►
From YouTube: May 6, 2021 Transgender Equity Council
Description
Additional information at
https://lims.minneapolismn.gov
A
A
C
D
E
A
Lims.Minneapolismn.Gov
and
hunter,
I'm
gonna
pass
it
to
you
to
adopt
the
agenda,
but
the
one
change
we
talked
about
right
before
you
got
on
was
just
moving
tammy's
presentation
up
to
the
beginning,
so
I
would
recommend
that
we
adopt
the
agenda
with
the
presentation
moved
up
to
the
beginning
above
the
other
discussion
items
and
with
that
I'll
pass
it
to
you
and
see.
If
anyone
else
has
any
edits,
they
want
to
make
to
the
agenda.
F
E
B
D
B
A
F
Yes,
this
is
hunter.
Speaking
again,
I'm
going
to
introduce
tammy
dickinson
from
minneapolis
employment
and
training.
F
F
I
Thank
you
hunter
and
everyone
here
on
the
council
whoops.
I
have
a
squeaky
chair
and
I
apologize,
but
so
what
I
wanted
to
do
today
is
there
the
presentation
that
you
can
see
the
slides
or.
A
I
F
A
I
Great
well
I'll
get
started.
Basically,
I
wanted
to
do
two
things
today.
One
is
just
kind
of
give
a
broad
overview
of
what
minneapolis
employment
training
does
through
the
city
of
minneapolis
in
very,
very
broad,
brush,
strokes
and
then
two,
I'm
really
looking
for
input
from
your
council
about
what
kind
of
services
programming
do
you
see
out
in
community?
That's
working
well,
do
you
see
any
folks
in
employment
or
I'm
sorry
that
are
accessing
employment
and
training
programs
and
then
kind
of
gaps
and
in
services
and
outreach?
I
So
but
first
I'll
start
with
what
we
do
and
we
have
two
basic
breakdowns
in
our
services.
One
is
we
serve
adults
and
we
provide
career
services
and
training,
particularly
for
a
low-income,
minneapolis
residents,
18
plus,
so
those
are
those
fall
in
our
adult
services
realm
for
the
most
part,
but
we
do
have
some
crossover
and
we
have.
We
deliver
services
through
a
network
of
17
community-based
organizations,
some
of
whom
you'll
be
very
familiar
with,
but
like
clues
avivo.
I
Eastside
neighborhood
services
project
for
private
living,
so
emerge
kind
of
all
the
usual
suspects
that
you
might
know,
and
then
some
smaller
organizations
like
cappy
and
search
but-
and
I
I'm
happy
to
provide
a
listing
of
the
organizations
that
that
would
be
helpful.
But
I
didn't
want
to
overwhelm
this
slide
either
and
so
what
we
do
with
adult
services.
I
Is
we
contract
with
those
organizations
to
be
front-facing
so
they're
in
community
people
can
walk
in
their
doors,
maybe
not
during
covid,
but
typically
they
can
and
access
services
to
either
get
training,
get
connected
with
education
or
get
connected
with
a
job,
and
so
in
the
time
of
covet,
we've
had
to
transition
our
services
and
and
work
differently
like
everyone,
and
so
a
lot
of
our
organizations
have
transitioned
to
online
trainings
online
info
sessions,
virtual
services
and
so
on
and
they've
been
really
creative
in
how
they
do
that.
I
So
some
are
working
with
people
via
text
for
folks
that
don't
have
access
to
computers
or
internet
and
some
are
doing
zoom,
and
you
know
other
kinds
of
platforms
like
we're
using
to
have
some
face-to-face
contact
with
folks.
So
broadly,
then,
our
goal
with
our
adult
program
is
to
get
people
connected
to
work
and
there
might
be
an
intermediate
step
of
providing
training
that
would
skill
them
up
to
get
into
a
specific
job.
To
do
that.
I
The
second
set
of
services
are
aimed
at
youth
and
young
adults,
and,
as
I
mentioned,
there
is
crossover.
So
we
start
with
age
14
in
our
youth
services
and
we
go
through
it
says
24
here,
but
often
times
we
can
go
as
up
to
like
age,
30..
Those
those
boundaries
and
parameters
have
been
shifting
over
time
as
as
society
and
community
recognizes
that
oftentimes
people
are
not.
I
You
know,
necessarily
totally
ready
for
the
workforce.
They're
totally
considered
adults
in
some
ways
well
into
their
mid-20s
and
beyond.
