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A
B
A
I
can
start
by
giving
a
little
bit
of
an
update.
Oh
no,
we
appear
to
still
be
having
tech
issues.
I
can
start
by
giving
a
little
bit
of
an
update
on
the
gender
inclusivity
training
since
destiny
can't
make
it
today
destiny
and
I
enjoy
and
don
who's
the
director
of
learning
and
development
and
patience
who's.
The
director
of
hr
met
early
last
week.
A
I
think
I
was
trying
to
figure
out
when
that's
what
that
face
was
and
we're
trying
to
figure
out
next
steps
and
ended
up
kind
of
running
into
a
question
of
where
it
makes
most
sense
for
this
training
to
be
housed,
because
the
city's
like
racial
equity,
oh
becca,
is
your
sound
working
now.
A
Whoops
and
see
if
that
helps
you
access
for
now,
until
that
new
laptop
gets
figured
out.
Sorry
about
that,
but
yeah.
So
we
were
having
the
conversation
of
where
in
the
city
it
makes
sense
for
this
training
to
live
most
of
the
city's
like
internal,
so
like
forced
city,
employees,
capacity,
building,
work
around
racial
equity
is
hosted
and
coordinated
by
the
division
of
race
and
equity,
whether
it's
us
providing
the
training
or
us
contracting
with
external
trainers,
and
so
the
trans
equity
or
the
like
gender
inclusivity.
A
Trans
equity
training
was
the
only
kind
of
piece
of
training
directly
related
to
our
work,
that
was
living
elsewhere,
and
so
we
ran
into
this
question
of
okay.
We
can
try
to
go,
find
funding
for
this
and
then
reach
out
to
the
potential
trainers
we've
identified,
but
whose
role
actually
is
it
to
do
that
and
well?
It
had
been
living
in
hr
when
it
was
initially
piloted.
A
As
you
all
know,
this
kind
of
moment,
when
the
contract
is
up
and
we're
getting
things
going
again,
is
an
opportunity
to
figure
out
long-term
what
makes
sense.
So
the
goal
right
now
is
for
some
folks
in
race
equity
to
connect
internally
about
like
what
the
other
trainings
we're
offering
for
the
year
look
like
and
what
makes
sense
on
our
end
and
we'll
be
circling
back
with
hr
as
they're.
A
Also
like
doing
some
work
on
their
end,
to
figure
out
what
makes
sense
and
hopefully
from
there
can
figure
out
like
what
is
the
best
infrastructure.
We
can
build
to
hold
this
so
that
the
tc
won't
have
to
do
as
much
like
nudging
ongoing
to
make
it
keep
happening.
You
all
have
done
a
great
job
over
the
past
few
years
ray.
I
can
see
your
nod
because
you've
been
here
for
the
longest
of
that
of
like
continuing
to
push
so
that
this
happens,
but
I
want.
A
That
we're
able
to
kind
of
build
infrastructure
for
it
so
that
you
all
can
audit
it
and
support
it
as
you
want,
but
don't
need
to
keep
like
getting
it
off
the
ground
yeah.
So
that's
how
I
would
summarize
where
that
is
at
right
now,
I'm
curious
if
folks
have
any
questions
or
other
reflections
or
thoughts
on
that.
A
D
D
A
I
guess
I
would
just
continue
to
say,
if
you
all
think
of
other
folks,
particularly
by
pop
trends
and
gnc
folks,
who
have
experienced
leading
trainings
like
this,
who,
once
we
get
to
the
point
where
we
know
where
this
training
is
going
to
be
housed,
we
should
also
be
reaching
out
to
as
potential
trainers.
Please
connect
me
to
folks
or
send
names
my
way
so
that
we
have.
A
Next
thing
I
have
on
the
agenda
for
now
is
the
interpreter
training
and
I
really
pulled
these
items
just
kind
of
off
of
what
came
out
of
the
training
breakout
of
strategic
planning
two
weeks
ago.
I've
lost
my
entire
sense
of
time,
so
as
we
get
through
these
there's
other
things
that
are,
that
feel
like
they're
missing,
please
say,
and
we
can
jump
into
those
as
well,
but
in
terms
of
the
interpreter,
training
becca
is
that
you
on
the
phone,
I'm
hoping
do.
You
actually
have
audio
now.
A
Here:
okay,
glad
to
successfully
have
everybody
so
in
terms
of
the
training
for
asl
interpreters
that
hunter
has
been
working
on.
