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From YouTube: August 1, 2018 Committee of the Whole
Description
Minneapolis Committee of the Whole Meeting
A
So
let
the
record
reflect
that
we
do
have
a
quorum,
and
our
first
Cinda
item
today
is
on
the
race.
Equity
subcommittee
is
advancing
racial
equity,
the
role
of
elected
leaders,
training
and
we
will
receive
and
file
that
report
and
that
report
or
that
training
will
be
given
by
mr.
Gordon
Goodwin
from
the
government
Alliance
on
race
and
equity
and
I'll
invite
mr.
Goodwin
to
the
podium
to
begin.
B
Good
morning,
council
members
and
guests
I,
important,
Goodwin
and
I
represent
the
government
Alliance
on
race,
inequity
and
I
will
get
us
started
on
our
training.
For
today,
our
objectives
for
today
are
willing
to
get
some
awareness
about
what
racial
equity
is.
So
we're
going
to
be
talking
about
some
racial
equity
concepts.
Today,
we'll
also
be
exploring
our
shared
history
of
the
role
the
government
played
in
contributing
to
racial
inequities
that
we
are
experiencing
in
our
society
today.
B
Some
case
statements
were
some
aspects
of
the
case
statement
for
advancing
racial
equity
that
we
think
are
important
for
elected
leaders
to
be
able
to
say,
and
we'll
also
be
understanding
your
role
in
supporting
the
work
that
is
beginning
and
continuing
actually
in
the
city
of
Minneapolis,
as
you
get
ready
to
undergo
some
of
your
strategic
planning
and
your
racial
equity
planning,
a
comprehensive
planning.
So
those
are
our
objectives
for
today,
a
little
bit
about
the
organization
I
work
for
the
program
here.
B
I
was
originally
a
program
of
the
Center
for
Social
Inclusion
and
the
Center
for
Social,
Inclusion
and
race
forward
are
coming
together
as
one
organization.
That
is
something
that's
been
taking
place
over
about
the
past
twelve
months,
and
when
we
come
together
fully,
we
will
be
one
of
the
largest
racial
equity
organizations
in
the
nation.
We
are
based
in
New,
York,
I'm,
happy
to
say,
I
live
with
you
here
in
the
Twin
Cities
and
I'm
the
gear
Midwest
Regional,
Manager,
there's
five
functions
for
race
forward.
B
That
is
that,
if
we're
going
to
be
able
to
make
progress
in
other
sectors
select
the
private
sector,
then
we
need
to
be
able
to
show
that
one
of
the
foundational
sectors
around
governments
is
actually
able
to
practice
racial
equity
and
to
create
results
for
the
people
that
we
serve
other
pieces
around.
The
work
that
we
do
have
to
do
with
narrative
shift
really
advancing
the
idea
and
the
understanding.
B
The
people
of
color
and
communities
of
color
are
not
absent,
of
having
skills
and
abilities
and
contributions
to
our
nation's
history
and
prowess,
and
to
really
changing
the
narrative
about
victimization
and
really
beginning
to
understand
how
communities
of
color
actually
can
contribute
and
have
contributed
to
addressing
challenge
its
long-standing
challenges
in
our
society
and
why
we
need
to
actually
bring
them
into
more
of
our
solution.
Building
for
how
we
have
a
functioning
democracy,
movement
and
capacity
building
is
exactly
what
it
sounds
like.
B
We
have
a
number
of
people
that
race
forward,
who
are
very
involved
in
community
organizing,
so
that
we
can
have
better
impacts
at
the
political
level
and
then,
of
course,
our
research,
which
is
really
around
communications
messaging.
As
well
as
understanding,
what's
working
in
racial
equity
are
other
important
aspects
of
our
work
that
inform
our
policy
development.
This
is
just
a
quick
commercial
for
facing
race,
which
will
be
our.
B
A
B
Little
bit
about
the
government
Alliance
on
race
inequity,
it
is
a
national
movement
as
well
as
a
national
network.
These
are
people
like
you,
working
in
governments,
representatives
of
the
people
who
are
understanding
what
racial
equity
is
and
who
are
going
beyond
having
mere
conversations
so
actually
doing
something
to
incorporate
racial
equity
analysis
into
their
work.
So
we
can
create
a
better
outcomes
for
people
who
live
in
our
communities.
There
are
90
governmental
jurisdictions
that
are
parts
of
gay
are
right.
B
Now,
at
the
beginning
of
this
year
there
were
42,
so
it's
been
growing
quite
a
bit
and
you
can
be
proud
of
the
fact
that,
even
before
there
was
a
guerre,
the
city
of
Minneapolis
played
a
significant
role
in
moving
this
work
forward.
Julie
Nelson
from
the
city
of
Seattle
was
coming
here,
four
or
five
years
ago
to
do
work
with
you
and
the
work
that
she
was
doing
with.
You
then
became
part
of
the
body
of
work
that
is
geared
a
couple
of
real
grounding
assumptions
for
our
work
number
one.
B
We
don't
often
talk
about
race
in
our
society
unless
we're
called
to
that
conversation,
because
something
controversial
and
hurtful
has
happened
of
a
very
explicit
nature
and,
as
a
result,
a
lot
of
times.
We
avoid
the
topic
of
race
all
together,
but
we
need
to
understand
that
race
does
matter
in
our
society,
even
though
some
of
us
were
raised
with
maybe
the
understanding
that
we
really
shouldn't
talk
about
race,
because
that's
a
little
bit
like
poking
the
tiger
right,
it's
a
little
bit
like
provoking.
B
What's
important
for
us
to
understand,
is
that
because
race
matters
for
every
measure
of
American
health
and
well-being,
you
know
your
race
really
does
determine
how
well
you
do
that.
We
need
to
begin
to
find
out
how
we
can
have
that
conversation
about
race
and
institutional
settings
in
a
way
that
helps
us
focus
on
what
it
is
that
we
can
actually
change
and
a
lot
of
what
we'll
be
talking
about
today
are
practices
and
policies
and
procedures
that
get
in
the
way
of
us
serving
everybody
who
lives
in
our
communities.
B
So
we're
not
just
talking
about
individual
acts
of
bigotry,
although
let
me
emphasize
it
is
important,
in
particular
for
elected
officials
to
be
heard
when
they
are
hurtful
things
that
happen
in
our
society.
We
want
to
know
what
is
rights
we
want
to
know
where
we
stand
as
a
society
when
things
go
wrong,
but
it's
not
the
only
area
of
focus
for
actually
creating
change
in
ours.
B
So
is
we're
talking
about
the
role
of
government.
One
of
the
things
we
need
to
acknowledge
is
that
when
we
take
a
look
at
our
history
as
a
nation
that
we
have
had
a
period
of
time
for
a
longer
than
the
nation
has
been
a
nation
where
government
has
enforced
laws,
laws
that
actually
have
contributed
to
the
racial
inequities
that
we're
experiencing
today.
B
So
we've
had
laws
that
have
determined
where
you
can
live,
whether
you
could
vote
whether
you
could
be
a
citizen,
whether
you
could
own
property,
whether
you
would
be
property,
we've
had
laws
that
determines
whether
you
can
read
or
write
significant
laws
that
have
created
that
racial
inequity.
And
we
take
a
look
at
our
history.
We
have
to
acknowledge
the
fact
that
you
know
we
are
on
Indian
land
as
a
nation,
but
particularly
here
in
the
Twin
Cities.
B
This
particular
poster
is
about
the
Dawes
Act,
which
was
not
only
another
effort
at
breaking
treaties
with
Indian
nations,
but
a
way
of
taking
lands.
The
Dawes
Act
basically
said
pay
for
Indian
people.
We
think
that
the
solution
for
you
is
to
actually
be
engaged
and
involved
in
farming.
We're
going
to
allocate
some
of
your
lands
that
were
that
belong
to
you
for
farming.
You
won't
have
access
to
farm
credit.
You
won't
have
access
to
knowledge
about
agriculture,
but
you
will
have
that
land
and
the
extra
land
that's
left
over.
B
Professions
and
those
were
farm
workers
and
domestic
workers
now
what's
important
about
that,
is
that
that
was
actually
plans.
Initially,
those
industries
petitioned
to
be
left
out
of
Social,
Security
and
what's
important
about
Social
Security,
is
that
it
really
was
developed
at
a
time
where
people
were
not
being
able
to
work
and
were
instantly
going
into
poverty.
B
Large
numbers
of
women,
of
color
involved
in
domestic
work,
but
also
white
women
involved
in
that
work
as
well.
So
that
decision
had
an
impact
for
all
of
us
with
farmworkers
the
same
thing:
significant
numbers
of
people
of
color,
but
also
white
people
involved
in
that
enterprise
as
well.
So
that
had
to
be
changed
so
that
the
promise
of
government
and
having
some
type
of
social
security
and
old
age
could
actually
apply
to
all
of
us
and
I.
B
Don't
think
there's
anybody
who's
not
familiar
with
the
fact
that
the
very
nature
of
segregation
in
terms
of
FHA
underwriting
policies
was
developed
by
the
federal
government
in
such
a
way
that
the
statement
surrounds,
redlining
and
yellow
lining
the
presence
of
even
one
black
family
in
a
neighborhood
was
cause
for
concern
about
whether
or
not
there
should
be
a
loan
made
there.
So
those
things
are
fairly
well
known
and
we're
going
to
be
taking
a
look
at
a
film
later
on
today.
B
That
starts
getting
at
some
of
the
things
you
might
not
know
as
much
about
in
terms
of
the
act.
The
activeness
of
the
supreme
court
in
establishing
what
our
racial
practices
and
policies
are.
The
importance
of
acknowledging
that
we
have
had
a
shared
history
of
government
being
very
actively
engaged
involved
in
enforcing
laws
that
created
racial
segregation
and
separated
us
is
that
it
took
a
lot
of
struggle
and
movement
to
change
those
laws
so
that
we
have
a
64
Civil
Rights
Act.
We
have
a
68
housing,
Federal
Housing
Act.
B
We
have
Brown
versus
Board
of
Education.
Acknowledging
that
you
know.