So
we
can
do
some
some
mixing
and
matching
if
someone
might
be
better
suited
for
a
young
adult
program
that
could
offer
a
specific
training
that
can't
be
accessed
by
the
art
in
our
adult
programs.
I
But
I
would
say
that
we
don't
go
the
other
direction,
so
we're
typically
not
going
to
take.
You
know
a
30
year
old,
put
them
in
our
young
young,
adult
program
or
youth
program,
make
them
access
services
that
way,
and
then
we
have
drop-in
services.
So
we
have
the
cedar
riverside
opportunity
center.
We
call
it
croc
right
in
the
heart
of
cedar,
riverside
neighborhood
and
they
can
that
organization
is
staffed
by
emerge
and
then
a
number
of
other
organizations
like
hennepin
county
libraries
that
come
in
and
out
and
provide
drop-in
services
as
well.
I
Minneapolis
college
is
a
presence
there
as
well,
and
then
we
have
a
career
force
north
and
south
minneapolis
locations.
North
is
up
on
broadway,
west,
broadway
and
south
is
on
lake
in
chicago
roughly,
so
that's
our
presence
in
community
and
I
think,
a
lot
of
times.
People
don't
associate
the
city
of
minneapolis
with
providing
those
services,
because
we
don't
necessarily
put
our
face
on
the
programming,
that's
offered
by
ppl,
for
example,
but
we're
the
background
funder
of
that.
So
just
to
know
that
that
exists.
I
This
is
where
I'd
like
to
hear
a
little
bit
more
about
from
you.
So,
as
I
mentioned
in
the
beginning,
are
there
programs
that
you
know
of
right
now
that
are
serving
the
lgbtq
population?
Well,
I'd
love
to
hear
about
that,
and
then
are
there
gaps
in
services
that
you'd
really
like
to
see
us
work
towards.
So
I'll
tell
you
from
the
out
set
here
that
I've
worked
on
carving
out
some
specific
funding
to
be
able
to
address
gaps
and
needs
for
the
lgbtq
population,
so
that
we
can
really
specifically
create
something.
I
If
there
is
something
that
we
can
fit,
you
know
gap
fill
or
be
creative
with.
So
this
isn't
just
talking.
I
think
we
really
do
have
some
resources
to
put
behind
this,
and
I
want
to
make
sure
that
we
do
that.
Do
it
in
such
a
way
that
we've
asked
the
people
that
can
help
guide
the
programming
and
then
my
job
and
my
passion
is
actually
designing
and
implementing
programs
that
serve
community
and
then
evaluating
those
throughout.
I
So
I
threw
a
lot
of
questions
at
you,
but
maybe
where
we
could
start
is
two
things:
do
you
have
any
questions
about
the
services
we
offer
and
then
second,
maybe
you
could
talk
to
me
about
what
programs
you
know
of
that
are
offering
good
services
already
and
that
we
could
maybe
pattern
after
we'll
be
taking
some
notes
here
so
have
at
it.
F
Yeah
so,
first
of
all,
I
know
I'm
just
gonna
start
by
saying
the
gaps.
I
know
trans
folks
experience
a
lot
of
gaps
just
in
general
and
on
top
of.
F
F
F
So
I
think
we
can,
you
know,
bridge
some
gaps
by
just
making
sure
that
we
are
serving
those
folks.
I
mean
I
am
a
black
deaf
trans
person
and
I
do
personally
just
experience,
gaps
and
all
kinds
of
things,
so
I
won't
go
on.
I'm
sure
other
people
have
more
more
things
to
say,
but
I'll
just
put
that
out.
There.
I
Is
it
okay,
if
I
ask
questions
back
just
to
to
get
at
a
little
bit
more
of
the
experience,
because
it'd.
I
Just
because
of
the
specific
you
know
experiences
there,
you
know
if,
if
you
could
share
more
about
when
you've
tried
to
access
services-
and
you
know
not
gotten
what
you
needed,
that
would
be
good
to
know,
or
maybe
your
experiences
in,
like
specifically
with
an
employment
program
or
something
like
that.
Anything
would
be
helpful
for
me.
F
This
is
hunter
sure,
so
as
far
as
getting
employment,
for
example,
just
hire
just
after
I'm
hired
orientation,
if
there's
some
kind
of
a
sensitivity,
training
for
trans
folks.