I
met
earlier
this
week
with
nick
from
neighborhood
and
community
relations,
who
coordinates
all
the
city's
interpretation
and
translation
work,
and
I'm
gonna
actually
give
me
one.
Second,
I'm
gonna
pull
up
my
notes
from
that
meeting
so
that
I
capture
the
whole
thing
fully
and
reporting
it
back
to
you
all.
A
I'm
gonna
go
in
the
correct
folder
to
find
them,
but
what
nick
and
I
were
talking
about
was
they
are
trying
to
start
a
new
request
for
proposals
for
interpreters
and
translators,
most
likely
in
the
late
spring
and
early
summer
and
kind
of
moving
through
that
they
would
want
to
be
training,
both
asl
interpreters
and
spoken
language
interpreters,
as
well
as
translators
with
the
new
round
of
contracts
in
2022,
and
what
nick
and
I
talked
about,
was
hunter's-
ask
that
we
do
get
some
asl
interpreters
trained
before
this
coming
summit,
so
that
we
don't
run
into
some
of
the
issues
we've
had
in
past
summits.
A
Even
if
that's
more
of
a
like
pilot
quote-unquote
training
and
looks
slightly
different
than
what
we
then
institutionalize
in
an
ongoing
way
in
our
contracts,
starting
with
the
contract
that
would
be
drafted
this
summer
and
the
training
that
would
be
in
2022.,
and
so
the
hope
is
that
that
could
happen.
A
A
Last
year
we
tried
to
schedule
asl
interpreters,
far
in
advance
and
the
requests
got
lost,
and
so
we
booked
folks
a
little
more
last
minute
and
weren't
able,
like
not
everyone.
We
wanted,
was
fully
available,
and
so
this
year
we're
gonna
really
try
to
make
sure
we
have
none
of
those
snafu's.
So
we're
able
to
get
the
most
qualified
folks
but
crossfingers.
A
The
goal
is
that
we
would
be
able
to
do
one
pilot,
asl
interpreter
training
this
year
and
then
move
from
there
into
some
of
the
kind
of
longer
term
work,
because
nick
has
just
not
been
able
to
focus
on
the
longer
term
parts
of
his
job
for
like
the
entire
last
year,
due
to
covid
and
so
the
timeline
for
writing.
A
This
new
request
for
proposals
has
gotten
pushed
out
a
couple
of
times,
but
hopefully
right
a
requirement
for
transcompetency,
which
could
be
achieved
by
undergoing
training,
while
in
contract
with
the
city,
into
the
new
request
for
proposals
for
all
interpreters
and
translators
that
the
city
is
contracting
with
and
then
starting
those
trainings.
And
that
was
not
the
document.
A
I
meant
to
open
they're,
also
working
on
kind
of
decentralizing,
the
work
that
he's
holding
throughout
the
department
more
broadly
so
that,
hopefully
there
won't
be
one
person
responsible
for
everything
related
to
ada
interpretation
and
translation
for
the
whole
city,
which
obviously
would
be
an
improvement
and
maybe
doing
some
evaluation
of
how
the
current,
like
language
services
that
the
city
offers
are
going.
There
would
hopefully
be
an
evaluation
project
this
summer.
A
So
all
of
that
together
is
ideally
an
opportunity
to
integrate
some
of
this
on
a
more
long-term
scope
that
I
don't.
I
don't
fully
have
an
answer
yet
to
what
that
looks
like
for
you
all.
Unfortunately,
I
think
we're
still
like
a
couple
months
away
from
neighborhood
and
community
relations
being
in
a
place
where
they
can
really
partner
with
you
to
do
some
of
that.
A
But
I
know
that,
like
that
evaluation,
you
all
would
get
to
be
a
part
of
in
some
form,
but
that's
kind
of
an
update
on
where
that's
at
right
now-
and
I
am
meeting
with
him
just
for
a
quick
check-in
every
two
weeks
right
now,
so
I
will
hear
in
a
couple
weeks
what
he's
been
able
to
talk
about
with
his
supervisor
in
terms
of
piloting
this
training,
I'm
crossing
my
fingers
and
we'll
keep
you
all
posted
and
hunted
does
know
where
this
is
at,
because
I
had
to
text
him
for
some
details
about
the
training
to
report
back
to
nick.
A
C
Hi
this
is
becca
bcca,
just
a
question,
and
maybe
this
is
something
track
we
can
take
offline.
I'm
just
curious
about
the
the
rough
timeline
for
the
rfp
process
for
the
city.