Separate-But-Equal
is
not
something
that's
working
all
right,
but
what's
also
important
to
recognize
is,
as
as
we
begin
to
leave
the
era
of
explicit
segregation
and
go
into
the
era
of
we
don't
recognize
race.
We
don't
have
race-based
segregation
anymore,
that
we
entered
into
an
era
of
race
neutrality.
B
Now,
what's
happened
under
that
error?
What
we've
seen
in
that
era
of
it
not
acknowledging
that
race
has
played
a
significant
role
in
our
society,
and
the
government
actually
played
a
significant
role
and
enforcing
laws
that
created
racial
separation
is
that
we've
seen
some
types
of
racialization
become
even
worse
than
they
were
when
we
were
under
segregation.
So
when
we
see
that
our
housing
systems
and
that
our
school
systems
are
becoming
rapidly
more
segregated,
that's
a
result
of
sort
of
the
false
idea
that
race
is
still
not
playing
a
role.
B
B
So
I
promised
that
I
would
not
just
spend
time
talking
at
you
today
and
we're
going
to
be
doing
an
exercise
right
now.
That
is
going
to
have
you
pairing
up
with
another
council
member
or
someone
else
on
the
desk
I
believe
we
have
ten
of
you,
so
that
makes
a
nice
pairings
of
five
I'm
going
to
be
asking
you
to
participate
in
early
experiences
with
race
and
there's
a
reason
that
we're
doing
this
exercise,
which
we'll
talk
about
as
we
go
more
into
it.
B
But,
first
of
all
let
me
just
explain
the
exercise
to
you.
So
there
are
four
questions
on
a
sheet
that
you'll
be
taking
a
look
at
in
just
a
moment
and
I'm
going
to
ask
you
to
take
about
two
minutes
to
just
jot
down
some
responses
to
those
four
questions
and
the
reason
that
we're
having
you
do
this
is
that
in
a
few
moments,
after
that,
you're
going
to
be
in
a
pair
discussion
with
another
council
colleague,
and
that
pair
discussion
is
going
to
be
about
your
responses
to
those
questions.
B
So
this
is
really
a
focused
discussion.
Exercise
I'll,
let
you
know
when
the
two
minutes
is
over
you'll
pair
up
with
another
council
member.
One
of
you
will
deed.
You
will
both
decide
who
will
be
the
listener
and
who
will
be
the
talker
and
you'll
have
about
two
and
a
half
minutes
for
the
talker
to
relate
all
of
their
responses
to
those
questions
to
the
listener.
I'll,
let
you
know
that
time
has
passed
and
you'll
go
into
the
third
segment,
which
is
where
you'll
switch
rules.
The
listener
will
become
the
talker.
B
The
talk
will
become
the
listener
for
about
two
and
a
half
minutes,
and
then
the
final
segment
will
be
a
free
and
open
exchange
about
things
you
heard
from
your
partner
note
your
commonalities
and
things
which
were
different,
then
we'll
come
back
together.
Just
to
have
a
discussion
about
your
exchange,
so
got
a
few
markers
for
you.
Does
everybody
have
the
sheets
early
experiences
with
race
should
be
in
front
of
you.
B
C
Thank
you,
I'm,
looking
forward
to
this
discussion
and
I
just
I
think
probably
part
of
what's
on
several
of
our
minds
about
all.
This
is
the
fact
that
we're
we're
being
televised-
and
this
is
being
recorded
and
I'm-
probably
not
the
only
council
member
who's,
been
personally
attacked
in
the
past
four
things
about
my
life,
where
I
grew
up
or
decisions
I
make
as
a
parent
and
so
I'm
just
a
little
concerned
about
the
public
sharing
portion
of
our
discussion.
C
B
B
C
I,
just
wonder:
I'm
not
comfortable
with
anyone
sharing
anything
about
my
personal
life
on
camera.
To
be
honest,
I've
regretted
any
moment
that
I
accidentally
said
anything
about
my
personal
life
as
an
elected
official
and
a
number
of
us
have
been
subject
to
personal
attacks
in
the
past
and
so
I
just
I
just
feel
like
it
will
be
challenging
for
any
of
us
to
have
a
honest
conversation,
which
is
what
we
hope
to
have
I.
C
Think
if
we
don't
know
how
that
information
will
be
used
in
the
sharing
portion
and
that's
not
that
I
don't
want
to
disrupt
the
conversation.
I
think
is
a
really
important
conversation,
but
there's
kind
of
line
between
share.
You
know
what
will
be
shared
personally
on
the
air
I'm,
just
not
sure
I
understand
still
now.
B
E
E
So
there
is
a
I
haven't
thought
through
all
this,
but
if
you're
gonna
have
them
talk
individually
without
it
being
part
of
the
public
televised
meeting,
that
adds
a
complicating
wrinkle.
That
I
would
have
to
think
through
in
terms
of
state
law
and
open
meeting
law
I'm.
So
sorry,
but
if
it
because
we
are
sitting
that
the
council
is
sitting
now
in
one
of
its
official
came--
committee
meetings,
person
went
to
the
open
meeting
law.
E
B
Is
a
plan
B
and
we
I
understand
based
upon
the
nature
of
our
proceedings
and
the
mode
in
which
those
proceedings
are
being
conducted.
I
will
withdraw
the
exercise
and
we
will
proceed
with
plan
B,
so
we
were
going
to
spend
about.
Thank
you
very
much
for
all
of
your
concerns.
I'm,
sorry
that
we
will
not
be
able
to
do
this
exercise.
The
purpose
of
the
exercise
was
really
to
number
one.
B
Have
you
all
get
to
know
a
little
bit
more
about
each,
but
also
to
understand
that
the
way
we
have
experiences
and
our
communities
and
growing
up
is
in
many
ways
shaped
by
our
race,
and
there
was
one
question
in
particular
there
which
was
really
around.
When
is
the
first
time
that
you
had
a
teacher
of
another
race
that
usually
is
pretty
interesting
in
terms
of
how
that
varies
between
people,
who
are
people
of
color
and
people
who
are
quite
in
many
cases
you
know
and
I'll
just
I
can
just
do
the
reveal
here
right.
B
This
does
your
your
results
may
vary,
but
in
many
many
cases,
white
people's
first
experience
what
the
teacher
of
color
is
not
until
college
or
graduate
school
or
military
service
for
people
of
color.
It's
often
different.
Not
always
different,
really
depends
upon
the
school
system
that
you're
in
the
larger
point
around
that
exercise,
and
that
feedback
is
that
we
have
currently
in
America
about
50%
of
our
teaching
core
that
our
teachers
of
color.
There
was
a
time
where
we
had
roughly
a
proportionate
number,
particularly
of
african-american
teachers
for
african-american
students.
B
That,
of
course,
was
during
the
time
of
segregation
in
schools
when
school
districts
integrated,
they
left
black
teachers,
homicide
lines
and
we've
been
struggling
to
catch
up
ever
since
it's
not
only
an
issue
for
children
of
color
and
black
children
in
particular.
It's
also
an
issue
for
white
children,
because
what
we
know
is
that
annual
their
yearly
progress,
our
ability
for
our
kids
to
navigate
well
in
the
world
is
positively
impacted
by
teachers
of
color
as
well.
B
There
are
other
things
that
come
up
in
that
exercise
around
the
neighborhood's
we
grew
up
in
and
whether
or
not
they
were
exclusively
of
one
race
or
not,
and
that
begins
to
be
a
discussion
that
is
clarified
by
the
role
of
mortgage
financing,
the
real
estate
industry
and
contributing
to
why
we
have
a
lot
of
racial
segregation
in
our
community.
So
that's
the
reveal
on
the
exercise.
I
can
totally
understand
why
we're
not
doing
it,
but
not
what
we
get
a
chance
to
do.
C
You,
madam
chair
I,
you
know
I,
really
think
that
this
is
a
valuable
thing
for
us
to
do,
and
so
I
wonder
if
there's
a
way
that
we
could
try
to
incorporate
it
into
the
future,
we're
doing
the
strategic
planning
process
at
the
end
of
this
month.
So
I
just
want
to
say.
Perhaps
we
can
work
together
with
our
clerk
and
City
Attorney
to
find
a
way
that
we
could
do
this
exercise
at
another
time.
B
So
what
we're
going
to
do
right
now
is
then
pivot
to
seeing
a
portion
of
a
film
presentation
called
race,
the
power
of
an
illusion.
Now
this
is
a
three
part
series
that
was
developed,
I
believe
sometime
around
2007,
maybe
a
little
bit
earlier,
and
the
portion
that
we're
going
to
see
today
is
called
the
house.
You
live
in
the
reason
that
we're
seeing
this
is
to
begin
to
understand
some
of
the
role
that
government
played
in
identifying
and
really
inventing
race
and
how
that
has
played
out.
B
F
It
is
all
around
us,
it
is
an
illusion
and
yet
profoundly
real.
What
we
perceive
as
race
is
one
of
the
first
things
we
notice
about
each
other,
skin,
darker
or
lighter
eyes
round
or
almond,
blue
black
brown,
hair,
curly
straight
blonde
or
dark
and
attached
to
these
characteristics
is
a
mosaic
of
values,
assumptions
and
historical
meanings.
G
F
J
This
is
something
I
think
that
all
immigrant
groups
experience
in
one
way
or
another
when
they
come
to
America,
no
matter
what
point
in
time.
It
is
because
they
come
to
a
country
that
has
historically
always
been
highly
racialized.
The
country
where
race
has
its
origins
in
slavery,
as
well
as
in
the
conquest
of
Native,
American
Indians.
F
F
K
Cities
with
enormous
slums
developed
as
the
ugly
side
of
industrialization
ugly,
both
in
terms
of
the
aesthetic
of
American
cities,
but
also
ugly
in
terms
of
the
solidifying
of
class
differences
in
class
tension.
As
all
of
those
things
became
apparent,
the
immigrant
became
the
symbol
for
what
America
might
be
becoming
by.