F
For
all
my
you
know,
colleagues,
in
the
past
you
know
I
transitioned
at
work
and
you
know
had
a
name
change
and
people
wanted
me
to
prove
things
with
my
birth
certificate
and
stuff,
and
they
asked
me
all
kinds
of
uncomfortable
questions
and
then
also
I
experience
a
barrier
where
people
don't
provide
interpreters
and
people
don't
provide
interpreters
that
are
aware
about
trans
stuff.
F
F
I
think
you
know
it's
important
to
have
support
and
have,
like,
I
said,
the
sensitivity
trainings
to
make
sure
that
I'm
in
a
safe
place
that
I
can
come
out
at
work.
So
it's
important
to
have
training
so
that
there's
just
understanding
and
again,
like
I
said
not
having
access
to
interpreters
at
different
parts
of
my
job,
really
is
limiting.
B
I
Thank
you,
that's
super
helpful
and
because
it's
actually
not
a
place
where
I
would
have
seen
a
gap
right.
The
gap,
I'm
thinking
is:
oh
we're
not
finding
the
people
that
want
to
get
access
to
employment
or
we're
not
providing
a
training
or
an
opportunity
that
matches
the
interests
or
need.
But
what
I
didn't
think
about
is
it
may
not
be
a
situation
where
there's
difficulty
in
finding
a
job.
It
may
be
once
you're
employed,
there's
difficulty
in.
I
Actually
you
know
how
you,
how
you
show
up
in
that
job
and
how
you're
supported
in
that
work.
So
exactly.
F
For
that
yeah,
and
not
only
that,
but
you
know
just
looking
for
a
job.
F
You
know
for
me
when
I
just
tell
I'm
deaf
as
I'm
looking
for
a
job
all
of
a
sudden.
It's
like!
Oh,
no,
we're
not
looking
to
hire
or
you
know,
yeah,
because
there's
I've
got
all
kinds
of
things
I
can.
You
know
get
along
well
with
people
and
interact,
but
sometimes
I
just
I'm
not
given
an
opportunity,
because
I'm
deaf
and
I've
done
a
lot
of
work.
F
F
You
know,
and
I
know
that
behind
you
know
that
they
I
can
tell
and
just
see
in
their
face,
they're
just
totally
shocked
and
they
don't
know
how
to
react
to
me
and
then
you
know
being
trans
on
top
of
it
in
a
black.
It's
it's
just.
The
list
goes
on.
I
Does
anyone
else
have
a
a
thought
on
what
kind
of
gaps
you
see
in
employment
support,
or
you
know,
pre
or
post.
C
Yeah,
this
is
kenzie.
I've
been
in
the
social
services
realm
for
pretty
much
since
I
left
school,
and
I
have
definitely
noticed
that.
C
C
Queer
folks
that
I
have
worked
with
are
hesitant
to
access
any
services
unless
it
is
kind
of
explicitly
stated
that
you
know
we
are
lgbtq
friendly.
This
is
a
safe
space.
C
C
I
That's
good,
that's
a
lot!
No,
and
that
brings
to
mind
something
I
would
love
to
ask
of
your
counsel
and
I
don't
want
to
give
folks
work,
but
is
there
a
way
that
you
guys
could
come
up?
I'm
sorry,
my
dog
is
so
loud
in
the
background.
I'm
sorry
anyway
could
come
up
with
a
list
of
businesses
or
organizations
that
you
feel
are
friendly
are
offering
services
that
are
really
clearly
stated.
I
You
know,
lgbtq
friendly
are
in
it
and
actually
are
doing
it
not
just
saying
it,
but
doing
it,
because
we
can
then
start
to
attach
ourselves
more
or
do
messaging
through
those
organizations
or
contract
with
them
to
provide
outreach
or
services,
but
but
I'm
limited
in
in
what
I
know.
So,
if
you,
if
there's
a
way
to
list
or
is
there
a
way
for
us
to
put
a
a
tag
or
a
star
or
something
that
says
this
business
is,
is
friendly.
B
A
I
have
a
clarification
question.
Sorry
ray.
Can
I
just
clarify
for
the
notes
before
you
jump
in,
of
course,
are
you
looking
for
potential
employers
tammy,
or
are
you
looking
for
like
organizations
that
reach
queer
people
that
could
help
advertise
things
or
both
or
all
of
the
above
or
something
else?
I.