I
imagine
there's
quite
a
lead
time
for
building
the
rfp,
offering
it
getting
responses
back
and
then
actually
selecting
vendors.
A
I'll
be
honest
that
I
don't
know
a
hundred
percent,
but
my
understanding
is
that.
A
I
believe,
if
I'm
understanding
correctly,
the
goal
would
be
for
this
rfp.
I
was
talking
about
for
these
contracts
to
start
by
the
beginning
of
2022
and
kind
of
because
we
extended
the
current
contracts
with
interpretation
and
translation
services
through
the
end
of
2021.
A
So
I
think
the
goal
is
starting
kind
of
building
out
the
rfp.
The
request
for
proposals
in
the
like
late
spring
early
summer
collaborating
with
whoever
necessary
to
edit
getting
it
through
the
city's
permanent
review
committee,
releasing
it
selecting
folks,
etc,
so
that
the
new
contracts
could
start
by
the
time
the
old
ones
end
at
the
end
of
2021.
I
don't.
I
don't
know
enough
to
summarize
like
overall
how
long
that
process
normally
takes
for
the
city,
but
that's
my
understanding
of
what
the
timeline
would
look
like
for
this
particular
one.
C
Sure
that's
helpful
and
then
it
that
just
really
highlights
that
we
still
have
that
need
for
this
year's
summit
to
to
try
to
take
some
action
there
ahead
of
time.
Okay,
thank.
E
A
Not
the
next
thing
I
know
you
all
had
talked
about
in
strategic
planning
was
creating
a
more
quote-unquote
like
201
level,
city
training,
and
I
wanted
to
create
some
space
partially
just
to
brainstorm
more
around
what
you
want
to
see
that
look
like
as
we're
kind
of
fleshing
out
with
raceequity
nhr.
What
trans
equity
training
looks
like
in
general.
I
think
hearing
more
from
you
all
about
what
you
want
out
of
this
particular
piece
feels
super
helpful
to
me
personally.
E
C
Hi
becca
again
what
I
heard-
and
I
just
want
to
repeat
back
and
see
if
this
was
true-
is
the
the
existing
training
was
kind
of
based
on
definitions,
and
we
were
hoping
to
get
more
into
how
staff
would
be
able
to
handle
scenarios,
maybe
something
more
complicated
in
terms
of
how
they
would
interact
with
transgender
gender
non-conforming
people
in
their
role.
D
It
was,
this
is
ray
ray.
It
was
more
interactive
than
that,
but
it
was
like
just
more
of
an
awareness
stage.
If
I
remember
right,
there
was
some
scenario
work,
so
I
think
the
201
would
more
be
like
transformation
kind
of
like,
instead
of
going
through
to
try
to
kind
of
make
the
education
stick.
So
once
you've
done
a
scenario,
can
you
come
back
and
think
more
about
how
to
transform.
D
Not
only
like
personal
understanding
of
how
to
behave
in
those
situations,
but
different
policies
and
best
practices
overall,
so
that
there's
really
a
change
and
hearing
shore
talk
about
how
they
thought
about.
It
was
kind
of
helpful
to
at
the
last
meeting
yeah.
I
don't
know
someone
else,
I'm
tired.
I
guess.
A
Sorry
good,
would
you
or
someone
be
willing
to
speak
a
little
bit
more
to
what
shore
said.
I
wasn't
in
the
breakout
rooms
and
so
partially
just
also
want
to
capture
that
for
the
notes.
D
Yeah,
I
think,
and
someone
else
tack
on,
but
they
were
just
really
talking
about.
How
do
you
own
what
you
know
to
do
something
different,
instead
of
just
kind
of
being
aware
and
trying
to
be
better?
How
do
you
actively
try
to
change
your
department
and
make
meaning
for
yourself?
I
guess.
A
Amazing,
what
else
would
folks
want
to
see
out
of
a
next
level,
training
for
city
staff,
around
trans
identity,.
F
This
is
mariah
m-a-r-I-a-h
speaking
and
I
guess,
like
sort
of
what
becca
was
sort
of
hinting
to
is
sort
of
like
making
training
specific
to
the
department,
so
that
you
know
having
that
sort
of
peace
in
that
training
will
allow
them
to
start
to
realize
how
their
work
impacts,
the
trans
community
and
what
they
can
do
in
their
work.
To
begin
to
support
transfo-
and
you
know,
put
that
trans
equity
lens
on
the
things
that
they're
doing
so,
including
that
as
part
of
the
training,
is
also
how
we
get
that
systemic
change.