F
The
population
of
the
United
States
wrote
Davenport
will,
on
account
of
the
great
influx
of
blood
from
southeastern
Europe,
rapidly
become
darker
in
pigment,
smaller
in
stature,
more
given
to
crimes
of
larceny,
kidnapping,
assault,
murder,
rape
and
sexual
immorality,
and
the
ratio
of
insanity
in
the
population
will
rapidly
increase.
And
this.
J
K
K
What
we
would
call
now
the
Caucasian
race
would
break
it
down
to
35
or
37
or
45
races
for
study
and
a
lot
of
the
language
was
beginning
to
get
at
the
idea
that
those
differences
were
actually
rooted
in
in
reproduction
they
rooted
in
in
heritable
traits.
They
were
heritable,
they
were
biological.
They
were
immutable.
F
F
Biology
was
destiny
which
side
of
the
racial
divide
you
found
yourself
on
could
be
a
matter
of
life
or
death
between
1890
and
1920
2500
African
Americans
were
lynched
in
the
South
in
1915
Leo
Frank,
a
Jew
living
in
Atlanta
was
pulled
from
jail
and
hanged
by
a
mob
for
allegedly
killing
a
white
girl
writing
about
the
lynching.
A
black
journalist
wondered
is
the
Jew,
a
white
man.
J
Some
historians
have
suggested
that
these
new
immigrant
groups
from
Europe
were
in
between
peoples.
They
were
in
transitional
stage
when
compared
to
a
anglo-saxon
Protestants
groups
such
as
Italians
or
Jews,
were
seen
as
not
being
fully
white,
perhaps,
but
when
compared
to
african-americans,
who
were
compared
to
Asians,
their
whiteness
became
more
salient
became
more
visible.
F
Could
European
ethnics
become
fully
white
and
thus
fully
American
by
1910?
A
new
term
was
entering
popular
culture
to
describe
the
transformation
of
Europeans.
The
phrase
came
from
the
title
of
a
Broadway
play
by
Israel
sang
will
God
said
saengil
with
down
the
races
of
Europe
into
a
single
pure
essence,
out
of
which
he
would
mold
Americans.
F
L
When
the
Irish,
when
Germans,
when
Italians,
were
coming-
and
they
speak
a
language,
do
you
know
the
culture?
The
idea
was,
they
will
assimilate
into
American
hood.
They
will
become
American
which,
in
the
American
religion
has
made
white
American,
but
that
melting
pot
never
included
people
of
color,
blacks,
Chinese,
Porter,
Ricans,
etc,
could
not
melt
into
the
pot.
They
could
be
use
as
wood
to
produce
the
fire
for
the
pot,
but
they
could
not
be
used
as
material
to
be
melted
into
the
body.
F
In
1790,
Congress
had
passed
an
act
declaring
that
only
free
white
immigrants
could
become
naturalized
citizens
after
the
Civil
War
naturalization
was
extended
to
persons
of
African
descent
as
well,
but
it
was
the
white
citizen
who
had
clear
access
to
the
vote.
Sat
on
juries
was
elected
to
public
office
and
had
better
jobs.
M
In
order
to
be
a
naturalized
citizen
in
this
country,
you
had
to
be
categorized
as
white
or
black,
and
almost
everybody
who
tried
to
naturalize
is
all
but
I
think
one
case
that
went
to
the
Supreme
Court.
All
of
them
were
people
trying
to
be
categorized
as
white,
so
the
court
had
to
make
decisions
about
who
was
white
and
who
was
not.
F
N
Here
is
where
it
really
gets
interesting.
You
got
some
places,
for
example,
Virginia
Virginia
law
defined
a
black
person
as
a
person
with
1/16
African
ancestry.
Now
Florida
defined
a
black
person
as
a
person
with
one-eighth,
African
ancestry,
Alabama
said
you're
black
and
to
get
any
black
ancestry
any
African
ancestry
at
all.
But
you
know
what
this
means
you
can
walk
across
a
state
line
and
literally
legally
change
race.
Now
what
does
race
mean?
Under
those
circumstances
you
give
me
the
power
I
can
make
you
any
race.
F
F
J
O
F
Japanese
growers
in
california
watched
as
hours
case
closely
by
1920
a
series
of
alien
land
acts
prohibited
many
non-citizens
from
owning
or
leasing
land
without
a
legal
designation
of
whiteness
to
make
them
citizens.
Japanese
immigrants
could
not
have
the
full
protection
of
american
law
no
matter
how
long
they
lived
in
the
country.
J
F
O
The
articles
would
come
out
in
the
paper,
I
thought.
Oh,
what
did
he
do?
You
know
I
thought.
Only
bad
things
came
out
in
the
paper
and
I
was
kind
of
ashamed.
You
know
and
I
was
a
child
and
it
was
just
the
way
we
were
brought
up.
I
didn't
have
any
oriental
friends,
my
neighbors
were
Caucasian,
and
so
he
was
so
determined
to
get
us
well
when
the
time
came
to
be
American.
Citizens.
J
They
said
he
was
not
white
within
the
meaning
of
the
statute
and
therefore
not
eligible
to
citizenship,
and
the
court
said
well,
he's
not
white
because
he's
not
Caucasian
and
Caucasians
are
White's.
He
did
everything
right.
He
learned
English.
He
had
a
lifestyle
that
was
American.
He
went
to
Christian
Church
on
Sunday.
He
dressed
as
a
westerner.
He
brought
up
his
children
as
Americans.
He
did
everything
he
was
supposed
to
do
and
and
yet
he's
told
that
he
can't
be
a
citizen
because
he's
not
white.
K
J
Here
the
court
was
in
a
bind
because
they
were
presented
with
so-called
scientific
evidence
that
Indians
were
Caucasian,
and
the
court
solved
this
problem
by
saying
that
it
didn't
matter
what
science
said:
so-called
science,
they
actually
said
why
it
is
not
something
that
can
be
scientifically
determined,
but
white
is
something
that
is
subjectively
understood
by
who
they
called
the
common
person.
The
common
man.
F
The
same
court
that
used
science
to
determine
whiteness
in
Izawa
three
months
before
now
refuted
its
own
reasoning
in
thinned
thin
might
well
be
Caucasian.
The
High
Court
said,
but
he
was
not
white.
The
justices
never
said
what
whiteness
was
only
what
it
wasn't.
There
implied.
Logic
was
a
circular.
One
whiteness
was
what
the
common
white
man
said.
It
was
the.
M
J
B
Based
upon
that,
you
know,
there's
the
history
of
the
federal
highway
administration,
which
is
known
all
too
well
in
our
community
as
well.
As
you
know
what
happened
in
terms
of
federal
housing
policy
with
regards
to
building
public
housing,
who
that
was
available
to
initially
and
what
happened
to
public
housing
over
the
years.
The
important
aspect
I
think
for
me
of
taking
a
look
at
this
type
of
presentation,
is
to
understand
that
history
is
not
just
dates
in
events
right.
B
Some
of
these
concepts
and
ideas
we're
living
with
today
around
questions
about
immigration,
about
who
belongs
to
the
American
family
and
who
doesn't
about
how
this
seemingly
is
playing
out
in
a
very
racialized
way.
This
is
all
still
with
us,
but
if
there
are
questions
or
comments
about
what
you've
seen
thus
far,
please
feel
free
reactions.
B
And
I
realized
that
the
mode
in
which
we
are
conducting
this
training
today
may
not
lend
itself
to
those
types
of
reactions
and
comments.
Do
want
you
to
know
that
the
city
of
Minneapolis
staff
is
going
to
be
participating
in
our
dare
train-the-trainer
a
session.
That's
taking
place
this
coming
Friday
part
of
what
you're
experiencing
this
morning
in
terms
of
the
exercise
around
early
experiences
with
race.
A
number
of
other
different
exercises.
This
film
and
some
of
the
presentation
you're
going
to
hear
now,
is
actually
part
of
our
advancing
racial
equity.
B
The
role
of
government
and
the
reason
that
the
city
of
Minneapolis
staff
is
participating
in
this
is
because
we
are
building
their
capacity
along
with
several
other
jurisdictions
that
are
participating
to
have
this
level
of
discussion
about
the
role
of
government
and
creating
racial
inequity
here
within
the
city,
so
that
we
can
begin
to
prepare
people
to
understand
why
we
need
to
be
able
to
have
a
discussion
about
race,
why?
It
is
something
that
is
important
and
legitimate
and
how
we
begin
to
move
the
dial
on
institutional
change.
A
B
B
Basically,
at
this
stage
last
year,
you
actually
passed
in
ordinance
and
the
ordinances
and
amendments
of
city
law,
and
you
have
basically
identified
the
coordinators
office
as
the
place
where
racial
equity
is
going
to
be
carried
out
at
an
Operations
level
and
Joy's
office.
Troy,
please
the
name
of
your
office
again
for
right.
The
division
of
race
and
equity
was
created
to
actually
begin
to
incorporate
racial
equity
practice
into
the
city's
work.
That
is
an
important
decision.
B
B
The
reason
we
do
it
is
not
so
much
because
we're
really
big
on
you
know
just
having
plans
that
don't
do
anything
it's
because
we
realize
that
until
institutions
begin
to
assign
a
level
of
priority
and
resources,
some
moving
some
things
forward,
they
really
don't
exist
so
putting
together
a
racial
equity.
Action
Plan
is
really
an
acknowledgment
that
there
will
be
time
people's
time
and
resources
that
are
going
to
be
incorporated
into
how
we
change
some
of
how
we
are
delivering
government
to
better
serve
everyone.
B
That
second
piece
in
terms
of
the
skill
building
that
is
actually
ongoing.
Right
now,
so
I've
been
meeting
with
some
of
the
racial
equity
staffing.
Here
you
have
something
of
a
core
team
that
you're
developing,
who
are
going
to
be
in
service
to
other
employees
and
they're,
also
working
in
their
departments.
So
I
want
you
to
think
about
this
for
a
minute.
If
you
work
for
an
institution,
but
has
that
any
type
of
change,
it's
been
significant
that
you
have
tried
to
actually
create.
B
Let's
say
it's
developing
a
new
IT
system,
and
then
people
have
to
use
that
IT
system.