I
That
would
be
great
because
we
can
start
to
direct
young
people
from
our
trainings
to
those
employers
and
feel
drew
that
confidently
right,
but
then
others
I
would
like
to
see
you
know,
and
the
places
that
come
to
mind
are
like
youth
link
and
places
that
I
know,
or
I
think
are
friendly,
but
I
would
love
to
have
it
kind
of
that
extra
support
of
knowing
that
that
your
council
also
sees
that
and
then
also
giving
me
a
list
of
those
organizations
that
maybe
aren't
on
my
radar
already.
Does
that
make
sense.
H
Yeah
this
is
ray,
so
I
appreciate
that
tammy
because
I
was
actually
going
to
piggyback
on
kenzie
and
say
that
saying
they're
queer
friendly,
definitely
isn't
enough.
So
I'm
relieved
that
you
understand
that,
because
there
are
a
lot
of
places
that
say
like
we
love
diversity
and
they
haven't
done
the
work.
H
So
that's
also
to
say
that
it's
important
to
know
what
employers
and
organizations
mean
by
diversity,
because
I
think
a
lot
of
times
that's
code
for
like
looking
at
anti-black
racism,
which
is
incredibly
essential,
but
just
because
they're
they've
done
work
or
are
doing
work
on
that
axis
definitely
doesn't
mean
that
they've
done
work
with
transness,
and
so
I
think,
being
a
little
more
specific
and
careful
about
like
what
you
know.
We
have
a
diverse
workforce
or
we
do
a
lot
of
equity
and
diversity
work.
What
that
means
for
each
organization.
I
Thanks
and
track,
I
want
to
be
in
hunter.
I
want
to
be
cautious
about
how
much
time
I'm
taking,
so
you
need
to
give
me
the
the
send
the
music
off
the
stage
kind
of
thing.
If
I'm
going
too
far,
thank.
A
You
ray
and
thank
you
nancy.
This
is
track
you're
good
for
right
now
and
I
can
offer
to
start
at
least
from
like
lists.
I've
already
had
to
half
make
for
other
things,
pulling
together
what
I
have
for
you
tammy,
and
I
would
ask
that
other
folks
on
the
tec,
and
I
can
send
this
ask
out
as
well
for
the
folks
who
couldn't
make
it
tonight.
If
you
have
thoughts
of
employers
or
organizations,
we
should
be
advertising
through.
Please
send
that
to
me,
so
I
can
add
it
to
what
I'm
compiling.
I
Okay,
great,
I
have
I'm
absolutely
open
to
more
input
and
feedback,
but
I
also
want
to
throw
a
couple
other
things
out
there
one.
I
The
other
thing
is,
as
as
we
start
to
develop
programming,
I
want
to
have
some
sort
of
feedback,
loop
and
mechanism,
so
if
anybody's
interested
in
advising
on
our
the
development
so
that
we
don't
go
astray,
I
would
love
to
to
pick
your
brain
or
have
you
involved
in
that
in
some
way.
So
please
let
me
know
that
as
well.
I
And
track
knows
that
we've
got
the
city
group
as
well,
that's
kind
of
advising
and
making
some
recommendations
about
what
we
do.
But
I
think
that
I
want
to.
I
want
more
than
that.
I
want
this
group
plus
the
city
group,
because,
unfortunately
I
don't
I
you
know,
I
don't
know
what
I
don't
know,
and
so,
if
I
don't
ask
the
right
people
we're
gonna,
we're
gonna
not
create
the
right
thing.
So.
J
I'll
put
mine,
this
is
hunter
speaking
and
maybe
before
we
continue,
I
didn't
just
want
to
add
one.
I
think
another
gap
that
I'm
noticing,
I
think,
there's
two
other
gaps
that
I'm
aware
of
as
far
as
the
lgbt
community.
You
know
thinking
about
that.
Of
course
you
know
we
need
that
support,
but
sometimes
I
think
there
are.
J
One
woman,
so
some
people
maybe
are
they-
will
have
a
particular
view
where
they
are
being
supportive,
but
they
might
support,
for
instance
the
lgbt
community,
but
they
won't
support
the
trans
community,
and
so
I
think
that's
a
specific
gap
too.
So
there's
not
that's,
definitely
a
missing
piece
there,
where
there
isn't
that
support
for
the
trans
community,
specifically
and
even
within
the
queer
community,
and
so
I
think,
that's
one
thing
to
keep
in
mind:
there's
a
very
binary
view
thing
that
people
have
as
well
and
so
unfortunately,
that's
a
gap.