F
G
Hey
this
is
ash
ash.
I
had
a
question,
so
you
know
this
201
would
be
following
like
a
101
training.
G
So
do
you
all
think
that
it
would
be
reasonable
to
have
these
201s
be
a
little
more
like
tailored
or
specific
to
like,
whatever
group
you're
presenting
to
at
the
time,
because
I
could
see
how
like
different
departments
or
different
groups
of
people
might
have
different
needs.
So
if
it
was
possible
to
get
like
feedback
from
the
101
training
on
you
know
what
people
wanted
to
expand
on
more
and
then
sort
of
like
tailor
that
201
to
those
needs?
D
This
is
reagan
r-a-y
and
becca
knows
this
too.
So
when
we
did
this
kind
of
training
in
the
county,
so
across
the
street
that
definitely
changed
the
scenarios
out.
So
there's
a
little
bit
of
someone
requested
the
training.
There's
a
conversation
about
like
what
are
you
noticing
that
made
you
request
this
or
what
do
you?
What
kind
of
confusion
or
behavior
might
we
run
into
or
have
you
dealt
with
and
also
what
are
kind
of
the
everyday
interactions
or
work
that
you
do
in
your
department?
D
D
I
think
that,
like
the
intake
part,
is
really
important
because
we
would
do
that
part,
but
the
part
that
was
missing
was
really
having
the
some
supervisor
or
tone
setter
in
the
room,
reinforce
kind
of
norms
for
the
room
as
well
so
kind
of
they
knew
the
personalities
right
of
the
people
who
were
in
the
training,
and
it's
really
helpful
to
have
someone
who
can
give
you
a
heads
up
about
like
this
person
is
really
gonna
push
you
will
handle
it
or
whatever.
So
that's
another
helpful
way
to
customize.
D
A
E
D
D
What
do
you
have
in
common
and
what
are
you
thinking
about
all
the
better
to
not
just
go
with
like
who's
in
power
in
the
room
you
know,
so
that
could
be
really
cool
and
then
you
could
have
it
be
more
interactive
if
you
limited
the
size
more
because
I
think
we're
always
looking
at
like,
hopefully
24
under
something
or
20
or
under,
and
if
we
could
go
12
or
under
10
or
under
it.
Could
the
work
could
be
much
deeper
in
the
201
class.
A
B
B
Can
you
hear
me,
yes
all
right
and
let
me
see,
can
I
hear
you
I
don't,
can
you
hear
us,
I
can
hear
you
okay,
sorry.
I
was
trying
to
have
my
my
my
headphones,
but
it
wasn't
working
and
I
look
really
dark
hunted.
Can
you
see
me
okay,
great
okay,.
A
Okay,
I'm
glad
we
caught
that
on
record
hunter
to
catch
you
up.
We
were
in
the
middle
of
talking
about
what
content
we
want
in
a
like
201
level,
training
for
city
employees,
talking
about
how
to
maybe
limit
the
size
to
make
it
more
interactive,
try
to
tailor
it
even
more
to
specific
departments
or
even
individuals
and
how
they
cannot
just
learn
to
be
more
aware,
but
like
actually
make
change
in
their
departments.
H
An
ico,
can
you
hear
me?
Okay,
okay,
I
don't.
I
don't
know
how
recent
the
training
is
for
other
departments
and
how
like
long
the
process
of
rolling
out
has
been.
I
think
animal
control
was
probably
the
first
one,
or
at
least
we
were
told
we
were
so
here.
It's
been
over
a
year,
probably
a
year
and
a
half.
Now
because
it
was
before
I
joined
the
trans
equity
council
that
they
took
the
training.
H
So
would
it
be
too
much
to
ask
of
a
201
to
have
like
a
a
quick
refresh
of
101
or
even
like
a
201
has
to
happen
within
a
certain
amount
of
time
from
the
101?
So
it's
still
in
people's
minds,
I
mean.
H
Know
how
I
don't
know
how
to
keep
it
fresh
and
maybe
we're
also.
I
don't
know
how
many
other
people
on
the
council
are
part
of
one
of
the
city's
enforcement
agencies.
So
it
can
look
very
different
than
an
office
setting
where
or
like
a
human
services.
A
different
type
of
human
services.
H
D
This
is
ray
r-a-y.
I
also
appreciate
that
nico
because,
if
like
maybe
they
need
the
whole
of
101
again
or
with
a
different
with
some
follow-up,
that
kind
of
drives
it
home.