The
only
way
that
that's
going
to
happen
in
a
large
institutional
structure
is
if
we
have
some
people
who
understand
what
the
skill
set
is,
who
can
help
us
use
that
skill
set,
who
can
be
available
almost
as
internal
consultants,
to
help
people
when
they
are
in
the
throes
of
trying
to
apply
a
racial
equity
analysis
to
their
work
or
do
something
else?
B
That's
in
alignment
with
what
our
racial
equity
policies
are,
and
so
that
means
building
capacity
at
an
individual
employee
level
at
a
departmental
level,
and
it
also
means
sharing
some
of
that
load
across
departments
and
that's
part
of
what's
happening.
There's
also
going
to
be
training
around
leadership
and
management
of
change.
Because,
let's
be
honest,
you
know,
change
is
something
that
we
all
react
to
differently
and
how
we
help
and
coach
people
through
that
process
is
something
that
will
be
important.
There's
been
a
lot
of
eras
of
change
that
have
occurred
within
most
governmental
structures.
B
Some
people
are
more
likely
to
try
to
wake
them
out
to
see
if
they're,
for
real
other
people
want
to
jump
on
the
bandwagon
early,
and
then
there
are
another
set
of
people,
perhaps
the
largest
set
of
people
who
are
sort
of
change
agnostic.
So
how
do
we
begin
to
create
some
opportunities
for
them
to
understand?
B
This
is
more
than
just
talk
more
than
just
another
conversation
about
race
inequity,
but
actually
something
that
they
can
begin
to
do,
and
so
that's
what
that
phase
2
is
about
phase
3
will
be
really
around
implements
in
your
racial
equity
action
plan
that
may
look
different
department
by
department.
There
are
some
departments
like
Department
of
Health,
for
instance
that
may
have
a
certain
level
of
urgency
about
moving
forward
with
some
of
this
work.
B
It's
important
that
there
be
some
early
stage
efforts
so
use
some
of
the
tools
and
to
demonstrate
how
they
can
be
helpful
before
people
begin
to
believe
that
there
can
actually
be
a
change
and
so
being
able
to
lift
up
where
people
are
making
some
real
efforts
in
progress
is
going
to
be
important.
Again,
that's
a
staff
function.
B
B
We're
going
to
talk
just
a
couple
of
key
concepts
and
the
reason
that
we're
doing
this
is
because
you
know
you
guys
are
basically
stewards
of
the
public
trust.
So
if
you
can
talk
about
racial
equity
as
something
that
is
tangible
in
real
to
people
and
use,
examples,
I
think
they're
much
more
likely
to
understand
why
we
need
to
be
supporting
this
work
as
we
move
forward.
B
That
is
just
thinking
about
how
we've
addressed
the
challenge
of
restaurants,
and
so
when
we
think
about
restrooms
and
we
think
about
crowded
spaces,
you
know
we
have
roughly
49
percent
of
the
population.
That
is,
we
have
male
gendered
restrooms
for
51%
of
the
population
dedicated
to
female
gender
variable
level
of
experience,
though,
under
crowded
circumstances
about
how
the
opportunity
of
using
the
restroom
plays
out
right.
So
in
really
crowded
circumstances
you
know
and
we're
having
this
conversation
in
a
training
environment
now
ask
women
women.
How
is
the
experience
different
for
you?
B
They'll
say
that
they're
waiting,
three
five,
sometimes
ten
times
longer
to
use
the
restroom,
and
so
when
we
think
about
you
know,
is
that
equitable
to
have
that
additional
wait
time.
People
definitely
say
no,
and
so
then
we
start
to
talk
about
well.
What
are
some
of
the
ways
that
we're
seeing
evolve
in
our
society
to
shorten
that
amount
of
waiting
time
for
using
the
restroom
and
people
talk
about
the
fact
that
now
we
have
family
restrooms,
we
have
restrooms
that
are
not
necessarily
assigned
by
a
gender.
B
We
are
developing
more
restrooms
and
the
women's
rooms
at
the
people
stadium.
That
is
yet
to
be
translated
into
our
contextual
code,
but
it's
certainly
an
example
that
people
have
cited.
As
you
know,
from
time
to
time,
we
actually
have
people
going
rogue
and
just
reassigning
restrooms
on
the
spot
right.
That
can
happen
too.
B
The
reason
we
have
this
slide
here
is
because
people
who
are
gender,
non-conforming
or
gender
fluid
are
having
us
call
into
question
why
we
even
have
assignment
of
restrooms
by
gender
in
the
first
place
right
and
that's
something
that
is
yet
to
catch
on
in
our
society.
But
it's
a
very
real
issue
that
we're
dealing
with
and
will
be
dealt
with,
because
we
want
people
to
be
a
part
of
our
family.
B
The
reason
that
we
have
the
wheelchair
symbol
here
is
as
a
reminder
about
focusing
on
a
particular
class
of
people
and
their
ability
to
navigate
through
our
society
and
enjoy
their
right
to
be
in
places
and
to
be
successful
through
the
Americans
with
Disability.
Act
is
yet
another
example
of
how
we
have
focused
on
a
very
specific
class
of
people,
and
we
all
enjoy
the
benefits
from
that
there's,
probably
not
a
person
in
this
room
who
hasn't
used
a
curb
cut.
You
know
with
the
baby
stroller
or
some
type
of
heavy
carts.
B
There's
not
any
of
us
who
have
not
benefited
from
having
door
handles.
No
longer
the
shiny
round
objects
that
slip
in
your
hands,
but
now
actually
be
levers
which
was
actually
developed
for
people
who
have
prosthetic
limbs
and
even
the
fact
that
we're
using-
and
this
is
sometimes
variable
technology.
The
way
this
works
right
waving
your
hand
underneath
the
faucet
so
that
water
comes
out.
That's
actually
a
benefit
of
that.
B
There
are
other
benefits
of
that
too,
that
we
all
enjoy,
because
we
believe
and
have
followed
through
on
the
belief
that
people
with
different
physical
abilities
have
the
right
to
access
our
society.
It's
the
same
thing
with
race,
so
we
start
taking
a
look
at
how
our
society
is
playing
out
based
upon
race.
B
These
are
very
real
statistics
and
we're
all
too
familiar
with
them
here
in
Minnesota,
because
we've
had
we've
been
acknowledging
them,
at
least
since
I've,
been
here
in
the
state
since
2005
and
I
think
it
started
way
before
that.
So
when
we
talk
about
recently,
what
we're
really
talking
about
is
making
sure
that
we're
closing
the
gaps
so
that
race
does
not
become
a
predictive
factor
in
how
well
we
do
in
our
society.
That's
what
racial
equity
is
about.
B
It's
not
about
a
gross
regus
distribution
of
resources.
It's
not
about
a
zero-sum
game.
It's
about
ensuring
that
the
promise
of
government
of
the
people
by
the
people
for
the
people
really
lives
up
to
being
something
that
all
of
us
recognize
and
acknowledge
is
the
case,
and
that
is
not
the
case
today
when
we
start
taking
a
look
at
our
measures
of
health
and
well-being
in
our
communities.
B
In
order
to
do
this,
we
really
have
to
focus
our
efforts
on
those
parts
of
our
community
that
are
doing
worse
off.
So
if
we
want
to
you
know,
change
large-scale
population,
health
in
Hennepin
County
and
we're
not
taking
a
look
at
those
who
are
most
impacted
by
diabetes,
those
who
are
most
impacted
by
cardiovascular
disease
and
start
realizing
that
those
are
indigenous
people,
that
those
are
black
people
and
that
neck's
people
we
just
spend
our
resources
in
the
same
way,
we'll
keep
getting
very
small,
marginal
increases
and
impact.
B
What
the
Minnesota
Department
of
Health
has
decided
to
do.
Statewide
is
to
start
really
targeting
its
resources
on
the
communities
that
are
most
at
risk,
and
that
is
going
to
change
how
we
have
better
health
statistics
here
in
the
state,
because
that's
a
state
when
you
take
a
look
at
us
just
in
terms
of
the
aggregate
we're
doing
pretty
well,
what
do
we
like
number
one
or
two
in
the
nation?
B
So
just
so,
you
know
when
we
talk
about
a
case
statement
and
people
ask
you:
why
are
we
spending
money
doing
this?
Why
is
this
even
an
issue?
Why
are
we
even
having
this
conversation
about
race
in
this
day
and
age,
when
I
was
raised
to
believe
that
you
know,
we
shouldn't
see
race,
we
shouldn't
acknowledge
it.
B
B
B
B
Couple
of
other
things
to
cover
just
in
terms
of
some
key
pieces,
around
explicit
bias
and
implicit
bias,
you've
all
been
hearing
a
lot
about
bias.
There
are
people
who
are
going
to
implicit
bias
training.
If
you
take
away
about
bias,
we
all
have
bias
right
when
it's
implicit,
it
is
baked
into
us
at
a
very
early
age.
B
This
is
when
we
send
people
out
into
the
field
of
different
races
would
have
very
similar
profiles
in
terms
of
their
income,
education
that
they
may
receive
very,
very
different
levels
of
accept
of
response
and
access
to
housing
based
upon
their
race.
This
particular
example:
property
manager,
doing
more
criminal
background
checks
on
african-americans
and
whites
is
a
Seattle
example
where
the
research
bore
out
that
there
was
a
67
percent
differential,
67
percent.
Only
this
is
2010
2012.
B
In
the
experience
of
a
black
person
going
to
make
an
inquiry
about
housing
and
actually
being
able
to
make
a
successful
application
versus
a
white
person.
How
do
you
get
to
Lux
in
a
system
like
that?
Well,
you
develop
a
checklist.
If
you
have
a
checklist,
then
the
consumer
knows
what
the
process
is
and
knows
whether
or
not
they're
being
charged
more
right
for
a
criminal
background,
check,
tour
or
a
credit
check,
and
the
property
owner
knows
that
as
well.
B
Oh
by
the
way
so
does
the
city,
and
you
can
begin
to
start
tracking
how
people
are
treated
differently
based
upon
their
race
examples
of
implicit
bias.