J
Is
that
there
often
there
are
so
many
excuses
that
are
made?
Often
we
see
that
happening.
J
Some
kind
of
I
think
we
need
support
programs
that
are,
you
know
that
actually
have
you
know,
for
instance,
even
just
legal
services
about
people
slandering
names
within
the
community,
and
you
know
outing
people
talking
about
domestic
violence.
Talking
about
all
these
kinds
of
things
too,
I
think
there
can
be
there.
People
become
targeted
in
the
community
and
I
think
it's
not,
I
think,
there's
just
not
enough
support
in
general.
It's
not
always
it's
not
always
personal,
but
I
think
it's
sometimes
directed
more
specifically
at
the
trans
media.
J
So
I
think
we
need
some
kind
of
support
there
as
well.
How
do
we
prevent
that
from
happening?
You
know
the
bullying
that
can
kind
of
happen
in
the
community.
J
J
They
are
starting
to,
you
know,
commit
suicide,
and
I
think
that's
something
you
know
we.
I
think
it's
because
of
cyber
bullying,
that
we
see
that
I
think
we
have
to
think
about
some
of
those
things
as
well,
and
how
do
we
support
building
that
kind
of
community
support
having
legal
protections
too,
especially
when
there
is
that
kind
of
damage
that's
happening
out
in
the
community,
I
mean,
unfortunately,
we've
lost
so
many
people
and
there's
not
been
any
kind
of
accountability
either.
J
So
I
think
that's
something
that
we
need
to
think
about.
You
know
right
now,
I'm
really
going
through
some
things
right
now,
myself
and
it's
been
so
frustrating
having
all
these
different
barriers
that
I'm
experiencing
and
to
be
honest
with
you,
I'm
just
I'm.
I
don't
want
other
people
to
have
to
experience
what
I'm
experiencing.
You
know
that.
I
Thank
you
and
thank
you
for
being
so
honest
and
open
that
that's
not
always
easy
to
do.
I
know,
let
me
throw
you
one
idea
that
I
had
and
it
could
be
crazy,
so
it
and-
and
I
usually
have
a
lot
of
crazy
ideas.
So
if
you
think
it's
just
not
at
all
an
option,
let
me
know
if
you
think
it's
something
that
maybe
is
something
we
could
look
at.
I
What
I
was
hoping
to
do
is
possibly
have
a
unemployment
program
that
was,
you
know,
developed
by
us,
but
that
would
hire
trans
people
to
actually
be
the
advocates
and
trainers
that
would
then
go
out
to
businesses
and
educate
and
advocate
to
the
business
to
the
community
organizations
provide
trainings
for
organizations
that
are
working
with
trans
and
lgbtq.
I
I'm
sorry,
I
know
it's
within
it,
but
I
can
never
do
that
right
so,
but
working
with
lgbtq
population
at
their
organizations,
because
I
think
what
happens
is
when
someone
like
me
would
walk
into
ppl
and
say
you
know
you
really
need
to
do
a
better
job
working
with
the
trans
community,
and
here
are
some
ideas
about
how
you
could
do
that.
They'll,
listen
to
me
they'll
hear
me,
but
it
has
just
it
like
has
limited
impact,
and
I
also
don't
have
that
experience
to
bring
to
it.
I
So
if
we
could
create
a
program
where
we
can
hire
people,
that
would
actually
do
that
work
and
be
the
experts.
C
C
You
have
an
advocate
there
to
kind
of
address
any
gaps
in
knowledge
that
the
employer
may
have.
I
think
that
would
be
really
incredible
and
also
just
while
I
have
the
floor.
This
is
completely
off
topic,
but
I
think
it
is
also
super
helpful
for
any
kind
of
employment
organization
to
to
be
able
to
do
like
background
checks,
so
folks
are
able
to
see
what
pops
up
on
their
record
right
now
I
work
with
a
lot
of
like
folks
on
probation
and
like
finding
a
place
that
can
run
a
background.
C
Check
for
free
is
very
hard,
so
just
throwing
that
out
there
as
well.
I
Kenzie
I'll
reach
back
to
you
with
some
some
resources,
because
I
do
have
some
some
information
about
that
that
I
could
share
that'd,
be
great
okay,
all
right,
so
I
think
I've
probably
hit
my
max
unless
folks
have
any
other
thing
they
want
to
share.