Like
a
staff
meeting
to
talk
about
what
you're
you
learned,
which
we've
talked
about
instituting
yeah,
I'm
just
thinking
of
like
turn
over
or
it
not
being
absorbed,
it
has
to
be
built
in
as
a
regular
offering
so
that
a
department
head
doesn't
think
we
did
it
in.
D
B
About
this
is
hunter,
may
I
all
right
sorry,
let
me
introduce
myself,
my
name
is
hunter
and
I
am
the
tec
co-chair
person,
my
pronouns.
Are
he
him
they
anyway?
With
this
part
of
the
conversation,
you
know,
I
was
thinking
a
lot
about
the
numbers.
They
always
you
know
saying:
101,
training,
trans
101.
B
101
really
it's
the
number
it's
a
little
weak
for
me,
because
then,
if
we
have
to
do
repeated
training
again
and
again,
just
doing
that
training,
you
know
really
they
for
me,
I'm
thinking
about
the
training
of
101
as
really
the
number
is
very
basic,
but
I'm
wondering
if
something
we
should
change
to
a
word
like
that
would
actually
be
more
like
to
follow
more
like
a
comp
hold
on
one.
Second,.
B
And
then,
after
that,
we'd
have
to
do
some
follow-up.
You
know
not,
like
you
know,
just
having
the
training
be
done,
but
to
also
have
follow-up
and
to
not
have
such
a
long
lapse
in
time
as
well,
because
if
they
they
feel,
then
that
there's
not
enough
training.
B
You
know
you
know
like
101,
it's
just
it
doesn't
seem
like
it's
enough.
Do
you
know
what
I'm
trying
to
say?
I
feel
like
this
training
is
really
important
and
that
we're
passionate
about
it
and
I
don't
want
them
to
take
it
too
lightly,
really
because
it
it's
a
serious
thing
for
them.
B
A
I
this
is
track,
I'm
happy
to
take
all
of
this
back
and,
as
we
figure
out
who
is
going
to
hold
all
of
the
different
pieces
of
this
training,
bring
this
in
to
kind
of
shape.
What
a
next
piece
can
look
like,
I
will
also
say,
transparently
than
the
two
barriers
that
I
know
will
be
named,
or
that
like
exist
in
this
one
is
around
staff
capacity.
A
But
a
lot
of
departments
are
super
understaffed
right
now
because
of
budget
cuts
and
the
other
is
budget
again,
I
think
both
departments
have
a
commitment
to
figuring
out
where
we
can
find
money
for
training,
but
naming
those
to
you
all
partially.
In
terms
of
you
know,
we
are
just
at
the
beginning
of
2021,
but
as
we
already
start
thinking
about
like
what
are
the
asks,
you
all
have
of
counsel,
both
that
you're
making
very
soon
around
these
trainings
and
also
in
future
years,
around
the
trans
equity
budget
or
anything
else.
A
A
A
C
Yeah
becca
b-e-c-c-a
hunter.
Your
comments
really
make
me
think
about.
Do
we
need
or
do
we
we
have
the
space
to
consider
what
the
future
training
needs
are
versus
what
we
can
get
done
right
now,
kind
of
to
tracks
points.
There's
two
things.
You
know
there's
this
small
or
big,
and
I
don't
know
I'm
brand
new,
so
I
don't
know
to
what
extent
we
do
planning
for
the
future
track.
You
kind
of
mentioned
that
if
we
knew
about
budget
issues,
we
would
want
to
get
that.
C
Figured
out
ahead
of
time
so
that
we
could
get
it
in
a
future
budget,
so
I'm
just
putting
it
out
there.
To
what
extent
do
we
need
to
do
strategic
planning
around
training.
B
B
Number
one
you
know
we
do
need
to
try
and
someone
who's
willing
to
do
the
training.
I
think
that's
the
first
part
and
then
do
we
have
the
budget
for
that.
Second,
with
the
overall
budget
you're
right,
I
know
that
budget
is
kind
of
an
issue
and
the
city
of
minneapolis
does
have
money.
You
know
that
hasn't
really
changed,
so
the
training
is
is
very
important
to
us
to
prevent
repeated
errors
out
there,
because
we've
taken
so
much
already
of
others
errors
and
we
need
to
be
able
to
fix
it.
B
B
With
hold
on
one
second,
because
it's
important
for
us
to
to
do
this.
B
And
because,
as
beasts
as
becca
said
you're
right
bringing
this
up
that,
maybe
we
should
do
some
strategic
planning
regarding
funding
and
the
budget,
and
is
there
really
space
for
it?