There's
many
many
of
them
around
for
any
of
you
that
care
to
be
doing
a
little
bit
of
extra
homework
on
this
hidden
brain
is
a
series
that's
done
by
a
gentleman
by
the
name
of
Shankar
vedantam,
occasionally
he's
a
Minnesota
Public
Radio,
but
he
actually
wrote
a
book
about
this
lots
of
examples
from
lots
of
different
fields.
This
one
is
from
the
field
of
HR.
B
Essentially
what
this
slide
is
showing
you
is
it
Susan
is
going
to
have
to
try
50%
harder
to
get
a
first
callback,
so
I'm,
sorry,
Kiesha
is
african-american.
Sounding
names
come
with
a
penalty,
so
the
Keshia
is
going
to
have
to
submit
15
resumes
to
get
a
first
callback,
vs
Susan,
who
submits
10
how
our
jurisdiction
is
responding
to
this
they're,
removing
names
from
resumes
they're,
removing
other
indicators.
B
You
know
this
slide
is
here
basically
to
show
you
some
of
the
work
that
was
done
in
Seattle,
around
police,
who
were
taking
a
look
at
their
own
work
and
trying
to
break
it
up
into
areas
of
institutional
and
explicit,
which
doesn't
exist
anymore.
So
part
of
the
history
of
our
country
is
that
if
you
were
a
black
person,
see
no
person,
you
might
not
get
a
job
on
a
police
department,
because
police
departments
might
not
be
hiring
people
who
look
like
you
right.
That
was
definitely
the
case
in
our
history
today.
B
This
would
be
a
class-action
lawsuit,
but
when
you
take
a
look
at
institutional
and
implicit,
some
of
the
ways
that
we
do
things,
even
though
their
ground
and
some
pretty
important
reasons
for
why
we
do
them-
have
outcomes
that
are
disproportionately
negative
on
communities
of
color.
So
when
we
talk
about
policies
that
negatively
impact
one
group
unintentionally,
we
talk
about
police
focus
on
street
arrests
for
narcotic
sales.
B
One
of
the
things
we
have
to
realize
is
that
you
know:
do
white
people,
they're
people
of
color
use
drugs
more
and
the
answer
to
that
is
white
people
use
drugs
more
right
depending
upon
the
class
of
the
truck.
But
overall
that's
the
case
how's
about
in
terms
of
selling
of
narcotics,
roughly
equal,
some
differences
in
some
of
the
drugs,
but
roughly
equal
across
the
population.
B
We
ask
people
who
goes
to
jail
more
right
for
drug
dealing,
universally
people
say
I
usually
got
the
first
two
wrong,
there's
sometimes
a
public
health
person
in
the
room.
Who
brings
us
all
back
to
the
point
of
understanding
this?
But
people
say?
Oh,
you
know,
people
of
color
are
definitely
in
jail,
more
I
know
because
I
visited
the
jail,
and
one
of
the
reasons
for
that
is
that
you
know
when
you
take
a
look
at
street-level
drug
dealing.
That's
largely
people
of
color
people
usually
laughs
a
little
bit
sometimes
nervously
when
I
ask
them.
B
So
if
we
know
that
white
people
are
selling
drugs
has
roughly
the
same
proportion.
Where
do
white
people
sell
drugs?
Not
that
anybody
in
the
room
knows
firsthand
right
and
people
have
to
acknowledge
that
that
may
be
taking
place
in
dorms,
it
could
be
taking
place
in
health
clubs
could
be
taking
place
in
houses
largest
point
is
it's
taking
place
on
private
property
and
policing
does
not
necessarily
focus
on
private
property
drug
sales
unless,
of
course,
you've
got
some
type
of
issues
around.
B
Maybe
there
being
some
large-scale
distribution,
so
is
anybody
saying
we
shouldn't
do
street-level
drug
enforcement?
Anybody
who's
lived
in
an
open
drug
drug
market
will
tell
you
it
is
not
a
place
that
you
want
to
have
children
or
kids
or
anybody
else.
Cuz
stuff
is
going
down
there,
so
nobody's
saying
you
shouldn't
do
that,
but
what
police
in
Seattle
are
saying
is.
B
This
is
a
practice
that
we
do.
It
is
something
that
we
enforce
on
a
very
regular
basis
and,
yes,
it
does
have
a
contribution
to
disproportionately
negative
outcomes
for
communities
of
color.
Take
a
look
at
the
individual
and
explicit
the
police
were
in
the
room
doing
this
exercise,
because
this
incident
actually
happens
a
police
officer
calling
someone
an
ethnic
slur
while
they
were
arresting
them.
It's
caught
on
film
highly
publicized,
and
there
is
Department
of
Justice
review
of
the
police
department.
B
B
The
government
and
policing
is
not
the
only
place
where
we
have
to
do
work
and
where
work
has
been
done
around
understanding
implicit
bias.
So
if
we
take
a
look
at
what's
occurring
in
the
clinical
treatment
space,
we
have
an
awful
lot
204
people
in
medical
treatment
about
understanding
implicit
bias.
You
take
a
look
at
institutional
and
implicit
right
policies
that
negatively
impact
one
group
unintentionally,
biomedical
research
still
consistently
right
leaves
our
communities
of
color
and
women,
and
it's
investigations.
B
B
Others
suggest
biomedical.
Researchers
tend
to
get
very
involved
in
diseases
and
focused
study
for
maladies
that
their
families
afflicted
with
it's
a
big
challenge.
It's
something
that's
still
ongoing
and
it's
something
that
a
number
of
different
institutions
are
taking
a
look
at
at
the
individual
and
implicit.
This
is
also
very
well
known,
a
thorough
study,
a
physician
who
consistently
under
prescribes
pain,
intervention
for
black
post-op
patients,
thinking
that
they
are
going
to
be
the
ones
who
were
most
likely
to
abuse
it.
B
Our
current
opioid
crisis
has
was
asking
a
lot
of
questions
about
that,
because
initially
the
face
of
opioid
addiction
was
not.
That
of
people
of
color
I
think
the
statistics
now
are
showing
that
we're
catching
up
pretty
quickly.
But
now
the
face
of
opioid
addiction
might
be
somebody
in
their
seventies
right
who
has
had
some
surgery
in
the
past.
B
So
here's
a
key
piece
when
we're
talking
about
racism.
The
way
that
we
begin
to
define
racism
is
around
individual
institutional
instruction
and
what's
important
about
the
individual.
Is
that
is
really
good,
old-fashioned
bigotry
right.
Somebody
has
malice
in
their
minds,
they
express
it
and
that
is
individual
racism,
bigotry
and
discrimination
by
an
individual
based
on
race
at
the
institutional
level,
which
is
where
the
work
of
gear
is
really
focused,
policies,
practices
and
procedures
that
work
well
for
white
people
better
for
white
people
than
they
do
for
people
of
color.
B
B
So
a
lot
of
the
ways
that
we
do
hiring
in
advancement
when
people
in
there
are
talking
to
me
about
how
they
diversify
their
pools
of
applicants
and
I,
talked
with
them
about
the
different
channels
that
they're
using
to
promote
their
positions.
You
know
they're
using
things
that
worked
for
them
for
time
immemorial,
ad
in
a
newspaper
they're,
going
through
a
couple
of
channels
that
they
have
a
very
close
connection
to.
B
They
may
not
be
going
to
any
of
the
professional
associations
that
were
created
by
people
of
color,
because
people
of
color
were
locked
out
of
some
professions
or
were
locked
out
of
some
professional
societies.
They
may
not
be
going
to
some
of
the
nonprofits
community
settings
where
professionals
are
gathering.
They
may
not
be
channeling
to
some
of
our
press
in
our
community
that
serve
cultural
communities
and
so
when
they
change
some
of
those
practices,
just
those
things
that
takes
time
because
people
are
like
well.
This
is
what
we've
always
done.
B
We
just
don't
understand
why
it's
not
working.
Sometimes
things
change
when
they
start
actually
visiting
with
students
at
institutions
where
there
are
people
of
color
things
change
even
more.
Even
knowing
about
the
public
sector
as
a
place
for
a
career
is
something
that's.
We
can't
just
leave
to
chance
for
people
right
when
it
comes
to
advancement.
B
Many
many
many
jurisdictions
have
seasonal
employees.
They
have
temporary
employees,
part-time
employees,
who
have
significant
experience
for
positions.
Public
works
parks
a
lot
of
different
areas.
Many
of
these
folks
who
may
be
people
of
color,
don't
even
really
know
when
a
job
position
opening
is
available
and
may
not
see
themselves
as
possessing
some
of
the
experience
and
qualifications
to
take
on
those
jobs.
City
of
Philadelphia
was
realizing
this.
B
They
were
part
of
the
PR
effort
and
was
making
some
special
efforts
to
really
fo
it's
those
opportunities
and
make
people
who
were
temporary
and
seasonal
employees
aware
that
they
had
an
opportunity
and
should
bid
on
those
jobs
and
that's
changing
not
only
the
life
circumstances
for
people,
so
some
people
can
be
temporary
employees
for
over
20
years.
I'm
sure
that's
the
case
here
right.
They
just
didn't
really
see
themselves
as
being
part
of
the
permanent
track
and
they
weren't
aware
of
it,
and
we
have
to
ask
ourselves
the
question
you
know.
Why
is
that?
B
It's,
because
no
one
ever
made
an
overture.
Nobody
ever
said.
Yes,
this
is
a
pathway
that
you
should
explore.
Those
are
some
of
the
challenges
that
we
face.
When
we
talk
about
the
structural
racism
piece,
just
think
about
multiple
institutions
in
education,
health,
housing,
food
systems
and
how
many
of
those
systems
came
into
being
without
people
of
color
participating
on
a
large
scale,
and
it's
not
hard
to
imagine
that
there
are
gaps
that
exist
in
terms
of
relationship.
B
There
are
barriers
that
exist
in
terms
of
access
and
even
though
we
live
in
an
age
where
we
don't
have
laws
that
are
expressly
saying,
you
can't
participate,
people
don't
have
a
relationship,
and
so
you
think
about
navigating
the
space
here
in
the
Twin
Cities.