I
don't
want
to
not
give
anybody
the
opportunity
to
share
an
idea.
D
This
is
billy.
I
just
want
to
say
that
I
fully
support
your
crazy
idea
and
also
I
will
say
that,
as
a
queer
identified
person,
I've
had
the
privilege
of
working
jobs
that
have
a
larger
hr
department
and
I'm
in
a
union
now-
and
I
give
preference,
I
would
say,
as
a
queer
person,
I
give
preference
to
jobs.
That
kind
of
have
that
support.
D
Like
I
said,
I've
been
privileged
to
work
jobs
like
that,
but
there
are
hr
departments
that
aren't
well
trained
and
that
can
be
frustrating
as
well,
so
having
a
trainer
go
in
as
kinsey
was
stating
and
kind
of
having
support
on
both
ends.
Employer
employee
is
super
important
and
yeah.
I
think
that's
a
great
idea.
I
Awesome,
thank
you
all
right.
So
if
anybody
had
an
idea
and
didn't
want
to
share
it
with
the
group
but
wants
to
reach
out
to
me
directly,
I
am
at
your
service
would
love
to
talk
to
any
and
all
of
you
or
something
you
think
of
that
you
didn't
think
of
right
now.
B
A
A
Does
anyone
have
anything
else?
They
wanted
to
say
about
any
of
that
right
now,
before
we
jump
back
up
to
what
would
have
been
first
in
the
agenda.
G
What
I
was
gonna
say
this
is
may
what
I
was
going
to
say
to
her
was-
and
I
forgot
who
said
it
billy
the
great
thing
about
really
large
companies
that
have
lots
of
money
and
many
more
resources,
as
opposed
to
a
really
smaller
company
like,
for
instance,
I
know
johnson
and
johnson,
probably
10
years
ago,
actually
had
a
person.
G
Their
whole
job
was
to
coach
someone
through
the
whole
process
and
they
had
a
whole
a
person
who
navigated
everything
from
the
medical
benefits
side
to
it,
to
how
to
walk
through
the
different
parameters.
You
know,
be
it
the
legal
name
change
or
how
to
ready
the
department
for
the
person
who
was
transitioning.
G
I
just
can't
remember
the
name
of
the
department,
so
what
I
was
going
to
suggest
to
the
to
the
woman
who
was
your
emmy
was
that
that's
something
if
she
wanted
to
look
into
it
and
get
some
background.
That
might
be
a
good
place
to
start.
I
G
G
A
I
know
I
was
supposed
to
lead
the
next
item
on
the
agenda,
so
I
will
jump
up
to
that
which
was
just
giving
some
updates
on
where
the
tec's
recommendations
to
city
council
are
at
and,
as
always,
I
will
also
put
this
in
the
notes
with
links
to
like
the
actual
ordinance
language
etc
on
the
city's
limbs
website.
A
But
in
terms
of
your
recommendations
around
housing,
the
only
things
that
have
changed
are
the
city
staff
are
drafting,
renter
eviction,
protection
ordinances
and
we'll
bring
them
forth
for
a
public
hearing
and
council
vote
sometime
this
month.
Attempting
to
get
that
passed
before
the
end
of
the
eviction
moratorium,
which
we
know
is
a
constantly
moving
deadline.
But
the
goal
is
to
get
that
passed
this
month.
A
A
So
that
is
one
piece
of
good
news
there.
Does
anyone
have
any
questions
on
that
before
I
move
on
to
community
safety.
B
A
Not
in
terms
of
things
that
were
categorized
under
community
safety,
the
bad
news
is,
although
the
city
did
put
support
for
the
panic
defense,
the
state
level
panic
defense
bill
in
our
legislative
agenda,
the
panic
defense
bill
did
not
get
a
hearing
at
the
state
level
and
probably
won't
this
late
into
the
legislative
session.
So
that
is
not
happening
this
year,
which
is
both
unsurprising
and
really
frustrating
updates
on
other
pieces
of
the
community
safety
recommendations.
A
The
community
drafted
charter
amendment
to
remove
mpd
from
being
a
required
city
department,
the
petition
signatures
for
that
charter.
Amendment
have
been
brought
to
the
clerk's
office.
The
clerk's
office
has
10
days
to
confirm
that
it
is
people
who
are
registered
to
vote
and
then
we'll
start
the
proj
process
of
moving
it
through
the
charter
commission,
which
is
the
next
step
to
get
it
on
the
ballot.
