implications
are
then
for
equity
investments
that
the
city
is
making.
Where
does
it
come
out
in
the
budget?
That
would
you
know
it's
for
me,
it's
a
lot
of
it's
about
the
money.
A
A
I
want
to
be
clear:
there's
no
one
in
our
organization,
who's
done,
equity
work,
so
to
ask
them
to
look
at
a
budget
from
an
equity
standpoint.
It's
not
fair
and
it's
not
realistic,
and
this
is
why
we
need
to
do
the
internal
work
in,
because
people
have
done
a
lot
of
good
awareness
training,
but
they
have
not
really
grasped
the
understanding
around
racial
equity
or
equity
from
the
standpoint
of
policy
decision
making-
and
I
just
want
to
be
really
clear
and
fair
to
them.
A
B
All
right
so
we'll
figure
out
what
our
october
meeting
would
be.
Thank
you
kimberly
and
thank
you
for
bringing
kathleen
to
us
tonight.
It's
really
good
to
hear
her
perspective
and
she
weaves
it
all
together,
and
I
want
to
mention
to
everybody
that
kathleen
is
part
of
a
panel
discussion
that
my
agency
is
doing
on
that
cook.
County
forest
reserve
race,
equity
report
on
october
1st-
I
think
it
is.
B
It
includes
tracy
bishop
who
was
on
her
committee,
someone
from
cmap
to
kind
of
set
the
stage
about
expectations
regionally
for
providing
equitable
parks
and
open
space,
so
how
the
county
forest
preserve
would
invest
in
purchasing
property,
and
things
like
that,
I
can
send
you
a
link
to
it'll
be
really
interesting
and
kathleen
will
be
one
of
our
panelists
and
then,
let's
see,
I'm
skipping
through.
H
I
just
wonder-
and
this
is
really
truly
riffing
the
idea
of
like
what
adult
education
would
look
like
for
the
people
you're
talking
about
like
if
our
goal
is
to
create
the
syllabus,
the
training
guide,
the
years
worth
of
curriculum
for
all
of
whoever
those
people
are,
and
if
that's
committee
work
I'd
totally
be
interested
in
it.
If
it's
a
subcommittee,
work
I'd
totally
be
interested
in
it.
I
As
somebody
who
does
this
training,
it
is
a
better
use
of
our
time
to
hire
this
training
out
for
them
and
focus
on
the
details
of
evanston.
Then
I'm
not
sure
how
many
people
have
abilities
and
knowledge
and
background
in
training
equity
work,
but
then
us
to
kind
of
model
around
and
create
a
training
for
like
somebody's
doing
this
and
that's
their
job.
Let
them
come
in
and
do
it
I
mean
I
I
don't
do
this
work
with
municipalities,
but
let
somebody
who
does
this
we're
going
to
do
it.
I
They
can
do
it
like
that,
and
we
should
spend
our
time
like
working
through
the
nuances
and
our
goals,
because
we
would
we
would
spin,
even
with
my
experience,
we
would
spin
round
and
round
trying
to
figure
this
out
and
that's
not
what
we
do
well.
Maybe.
B
The
opportunity
carl
and
max
is
for
us
to
be
included
in
some
of
that
training.
We
are
an
accessory
to
city
government.
Maybe
it
helps
for
your
colleagues
kimberly
to
see
some
of
us
with
them
in
the
training,
emphasizing
that
this
is
something
we're
watching
we're
paying
attention
to
that's
important
to
us.
B
A
Is
something
we
add
to
have
further
discussions?
I
think
where
max
is
going
and
where
carla's
saying
I
see
both
and
I
agree
carla,
I
mean
we
need
some
external
support,
but
max.
I
also
recognize
we
still
have
to
train
other
boards
and
commissions,
because
this
is
not
just
a
staff
only
driven,
we
have
a
ton
of
other.
You
know
entities
in
part
of
this
organization,
so
there's
a
place
for
both
of
it.
I
think,
but
we
are
going
to
hire
external
support.
A
B
Thank
you
kimberly.
There
are
budget
implications
for
all
of
this,
so
a
retreat.
We
will
figure
out
a
date.
I
like
the
idea
of
sooner
rather
than
later,
deal
with
mission
and
vision
our
goals.
What
we
would
want
to
accomplish
our
scope,
as
carla
has
suggested
whether
we're
focusing
on
topic
areas
or
larger
issues
are
we
advocates
or
what
is
our
role
vis-a-vis,
the
city
of
evanston
and
elected
officials?
We'll
do
we'll
try
to
figure
all
of
that
out
and
then
what?
What
is?
B
I
A
random
logistical
suggestion-
and
I
say
this-
the
understanding
that
everybody
has
a
different
health
reality,
but
recently
when
I've
had
to
have
long
meetings,
they
weren't
retreats,
but
we
did
sort
of
a
park
meeting
for
two
hours
where
we
sat
in
a
chair
in
a
big
circle
on
a
park
not
close,
but
it
was
more
the
get
to
know
you
stuff
where
it
was
more
conversation,
so
we'd
have
to
move
around
people
didn't
have
to
write
on
easels
we'd
have
to
touch
similar
pens.
We
don't
have
to
do
that
stuff.
I
I
B
Depends
on
our
relative
comfort
levels
and
I
would
love
to
see
all
of
you
in
person,
I'm
just
saying
that's
a
great
idea,
carla
to
depending
on
our
comfort
levels,
thanks
so
much
anything
else
tonight,
then
this
is
really.
A
B
I'd
like
for
us
to
think
about
as
just
a
small
project,
knowing
that
there
are
municipal
elections
coming
in
april,
is,
could
the
commission
develop
a
list
of
questions
that
we
require
candidates
to
answer
it's
just
a
way
of
putting
it
out
there
and
making
it
part
of
the
conversation
and
requiring
them
to
get
on
the
record
with
some
things,
and
this
is
more
like
voter
education,
it's
not
partisan,
we're
not
favoring
anybody,
but
this
is
a
way
of
sussing
out.
Who
knows
what
and
who
you
know
what
are
their
priorities.
B
So,
let's
think
about
that
and
what
are
the
questions
that
you
would
want
to
be
asking
candidates
we'd
have
to
put
it
out
there.
I
don't
know
if
there
will
be
any
february
primary
elections,
but
it
would
probably
be
a
december
january
project
to
develop
a
questionnaire.
I
don't
know
who
else
would
be
asking
these
questions
frankly,
so
maybe
opal
would
be.
B
J
Hey
jane,
can
I
just
add,
yeah
kathy
same
question:
if
we're
going
to
do
it
for
the
candidates,
could
we
also
think
about
just
going
broadly
anybody
who's
hired
on
a
board
or
commission
same
questions
right
so
that
work
we're
systemically
asking
people
in
all
different
roles
with
the
city
so
just
wanted
to
throw
that
out
because
I'll
forget
it
by
the
next
time.
We
talk
that.