There
are
multiple
institutions
that
way,
and
it's
no
surprise
that
people
inside
of
those
institutions
are
very
frustrated
because
they
feel
that
they've
tried
hard
to
try
to
involve
people
where
we
haven't
involved
communities
in
understanding
what
are
their
perceptions
of
government.
B
What
are
some
of
the
things
that
are
on
their
agenda
for
how
change
happens
in
their
communities?
How
do
they
have
access
to
somebody
who
works
you?
Nobody
knows,
government,
you
either
know
somebody
who
works
in
a
government
or
works
in
an
institution
or
you
don't
and
increasingly
you
know
many
of
us.
You
work
for
governments,
it's
not
unusual
to
live
in
a
completely
different
jurisdiction
right,
you
might
not.
Your
neighbors
might
not
be
the
neighbors
in
the
jurisdiction
might
not
be
people
who
are
living
in
the
jurisdiction
you
serve.
B
Last
couple
of
pieces
here
and
then
we've
got
time
for
questions.
What
I
want
you
to
understand
is
that
this
work
that
we're
doing
is
ground
in
some
areas
of
best
practice
that
are
being
shared
nationally.
The
normalizing
piece
of
the
work
is
really
around
how
you
is
public
officials,
how
staff
begin
to
even
acknowledge
that
race
is
something
we
need
to
talk
about,
because
it
is
the
issue
that
is
creating
some
of
the
blockages
that
we're
facing.
B
If
we
don't
have
a
willingness
to
even
mention
the
r-word
right
and
I
have
to
say
that
you
know
for
those
of
us,
you
know
who
are
Minnesotans
or
whether
you're
new
or
old.
Here.
That
is
a
particular
challenge
here.
Right,
I,
work
in
communities
outside
of
the
Twin
Cities,
where
people
are
more
than
happy
to
tell
me
that
you
know
a
mixed
marriage
was
a
Catholic,
you
know
and
a
Lutheran
right,
and
that
is
part
of
the
history
of
the
state,
but
the
state's
changing
quite
a
bit
even
as
I
go
to
outstate
Minnesota.
B
If
they
have
the
opportunity,
and
so
the
time
is
ripe
to
start
preparing
for
2040
in
2032,
for
when
those
changes
really
come
on
full
scale
and
so
being
able
to
have
that
conversation
in
advance
and
understanding
about
why
we
need
to
talk
about
race
is
extremely
important.
The
organizing
piece,
how
we
organize
internally
as
a
city,
which
is
some
of
the
work
that
joy
is
doing
and
that
Nuria
is
doing,
is
really
important.
B
B
In
this
case,
we're
department
heads
are
actually
being
organized
around
this
work
and
coordinating
their
efforts,
which
is
even
more
difficult
than
organizing
right,
because
coordinating
means
I
may
not
be
able
to
use
all
of
the
protocols
and
systems
that
I've
been
using,
and
you
may
not
be
able
to
use
all
of
yours
we're
trying
to
invent
a
new
way
so
that
we're
moving
together
on
this.
That
is
something
that's
happening.
The
core
team
for
leadership,
development
and
capacity
building
is
launching
as
well
and
that's
going
across
departments
and
then
they're.
B
Our
departmental
teams
have
provide
essential
functions
to
everything
the
government
does
so
HR
purchasing
and
procurement
and
workforce
equity.
Those
are
areas
that
all
departments
rely
upon
and
having
them
really
be
on
the
front
lines
of
incorporating
racial
equity
analysis
is
going
to
be
extremely
important
for
the
people
who
work
here,
work
with
government
and
for
government
so
that
we're
able
to
achieve
our
goals.
B
So
you
may
be
asking
thank
you
very
much
Gordon
for
that
little
overview
of
what's
happening.
What
do
you
want
me
to
do
so?
What's
my
when
staff
is
requesting
support
right
for
adopting
a
structure
to
make
change,
you
know
call
the
question:
you
know:
what
does
the
proposed
structure
support
or
how
does
that
propose,
structure,
support
implementation
of
a
racial
equity
action
plan?
We
want
you
to
start
understanding
that
having
that
plan
is
really
about
how
we're
assigning
some
priorities
and
resources
to
doing
this
work,
you
should
be
aware
of
what
the
plan
is.
C
You
mr.
chair
I,
don't
want
to
interrupt
the
presentation,
but
I
just
had
a
comment
which
is
you
know.
Our
structural
government
is
a
bit
different
in
Minneapolis
than
a
lot
of
other
cities
so
that
our
coordinators
office,
as
you
mentioned,
it's
sort
of
in
this
kind
of
coordinating
but
more
flat
role
than
those
that
have
a
more
direct
city,
manager,
structure
and
I.
C
Think
there
is
a
question
for
us
to
ask
as
a
city
which
is
so
I
think
the
leadership
of
the
race
equity
team
in
the
coordinators
office
is
extremely
important
and
we
probably
need
some
mechanism
of
baking
the
work
into
each
department
and
creating
that
internal
responsibility
that
direct
reports
up
to
the
department
director
of
every
department.
So
you
may
cover
that
soon,
but
that
was
an
observation.
I
had,
as
you
were
talking
through.
B
I'll
go
back
to
this
slide
in
terms
of
the
racial
equity,
leadership
team
and
absolutely
there
need
to
be
used
to
be
departmental
communication
with
the
coordinator
about
a
set
of
objectives
right
for
the
city
as
a
whole
enterprise
wide,
and
then
the
role
that
each
department
plays
in
contributing
to
that
things
become
real
at
budget
time.
Right
budget
is
basically
an
expression
of
what
your
priorities
are.
B
B
You
don't
so
just
thinking
about
some
of
the
different
departments
you
have
let's
say
for
housing
right,
then
the
question
becomes,
as
we
take
a
look
at
our
housing
priorities
whose
most
burdened
in
our
community
for
the
challenge
of
securing
housing.
How
are
we
addressing
the
communities
that
are
most
burdened?
Is
there
a
racial
equity
analysis
around
that?
B
You
need
to
definitely
call
out
race
there
so
that
when
those
proposals
come
forward
to
council
who
I
think
ultimately
approves
the
budget,
you
can
begin
asking
a
series
of
questions
about
how
that
particular
set
of
budget
proposals
is
addressing
the
racial
equity
action
plan
for
the
city,
and
hopefully
the
city
coordinators
office
would
be
on
point
with
providing
you
that
information,
even
as
the
budget
process
was
spinning
out.
So
it
does
acknowledge
that
you
do
have
a
different
structure
there
in
terms
of
the
coordination
piece.
B
B
It
starts
out
with
articulating
what
a
desired
result
is
just
so
you
know,
a
result
is
not
about
how
we
do
things
bigger,
better,
faster,
more
internal
inside
the
system,
it's
about.
How
is
the
community
better
off?
How
are
people
that
we
serve
better
off
as
a
result
of
something
that
we're
doing
and
where
that
will
begin
so
call
up
a
little
bit
of
tension
is
around
the
mission
of
various
departments.
Some
departments
have
a
mission
that
already
acknowledges
a
connection
to
delivering
some
type
of
public
good
right.
B
The
other
challenge
for
this
work
is
beginning
to
collect
some
data
by
race,
and
it's
important
that
we
understand.
If
we're
going
to
do
this
because
government
is,
you
know
one
of
the
principal
primary
data
collectors,
it's
not
always
going
to
be
easily
available.
There
may
be
some
proxies
that
we
have
to
use,
but
acknowledging
that
the
reason
we're
doing
it
is
so
that
we
better
understand
how
the
practices
that
we
assume
are
and
the
services
we
assume
are
being
available
to
everyone,
how
that's
playing
out
in
different
communities.
That's
why
we're
doing
it?
B
B
The
Community
Engagement
step
is
about
once
we
begin
to
determine
where
there's
variable
experience
and
receiving
services
and
how
people
are
accessing
government.
You
know
what
are
we
learn
from
communities
about
what
some
of
the
barriers
are?
Why
is
that
existing?
So
this
is
a
little
bit.
It's
a
lot
different
than
just
doing
community
outreach
where
we
have
an
agenda
and
we
ask
people
to
respond
to
it.
This
is
more
in
the
area
of
here's.
What
we're
learning
from
the
data
we're
collecting?
What
are
some
of
the
gaps
that
need
to
be
filled
in
here's?
B
What
we
think
is
a
priority
for
this
particular
issue
or
here's.
Why
we
think
this
problem
is
existing.
What
are
some
of
the
things?
We're
not
seeing
and
that's
a
level
of
relationship
that
some
departments
may
have,
and
some
people
in
some
departments
may
have
and
other
departments
may
not,
and
we
may
need
to
actually
turn
to
other
types
of
community
agencies
and
entities
to
help
us
really
develop
the
trust
to
pull
some
of
that
information
forward
again,
you
know,
just
like
anything
else.
B
After
we
have
strategies,
we
can
put
those
into
an
implementation
plan.
The
most
important
aspect
of
that
is
that
it's
going
to
be
implemented.
It's
not
just
a
plan.
It's
an
action
plan
and
communications
and
accountability
looks
like
a
separate
step.
It's
actually
something
that's
woven
across
that
whole
process.
B
B
What's
your
work,
so
here
you
go,
feel
free
to
use
these
as
a
bench
card.
Anybody
know
what
a
bench
card
is:
bench
carts
were
developed
for
judges
to
interrupt
some
of
the
implicit
bias
that
occurs
and
they
were
originally
pioneered
in
Family
Court,
because
it
was
found
that
judges
were
making
decisions
almost
reflexively
without
any
input
from
families
about
a
final
determination
for
children
of
color
being
removed
from
their
families
altogether
right.
B
So
these
cars
are
a
series
of
questions
that
just
remind
them
about
what's
most
important
and
who
is
present,
who
was
not
present
for
this
conversation?
So
for
you
were
wrong
around
this
on
policy
proposals
and
budgets
and
rules
different
things
come
before
the
council
has
staff
subjected
this
proposal
to
the
scrutiny
of
a
racial
equity
analysis?
It's
not
enough
just
to
ask
that.