So
that
piece
is
moving
forward.
A
Also,
I'm
being
told,
I
have
bad
network
quality.
So
if
I
start
cutting
out,
please
let
me
know,
and
a
number
of
different
pieces
of
community
safety
work
were
funded
in
the
2020
budget,
I'm
linking
to
some
of
them
in
the
notes,
including
a
lot
of
different
like
how
can
staff
look
at
how
to
get
certain
pieces
of
what
the
police
are
currently
doing
out
of
mpd?
A
And
so
one
piece
that
is
newly
moving
forward
is:
there
is
a
staff
direction,
which
is
the
technical
term
for
council,
told
these
particular
staff
to
do
something
by
this
deadline,
and
it
is
now
officially
their
responsibility
for
staff
in
the
office
of
performance
and
innovation
to
start
working
with
a
bunch
of
other
departments
on
a
plan
and
timeline
for
what
it
would
look
like
to
create
an
unarmed
traffic
safety
division
that
would
do
traffic
safety
enforcement
instead
of
mpd.
A
Supposed
to
report
back
with
the
vision
for
that
division
and
with
the
timeline
to
council
by
the
end
of
june,
I
will
obviously
be
keeping
an
eye
out
for
that
report
back
and
we'll
update
you
all,
and
particularly
the
policy
subcommittee
on
it
once
we
hear
more,
that
is
one
of
the
more
specific
pieces
out
of
what
came
out
of
the
2020
budget.
A
A
Those
are
the
updates
I
have
around
the
community
safety
recommendations.
Does
anyone
have
questions
on
any
of
those
and,
if
I'm
getting
either
like
too
jargony
or
so
high
level
that
it
doesn't
make
sense,
please
let
me
know
when
I've
been
like
swimming
in
some
of
these
documents,
it's
hard
to
figure
out
how
to
summarize
them
in
a
way,
that's
helpful
for
other.
B
B
If
not
update
on.
A
The
word
to
anyone,
you
know
who
might
want
to
be
the
city's
next
gender
inclusivity,
trainer,
nico
and
emma
are
both
serving
on
the
review
committee,
along
with
myself,
dan
denny,
hr
and
destiny
was
recently
promoted
and
is
kind
kind
of
has
three
roles
at
once
right
now,
once
she
is
fully
transferred
into
her
new
position,
we
will
start
moving
again
on
the
hr
trans
equity
survey
around.
How
can
the
city
better
support
trans
employees,
but
that
is
currently
waiting
essentially
on
destiny?
A
To
not
have
three
jobs
at
once
is
the
update
on
where
that
is
sat.
Does
anyone
have
any
questions
on
either
of
those.
A
A
A
That
is
what
I've
got
on
updates
on
your
recommendations.
Does
anyone
have
any
questions
on
any
of
that
overall.
F
Hunter
here
I
do
have
a
question.
F
I
guess
I'm
going
to
be
a
little
bit
blunt
about
the
bathroom
discussion,
you're
saying
it's
in
process.
I
don't,
I
think,
I'm
not
understanding.
Is
it
like
taking
a
long
time
or
jeez?
I
feel
like
this
has
been
a
conversation.
We've
been
having
for
six
years
or
something
so
I
don't
know.
F
A
A
I
think
I
got
clearer
on
how
to
best
push
and
support
your
recommendations
as
the
tec
staffer
this
year
than
I
had
been
in
the
past,
and
I
have
followed
up
a
lot
more
directly
with
council
members
and
council
offices,
whereas
in
the
past
you
all
had
just
kind
of
presented
your
recommendations
and
we've
waited
to
see
what
stuck.
Essentially,
because
I
have
been
following
up
a
lot
with
council
offices.
They
have
then
been
following
up
regularly
with
community
planning
and
economic
development,
which
is
what
is
getting
this
moving.
A
D
C
So
I
guess
that
concludes
that
and
for
our
subcommittees.
C
I
volunteered
to
report
back
on
policy,
so
I'm
to
get
my
little
notes
here
and
just
jump
in
so
the
26th
track
gave
us
some
updates
from
congresswoman
ilhan
omar's
lgbtq
roundtable.
C
So
some
highlights
from
that
is
seeing
what
it
would
look
like
to
ban
conversion
therapy
in
the
entire
state
of
minnesota.