B
You
know
we
do
have
space,
but
you
know
we
always
have
to
do.
We
always
have
to
deal
with
the
uncomfortable
space
while
we're
doing
this
training,
because
do
they
really
get
it
do
they?
They
don't
understand
us,
you
know,
and
so
we
need
to
train
them
to
be
sure
that
there's
ongoing
and
transparent
training
so
that
it's
not
just
a
once
and
done
deal.
You
know
and
then
15
or
20
years
later,
they're
stumbling
around
with
the
same
topics.
A
This
is
track
totally.
I
I
put
down
that,
like
maybe
I'm
starting
to
capture
right
now
things
you
all
want
to
make
as
recommendations
to
counsel
in
the
future
around
budgets,
and
so
I
captured
this
already
as
one
of
them
hunted
to
your
point
about,
like
departments
need
to
find
money.
A
The
update
you
missed
at
the
beginning
is
we're
trying
to
figure
out
whether
this
is
going
to
be
something
that
is
the
responsibility
of
hr
or
is
the
responsibility
of
race
equity,
but
either
department
is
committed
to
figuring
out
where,
in
the
city,
there
is
money
for
training
right
now,
at
least
on
a.
A
I
agree
with
you
that
maybe
101
is
not
the
right
language,
but
until
until
we
come
up
with
a
new
a
new
label,
I'm
going
to
say
that
for
right
now
to
be
clear,
so
whichever
department
is
committed
to
finding
money,
at
least
for
the
like
101
quote,
unquote
right
now
and
I
think
it'll
be
the
push
then
to
see
if
we
can,
as
you
said
like,
we
need
follow-up
institutionalize,
not
just
that
101
training
but
find
funding
to
institutionalize
something
that
comes
back
to
departments
regularly
and
that
nico.
A
A
Concerning
so
I'm
committed
to
pushing
internally
around
finding
enough
money
that
we
can
like
create
something
with
enough
follow-up,
that
people
actually
try
to
make
change
and
feel
great
about
recording
that
as
something
for
future
tec
recommendations
as
well
to
like
find
that
money
in
an
ongoing
way
and
not
aware,
can
we
scrape
it
together
this
year?
That
might
look
totally
different
next
year,
type
of
way,
which
is
my
understanding
of
what's
happening
right
now,
people
keep
saying
things
like.
B
You
know
I,
I
fully
understand
what
you're
saying
track
about
people
saying
they
need
to
find
money,
and
you
know
training
is
part
of
development
for
everyone,
and
so
they
should
have
funds
ready.
You
know
strategically,
you
know
they
can
figure
it
out.
You
know,
maybe
it's
race,
equity
or
hr,
and
I
appreciate
both
departments
being
committed
to
finding
the
funding,
but
maybe
we
need
to
tell
them
a
deadline
so
that
they
can
just
figure
it
out
and
not
have
a
sitting
for
so
long.
You
know,
talk
is
not
gonna
help
us.
B
We
need
to
figure
out
the
budget
and
get
ongoing
repeated
training,
not
just
once
you
know,
and
so
I
do
want
them
to
figure
it
out
and
find
the
money
you
know.
So
I'm
wondering
if
we
can
challenge
them
with
a
deadline,
and
you
know
saying
we
I
can't
decide
for
others,
but
I'm
just
wondering
if
we
need
to
tell
them
a
limited
time
frame
of
when
they
need
to
find
the
money
to
be
ready
to
offer
the
training.
E
A
G
I
do
really
like
the
idea
of
like
continued
engagement
and
that
the
idea
of
like
follow-up
after
trainings-
I
don't
really
know
what
it
would
look
like
to
try
to
like
check
in
with
departments
like
a
few
times
a
year
and
like
give
them
discussion,
topics
to
try
to
just
like
keep
these
ideas
fresh
in
their
mind.
Yeah.
G
I
don't
know
what
that
would
look
like,
but
definitely
something
that
I
think
could
be
helpful
with
just
like
keeping
that
engagement
up
and
like
reminding
people
that
this
is
something
that
they've
learned
about
recently,
something
that
we
want
them
to
continue.
Thinking
about.
A
This
is
track,
I
will
say
I
know,
we've
had
the
conversation
before
and
I
appreciate
renaming
like
this
is
not
the
first
time
we've
suggested
this.