The
second
question
is
who's
currently
most
burdens
under
current
conditions
and
who
will
be
better
off
as
a
result
of
this
change.
B
That's
getting
more
specific
that
third
piece
around
how
the
community
is
engaged
in
this
decision
or
has
contributed
to
the
decision
or
the
proposal
and
what
measures
we
they
and
us
are
using
the
track
progress
toward
a
results.
Some
way
that
they're
going
to
be
better
off,
also
an
important
question.
Now
you
can
expect
initially
that
when
people
get
these
questions,
particularly
around
budget
they'll,
be
in
a
that
comes
back
a
lot
right,
because
people
are
getting
used
to
that
change.
It's
not
until
there's
a
loop
back
that
says.
B
Thank
you
very
much
for
your
submission
now.
Would
you
please
address
these
questions
that
people
begin
to
believe
that
there
is
actually
a
change?
That's
occurred,
so
what
that
means
is
supporting
the
controller's
office.
I'm,
sorry,
the
coordinators
office,
on
those
efforts,
as
well
as
tracking
your
own
review
of
these
efforts.
B
P
Q
Q
One
is
I'm
wondering
if
Gary's
provided
any
kind
of
report
card
or
something
that
would
be
like
an
outside
objective
entities,
it
can
compare
governments
or
maybe
other
institutions,
about
how
well
they're
doing
and
maybe
check
in
over
time
to
see
what
progress
we're
making
I
know
that
we're
going
to
be
developing
our
own
goals,
our
own
metrics,
and
we're
going
to
think
they're
really
important.
But
just
if
there's
another
standard
or
a
normative
measure
that
that
you
guys
are
using
that
we
could
apply
here.
So.
B
One
thing
I
need
to
explain
about
err
is
that
it
is
a
network,
but
it's
also
a
movement.
So
what
we
do
do
is
we
have
a
a
survey
that
we
ask
jurisdictions
to
administer
to
their
staff
once
every
two
years.
The
purpose
of
that
survey
is
getting
a
better
understanding
about
what
the
enterprise
level
of
awareness
is
about.
Racial
equity,
its
importance
and
whether
or
not
a
racial
equity
action
plan
is
actually
being
implemented.
Racial
equity
tools
are
being
used,
it's
principally
for
the
jurisdiction.
B
B
Assessor
of
jurisdictions
efforts
what
we
do
is
we
ask
you
to
put
together
a
racial
equity
action
plan.
We
ask
you
to
put
together
some
measures
that
help
you
understand
whether
or
not
progress
is
being
made
on
that
plan,
and
then
we
bring
together
jurisdictions
to
share
the
challenges
that
they're
facing
and
moving
it
forward.
B
Because,
let's
face
it,
life
does
happen,
there
will
be
emergencies
and
things
where
the
plan
gets
off
track,
but
then
to
also
share
what's
working,
and
we
found
that
to
be
at
least
at
this
early
stage
of
our
life
to
be
much
more
effective
than
sort
of
saying,
here's
the
we
haven't
issued
any
awards
about
who's
the
best
in
the
country
or
the
best
in
the
region.
We
have
not
done
that.
Is
that
design
app
addressing
your
question
Kim?
It.
Q
I
know
that
this
has
raised
a
lot
of
interest
in
the
community,
because
I
think
people
know
more
more
and
more
recognizing
how
even
an
individual
can
can
fall
victim
to
implicit
bias
that
their
unconscious
about
and
we've
got
some
statistics.
That
kind
of
show
well
who's
calling
to
complain
about
stuff
and
who
are
they
calling
on?
And
you
know
those
kinds
of
things
and
I've
heard
of
some
implicit
bias.
Testing.
That's
done
with
some
different
professions,
I'm
wondering
if
there's
any
kind
of
tool
or
anything
you're
aware
we.
B
Typically
refer
people
to
the
Harvard
set
of
implicit
bias
test,
that's
not
exactly
what
they're
called,
but
if
you
go
to
their
website,
there's
one
on
race,
there's
one
on
gender
and
there
are
several
others
that
an
individual
can
take
so
make
them
aware
of
what
their
biases
are.
The
important
thing
to
understand
about
bias
is
that
if
you
know
that
you
have
a
bias-
and
you
are
putting
yourself
into
a
situation,
we
are
a
decision-maker,
awareness
and
then
stating
what
that
biases
are
important.
B
You
may
set
some
criteria
for
how
a
decision
is
made
and
not
be
actually
involved
in
the
decision-making.
I
think
the
other
important
aspect
of
this
is
collecting
data
begins
to
show
when
we're
acting
on
our
biases.
So
it's
one
thing:
if
library
has
a
fine
process,
it's
another
thing
if
a
librarian
is
acting
from
a
perspective
of,
if
you
come
with
your
parent
and
you're
late
with
a
fee,
then
you're
likely
not
to
get
a
fine
if
you're
an
individual
youth
or
child
coming.
B
Well,
that's
when
we
hit
you
with
the
fines
that
can
play
out
racially.
It
can
also
just
play
out
in
other
interesting
ways,
and
we
wouldn't
really
know
anything
about
that,
and
so
we
were
actually
tracking
how
that
happened
at
the
point
that
the
transaction
is
being
done
same
thing
can
happen
with
a
park
transaction
for
instance,
and
how
people
might
rent
a
pavilion
and
whether
or
not
they're
automatically
assessed
to
clean
up
fee
or
not,
and
what
the
perceived
race
of
the
person
is.
Q
Don't
yeah,
you
did
and
I
think
the
the
Harvard
thing
is
called
Project
implicit.
It's
and
I
appreciate
that
if
you
think
there's
anything
specific
about
it,
we
should
be
aware
of,
and
you
have
a
resource
or
link
or
anything
in
target.
You
could
share
it
with
staff
and
make
sure
that
we
get
that.
Thank.
B
You,
if
you
take
the
implicit
bias
test,
be
ready
to
be
disappointed
in
yourself
and
I
say
that
even
with
my
own
personal
experience
with
them,
I
think
it's
great
I
mean
I,
think
they're
absolutely
very
helpful
and
insightful,
but
they
can
be
surprised
in
terms
of
the
results
that
you
receive.
Is
anybody
taken
wondrous
by
it?
Okay,
all
right,
so
you
can
talk
to
people
who've,
taken
it
and
see
if
they
were
surprised
by
their
results.
B
R
Thank
you,
madam
chair
Thank,
You
mr.
Gordon,
for
all
of
mr.
Goodwin.
For
all
of
this
great
information.
I
wanted
to
ask
a
question:
I
guess
a
little
bit
more
about
racial
equity
being
applied
through
the
policy-making
process,
so
white
supremacy
is
really
insidious
and
has
the
ability
to
adapt
and-
and
we've
seen
that
throughout
time.
So
a
study
that
was
released
last
year
and
some
subsequent
studies
as
well
have
shown
that,
for
example,
ban
the
box
policies
that
were
put
into
place
to
protect
folks
with
criminal
records
being
able
to
get
a
job.
R
R
B
B
It
points
out
where
policy
and
practice
intersect
and
where
practice,
Trump's
policy,
okay
and
so
until
there's
a
time
where
there's
going
to
be
an
audit
of
the
process.
If
the
intention
is
that
you
know,
we
no
longer
ask
whether
or
not
you
have
a
felony
right,
but
the
behavior
that's
taking
place
is
okay.
B
Having
that
followed
up
with
the
practice
needs
to
come
with
some
type
of
an
audit
process
and
that
you
know
it
can
be
somewhat
difficult,
sometimes
so
have
that
happen
without
passing
another
piece
of
legislation
around
they'll
show
us
your
process
where
it
might
become
more
helpful
to
do
that
is
actually
applying
that
audit
process
to
the
hiring
and
advancement
processes
that
you
control
right.
That's
began
to
understand
here's
how
things
play
out
in
structures
and
systems.
Yes,
it
was
intended.
B
We
would
have
reasonably
expected
that
there
might
be
12
percent
more
amount
of
color
hire.
You
know
we're
not
even
hitting
three
what's
happening
here
right,
how
what's
happening
in
terms
of
decision
making?
Why
arts
or
the
interview,
pools
larger
wired,
the
final
process
pools
larger
and
that's
where
we
start
using
the
racial
equity
analysis
to
begin
to
understand
what
the
data
can
show
us
and
to
begin
to
get
some
data
that
we
might
not
get
just
from
tracking.
B
A
S
Think
you,
madam
chair,
and
thank
you
for
this
presentation.
One
of
the
things
I
really
appreciated
that
this
was
rooted
in
history
and
sort
of
thinking
about
how
we
got
here.
But
one
of
the
things
I
struggle
with
in
the
present
day
is
that
there
are
institutional
logics
there,
disciplines
that
are
rooted
in
white
supremacist,
logics
dating
back
to
their
inception
right.
We
new
zoning
as
an
example.
S
If
you
look
at
sort
of
where
zoning
started
and
the
way
that
it's
explicitly
attempting
to
do
family
formation
and
to
incorporate
immigrants
into
particular
forms
of
family
that
disrupt
cultural
practices
and
try
to
inscribe
inscribe
a
certain
kind
of
American
this
right.
So
that's
where
we
start
we're
here
today
and
zoning
does
all
kinds
of
useful
things
right.
S
It
prevents
us
from
building
buildings
that
would
be
completely
disruptive
to
other
kinds
of
public
uses
and
I
mean
there's
all
kinds
of
reasons
that
zoning
is
a
useful
discipline
and
that
we
hire
professionals,
the
city
staff
to
do
that
work
for
us.
It
is
also
rooted
in
this
history
and
I.
Think
there's
this
tension
around.
S
B
I
appreciate
that
question
quite
a
bit
because
I
was
trained
as
a
land
use,
planner
and
I.
Don't
think
you
knew
that
before
you
asked
the
question,
but
last
year
Geir
did
a
series
of
four
sessions
with
Met
Council
and
it
was
about
the
comprehensive
planning
process
and
if
we
acknowledge
that
many
of
our
professions
really
took
on
a
force
of
keeping
people
out
of
fully
participating
in
our
society
and
one
of
those
practices
might
be
around.