It's
like
can
supervisors
bring
this
up
in
staff
meetings
afterwards,
and
I
tried
to
bring
that
up
in
our
meetings
with
hr
as
well,
and
I
honestly
think
one
of
the
barriers
with
that
is
that
no
one
in
race,
equity
and
transparently,
no
one
in
hr,
if
they're
holding
this
actually
has
the
authority
to
make
supervisors.
A
Do
that
like
we
can
send
over
all
the
discussion,
questions
that
we
want
and
we
can
either
like
really
try
to
be
emphatic
or
like
really
try
to
like
cozy
up
and
be
friends
with
people
in
the
hopes
that
they
do
it,
but
we
do
not
actually
have
the
authority
to
make
that
happen.
I'm
curious
about
strategizing
just
like,
if
that
is
something
which
feels
important,
which
I
agree
like
hearing
things
from
supervisors
on
a
repeated
level.
Really
is
what
are
the
ways
we
try
our
best
to
get
that
to
happen.
A
I
also
know
that
the
trans
issues
work
group,
which
is
an
internal
study
group,
now
has
staff
representation
for
most,
if
not
all,
departments,
that's
like
one
staff
per
department,
and
sometimes
these
are
departments
who
are
hundreds
of
people
with
lots
of
different
divisions
within
them.
But
maybe
we
also
leverage
the
staff
and
the
trans
issues
work
group
to
be
like
great,
your
department
just
got
trained.
Can
you
reach
out
to
other
folks
in
your
department
and
ask
them
to
like?
A
I
think
I
would
love
to
hear
from
you
all,
and
especially,
I
think,
I'm
especially
thinking
like
nico
as
someone
within
the
city
and
rey
and
becca
as
people
who
either
are
have
been
within
the
county
like
if
you
have
a
vision
and
mariah
is
someone
who
was
within
the
city
as
well,
but
also
anyone
obviously
like.
If
you
have
a
vision
of
how,
within
this
structure,
we
can
like
leverage
getting
all
the
individual
supervisors
to
do
that
when
we
don't
have
that
authority.
H
Says
nico
my
our
director
would
be
very
easy
to
convince
to
do
something.
I
mean
she
she's,
the
one
who
requested
the
trans
101
training
to
begin
with,
for
us.
H
H
I
could
see
departments
like
they
changed
recently:
the
ins,
the
inspections
department,
that
includes
housing
and
fire
now
being
very
difficult.
They
were
really
difficult
in
the.
H
I
think
I
mean
here
I
can
certainly
do
what
I
can
hear.
I
mean
our
officers
have
roll
call
twice
a
week.
It
wouldn't
be
very
hard
for
me
to
be
like
here.
I
am
to
do
your
follow
up
for
during
your
roll
call,
because
you're
all
right
here,
our
our
building
or
our
department,
is
only
25
people
and
we're
almost
all
here
all
the
time,
with
the
exception
of
admin
people
who
are
working
from
home.
H
I
was
thinking
about
ways
that
we
could
do
other
follow-up
type
things,
and
I
can.
I
can
see
it
being
yet
another
issue
here,
but
as
they're
working
through
all
of
their
the
diversity
and
inclusion
class
points
that
you
have
to
get
in
regulatory
services.
The
required,
like
you,
have
to
use
six,
it's
not
hard.
H
Most
things
are
like
an
hour
and
a
half,
but
having
more
options
for
us
which
usually
comes
down
to
somebody
has
to
find
it
and
then
propose
it
to
race
and
equity,
and
they
have
to
approve
it
as
a
like.
You
can
do
this
for
a
point
and
it
can
be
watching
a
documentary.
It
can
be
reading
a
book
and
participating
in
a
discussion.
H
They
would
be
somewhat
easy
ways
for
most,
I
think,
a
lot
of
departments.
The
issue
I
can
see
here
is
nobody
here
thinks
that
they
have
enough
time
to
do
all
of
that,
because
they're
on
the
road
and
driving
for
their
entire
shift,
and
so
it's
getting
them
off
the
road
time.
H
I
imagine,
traffic
control
has
a
similar
issue,
housing
inspections
might
or
all
the
inspections
might
have
a
similar
thing,
because
they're
out
driving
so
figuring
out
how
to
get
supervisors
to
be
like
okay,
you
can
have
you
know
two
hours
off
the
road
to
do
your
training
and
then
having
options
that
include
us.
A
This
is
track.
That
was
still
helpful
for
me
anyway.
This
may
be
because
I'm
new
at
the
city
are
you
sure,
it's
race,
equity
and
not
hr.
That
approves
the
things
that
count
for
points.
I
think
points
is
fully
an
hr
system
but
could
be
incorrect,
and
I
can
also
follow
up
on
that,
but
I'm
just
trying
to
draw
this
map
in
my
head
and
that's
different
than
what
I
thought
it
looked
like.
H
H
We
don't
know
where
anything
comes
from
here
somewhere
out
in
the
world
off
in
the
sky
downtown
far
away
from
us
honestly,
whoever
it
has
to
go
through
point
is
we
have
to
get
everything
approved
before
we
can
say.
Oh
yeah,
I
just
got
a
point
for
that.
I
think
technically,
my
meetings
here,
because
they're
not
approved,
wouldn't
count
as
a
like
cultural
diversity
point
which
for
me
I'm
like
well.
Why
would
it
I'm
trans?
Why
should
account
for
my
diversity
different
point
yeah?
I
don't.
H
I
don't
know
where
exactly
they
go
through
or
what
even
can
be
approved,
but
it
seems
to
be
a
very
broad
list
of
experiences.
People
can
have
that.
Get
that
get
them
that
that
point,
and
also
that
exposure
and
here
I'll
say
a
lot
of
it
doesn't
sink
in.
But
there
have
been
a
couple
times
during
some
of
the
things
put
on
by
race
equity
that
we've
had
like
they've
come
here
and
had
a
discussion,
because
these
guys
are
like
no.
H
I
can't
go
anywhere
that,
like
people
have
cried
and
like
it
really
it
really
sunk
in
with
them.
It
really
hammered
home
a
point
which
was
great.
A
I
appreciate
that
and
I
appreciate
the
reminder
that
yeah,
if
the
follow-up
is
integrated,
regardless
of
whether
this
is
held
in
hr
race
equity,
if
the
follow-up
is
integrated
with
some
of
these
pieces
around
diversity
points,
I
did
not
actually
know
what
they're
called
so
I'm
going
to
use
the
language
you
were
using,
because
I
trust
you
on
that
that
that
helps
hopefully
make
it
happen
both
for
supervisors
and
for
staff
as
one
example,
if
more
of
those
options
can
have
a
lens
around
transness.
A
F
Say
when
I
was
just
doing
the
stonewall
or
history
stuff
like
one
of
the
things
that
people
wanted
was
additional
resources.
Sorry,
this
is
mariah
speaking.
People
wanted
just
a
space
to
go
like
just
online
or
wherever
to
find
additional
resources
and
engage
in
that
way.
That's
a
whole
job
to
build
out,
like
sort
of
like
that.
What
that
web
page
looks
like
where
those
resources
exist,
and
I
feel
you
know
in
launching
something
like
that.
F
F
A
No
thank
you
for
that.
That's
literally
exactly
what
I
was
thinking
about
was
your
point
earlier
about.
How
do
we
get
staff
to
actually
like
take
this
and
start
to
shift
what
their
department
does
as
a
result?
And
I
keep
thinking
about
the
trans
issues
work
group,
because
it's
the
only
way
we
touch
not
every
but
most
department
right
now,
most
apartments
right
now
in
a
more
standardized
way
and
am
curious
about
if
we
leverage
the
staff
on
the
trans
issues,
work
group
to.
A
Wow
fully
lost
my
train
of
thought.
Sorry,
it's
coming
back,
but
if
there's
a
way
to
leverage
the
staff
on
the
trans
issues,
work
group
as
a
way
to
figure
out
strategies
for
each
department
to
get
them
doing
more
trans
equity
work,
because
I
think
sometimes
we're
working
on
projects
in
the
trans
issues.
Work
group
that
are
only
relevant
to
like
four
or
five
of
the
departments
in
the
space,
and
so
it's
still
great
to
have
everyone
there.
A
B
So
this
is
hunter
and
I'm
just
wondering
if
we're
pretty
much
done,
I'm
feeling
a
little
bit
uncomfortable
where
I
am
because
there
are
police
that
have
come
around
and
I
I
feel
like
I
should
probably
get
off
and
and
move
so.
Thank
you
all.
B
E
B
A
Does
anyone
else
realizing
that
this
conversation
took
longer
than
I
initially
realized?
Does
anyone
else
have
any
more
things
they
wanted
to
check
in
about
in
this
last
minute,
or
so,
I
will
commit
to
bringing
these
things
back
to
the
race
equity
conversations
about
how
trainings
move
forward
into
the
planning
for
the
trans
issues
work
group
into
kind
of
the
list
of
future
tec
budget
recommendations.