B
What
would
your
options
be
in
terms
of
renting
an
apartment
if
the
largest
apartments
that
we
have
here
in
the
Twin
Cities
might
be
two
bedroom
with
a
den
right
and
you
wanted?
If
you
had
a
family
that
was
a
extended
and
you
had
15
people
in
your
family?
Are
you
paying
you
know
double
the
rate?
Do
we
have
any
way
of
accommodating
you
living
as
a
family?
If
you
rent
our
house-
and
we
have
some
standards
around
how
many
people
can
live
in
a
house
who
are
unrelated.
B
How
does
that
get
in
the
way
of
your
having
the
life
that
you'll?
Is
it
really
a
public
health
issue,
or
was
it
more
around
a
moderating
who
lives
in
the
neighborhood
issue?
So
one
of
the
things
that
we
say
to
planners
is
to
really
think
about
the
set
of
assumptions
that
were
made
about
land
use
and
about
public
space
use,
who
was
involved
in
making
those
decisions
and
who
was
left
out,
and
what
is
the
rationale
for
the
decision
is
the
rationale.
B
The
only
thing
I
could
suggest
as
a
change
for
that
is
that
we
do
educate
planners.
We
do
make
them
aware
of
the
limitations
of
you,
know
the
planning
code
and,
where
can't
where's
there
the
opportunity
to
expand
that
and
to
have.
It
include
more
of
the
people
who
are
living
in
the
Twin
Cities
now
who
will
be
living
in
the
Twin
Cities.
B
C
C
B
Fully
agree
and
I
think
that
what
for
having
more
opportunities
to
provoke
some
innovation,
perhaps
with
the
nonprofit
sector
and
with
the
private
sector,
to
begin
investing
in
some
demonstrations
of
how
things
can
be
different?
We
don't
we
can't
really
imagine,
and
the
market
is
a
you
know.
Market
investors
aren't
responding
to
some
of
these
opportunities
and
that's
because
they're
trying
to
figure
out
there's
too
many
other
easy
ways
to
do
this
right
other
than
the
way
of
let's
use
this
new
zoning
and
planning
piece,
maybe
some
risk
associated
with
it.
B
What
are
some
of
the
things
that
the
city,
what
some
of
its
partners
could
do
to
begin
to
demonstrate
that
it's
not
only
something
that's
possible,
but
it's
something
that's
feasible
and
by
that
means
you
know
profitable.
So
there
used
to
be
a
number
of
organizations
around
that
would
develop
housing
in
the
public
interest.
There
are
fewer
of
those
organizations
around
now.
You
still
have
a
land
trust
around.
It's
a
very
useful
tool
that
might
be
able
to
partner
with
a
couple
of
other
organizations.
Twin
Cities
Habitat
comes
to
mind.
B
B
We're
not
likely
to
see
just
the
private
sector
respond,
but
if
there's
maybe
an
opportunity
for
city
departments,
and
maybe
the
county
so
begins
of
a
bridge
and
creates
some
opportunity
for
that
to
happen.
Perhaps
you
have
considerable
leverage
in
what
you
say?
Yes
and
no,
and
there
are
some
construction,
but
even
developers
who
have
other
interest
in
the
city.
You
may
have
leverage
that
you
are
not
exercising,
but
you
can't
do
it
alone.
You're
gonna
need
some
partners.
A
Well,
thank
you
mr.
Gordon,
for
this
really
I.
Think
critical
training
and
I
want
to
thank
my
colleagues
for
for
being
interested
and
really
demonstrating
the
type
of
leadership
and
concerned
and
I
think
it
is
going
to
take
to
move
a
race
equity
plan
forward.
I
have
a
question
it's
more
for
miss
Stevens
than
yourself,
but
and
maybe
you
can
help
as
well,
and
that
is
has
our
senior
leadership
department
heads
had
this
level
of
training
I'm,
just
I
guess
challenge
that
none
of
them
are
here
and
I
know.
G
A
I
think
this
is
going
to
be
really
critical
for
them
to
have
this
kind
of
information.
As
you
mentioned,
mr.
Gordon
come
budget
time.
You
know
these
questions,
I
hope
my
colleagues
will
be
asking
and
I
certainly
know
that
and
I
will
and
if
they
don't
have
this
sort
of
background
I'm
not
quite
sure
they'll
be
able
to
respond
to
those
questions
in
in
appropriate
ways.
T
Madam
chair
I
know
my
Boston
area
is
on
is
watching
remotely
today.
As
far
as
whether
all
departments
are
Herman
has
have
had
this
level
of
training.
I
can't
speak
to
all
of
them.
I
do
know
that
the
city
has
to
Gordon's
earlier
point
been
a
part
of
air
for
a
long
time,
and
there
have
been
instances
in
the
past
where
gear
has
come
in
and
done
some
level
of
training
for
department
heads,
but
how
many
of
them
have
been
through
a
participated.
I
don't
know
that
was
that
was
prior
to
my
time.
T
A
A
This
meeting
well
before
that
I
would
move
that
we
receive
and
file
this
presentation
and
all
those
in
favor
say
aye
any
opposed,
say,
nay.
That
item
carries
and
so
you
no
further
business
before
the
race
equity
subcommittee.
I
will
turn
that
meeting
and
we
will
continue
with
the
remaining
committee
of
the
whole
business
before
us
to
receive
ports
from
the
standing
reports
from
the
standing
committees
on
matters
to
be
considered
by
the
full
council
at
our
regular
meeting
this
Friday
and
we
won't
begin.
G
U
U
Is
the
property
assessed
clean
energy
financing
for
for
Teva
investments,
commercial
property
item
number,
seven
of
the
liquor
license
approvals.
Eight
liquor
license
renewals,
nine
business
license
approvals,
ten
business
license
renewals,
eleven
gambling
license
approvals
and
twelve.
The
gambling
license
renewals
number:
thirteen
is
the
business
license
as
a
business
license
operating
conditions
for
Aoife
Gillette's
a--
item
number.
Fourteen
is
business,
license
operating
conditions
for
Uptown
Lotus
item
15
as
the
business
license
operating
conditions
for
genuine
spa
item
number
16
is
the
is
a
rental
dwelling
license
reinstatement.
U
U
Item
20
are
applications
for
funding
for
deed
and
item
21
is
the
brownfield
grant
funding
for
housing
projects?
I
will
add
that
we
have
added
a
staff
direction
to
proceed
with
the
fall
2018
brownfield
grant
round
using
guidelines
which
require
affordability
for
housing
projects
with
exemption
to
areas
deemed
concentrated
areas
of
poverty,
and
with
that
I
will
stand
for.
Questions
are.
Q
For
Amit
much
vice
president
Jenkins,
the
housing
policy
development
committee
will
bring
will
be
bringing
15
items
forward
to
consideration
a
number
of
those
are
land
sales,
in
fact
a
nine
of
them,
while
no
eight
of
them
and
there's
a
portable
housing
trust
fund.
Loan
emergency
solutions
grant
extending
exclusive
rights
for
a
development
project
that
West
Broadway,
providing
or
passing
resolution
approving
Hennepin
County,
Housing
and
Redevelopment
Authority
Gramps
living
a
contract
with
the
Minnesota
legal
aid,
the
Minnesota
legal
aid
for
representation
to
low
income.
Q
R
Thank
you,
madam
vice
president,
the
public
health
environment,
civil
rights
and
engagement
committee
will
be
bringing
forward
three
items
for
consideration
at
Friday
City
Council
meeting.
The
first
is
a
contract
with
piece
by
piece
LLC
for
the
2018
blueprint
approved
Institute.
The
second
is
accepting
a
grant
from
the
Washburn
Center
for
children
for
mental
health
services
at
the
Health
Department
school-based
clinics
and
the
third
is
Minneapolis-
is
2016.
Greenhouse
emissions
inventory
update
and
energy
benchmarking
annual
report
I'm
happy
to
answer.
Any
questions
are.
A
V
R
Q
Yes,
I'm
going
to
do
that.
I'm
on
the
committee,
there's
17
items
that
are
coming
forward,
I
encourage
people
to
read
all
about
them
on
lining
in
their
folders
I
think.
The
last
item
might
be
the
most
interesting
which
is
authorizing
a
license
agreement
for
shared
motorized
foot
scooter
operations
as
part
of
a
pilot
program.
The
rest
is
pretty
standard
transportation
and
Public.
Works
bid,
acceptances
and
contracts
and
reconstruction
projects
is.
T
A
W
You,
madam
vice
president,
we
have
the
Ways
and
Means
Committee
has
five
items
to
bring
to
the
full
council.
The
first
item
is
set
quartered
donation
report.
Second
item
is
city
of
Minneapolis
partnership,
application
to
the
fiscal
year,
2019
National
Endowment
of
the
Arts
our
town
program.
The
third
is
the
contract
with
the
cultural
brokers
for
strategic
and
racial
equity
action
planning.
W
A
P
P
The
fourth
is
also
the
denial
of
a
conditional
use.
Permit
the
first.
The
fifth
item
is
the
approval
of
a
rezoning.
The
sixth
is
a
staff
direction
to
look
into
the
development
of
a
stolen
one
of
the
developments
to
look
at
the
historic
preservation
of
one
of
the
affected
areas.
The
seventh
is
the
passing
of
a
resolution.
Excuse
me
of
an
ordinance
redoing,
a
lot
of
our
sign
regulation
to
conform
with
US
Supreme
Court
law.
A
number
eight
through
ten
is
returning
to
authors.
P
Q
Have
questions
but
I
just
want
to
offer
a
heads
up.
Two
of
the
items
actually
had
to
do
as
a
major
development
in
the
war
to
you
know.
I
am
seriously
considering
postponing
at
the
council,
but
the
denial
of
the
appeal
and
the
conditional
use
permit,
but
letting
the
11th
ID
and
the
rezoning
go
forward
just
because
the
developer
was
out
of
town
just
got
back
from
Alaska
and
there
might
be
an
opportunity
to
if
we
can
have
some
more
conversations
at
a
condition
or
two
to
mitigate
that.