And
if
you
are
like
me,
you
might
be
thinking
didn't
we
do
that.
C
Well,
it
was
just
in
the
city
of
minneapolis,
so
obviously
still
a
lot
more
ground
to
cover
and
hopefully
we'll
see
the
band
popping
up
in
other
cities
and
yeah
eventually
it'll
hit
the
state
level
and
track
kind
of
touched
on
this,
the
transforming
community
safety
and
jay
they
asked
not
even
in
st
paul,
I
somebody
else
might
know.
I
don't
think
so.
I
just
heard
about
minneapolis.
C
Oh
nice,
so
yes
transforming
community
safety.
C
We
talked
a
little
bit
about
the
unarmed
traffic
safety
division
and
what
that
would
look
like
and
whether
the
tec
would
like
to
chat
with
council
member
cunningham
regarding
this
project
track.
Correct
me,
if
I'm
wrong,
but
he's
kind
of
leading
that
project.
C
Excellent
and
yeah
I
brought
up
in
our
meeting.
C
C
Base
level
like
the
city's
trying
to
do
something,
but
I
just
for
me
in
my
gut
it's
like
not
the
right
something
so
yeah,
I'm
wondering
if
anybody
else
has
any
interest
in
getting
something
together,
so
we
can
talk
to
councilmember
cunningham
about
this
I
mean
hunter
was
blunt
I'll,
be
blunt
as
well.
It
like
truly
seems
like
the
bare
minimum,
like
unarming
to
like
traffic
cops,
seems
very
silly,
so
yeah.
I
guess
I'd
like
to
open
that
up
for
a
discussion.
C
And
then
just
today,
actually
there.
F
C
F
That
feeling
that
it
does
feel
like
the
bare
minimum,
so
I
just
want
to
give
you
support
on
that.
C
C
I'm
sure
somebody
can
send
that
resource
out
if,
if
anyone's
interested,
beautiful
beautiful
and
they
have
an
event
coming
up,
but
I'm
sure
we'll
we'll
get
updates
as
that's
planned
more
and
I
think
that's
it-
I
mean
we
had
a
pretty
tiny
policy
subcommittee
meeting,
so
I
couldn't
have
missed
much
but
may,
if
you
have
anything
to
add
that
I
did
not
get
to
feel
free.
Otherwise
we
can
kick
it
to
training
subcommittee.
A
Yeah-
and
this
is
track
because
we
had
to
move
this
tec
meeting
a
week
earlier
to
avoid
holidays,
there
hasn't
actually
been
a
training
meeting
since
the
last
tec.
Meeting
training
is
meeting
tomorrow.
I
should
have
just
not
put
it
on
the
agenda
at
all,
as
opposed
to
putting
it
on
the
agenda
and
striking
it.
I
wasn't
fully
thinking,
but
I
think
policy
is
all
we
have
updates
on
right
now
and
we'll
just
have
a
couple
rounds
of
updates
from
training
at
the
next
tec
meeting
beautiful.
B
A
That
case,
I
think
it's
me.
This
is
track
to
talk
about
trans
issues.
Work
group
updates.
So,
as
many
of
you
know,
the
trans
issues
work
group
is
the
internal
city
group
made
up
mostly
of
employees
that
works
on
some
of
the
more
internal
trans
equity
issues.
A
The
division
doesn't
even
really
end
up
being
internal
external,
but
it
just
means
we've
got
more
folks
doing
this
work,
which
is
great
even
if
the
division
of
labor
is
unclear,
and
so
we've
been
working
on
drafting
trans
equity
requirements
that
we
would
attach
to
city
grants
with
shelters
and
also
with
other
social
service
providers.
We
have
a
more
final
draft
of
the
policies.
A
I
can
send
them
back
out
if
anyone
is
curious
and
where
we're
looking
in
terms
of
next
steps
is,
we
are
meeting
with
procurement
staff,
so
staff
within
finance
and
staff
in
all
of
the
relevant
departments
in
the
city
and
county,
to
try
to
institutionalize
a
process
of
getting
these
policies
into
the
contracts.
So
it's
not
just
dependent
on
the
person.
Who's.
Writing
the
contracts
right
now
knows
to
attack
them,
and
when
that
person
leaves
the
city
it
goes.
A
Poof,
I
am
meeting
with
some
staff
from
procurement,
as
well
as
council
member
fletcher's
office,
he's
offered
to
support
on
some
of
the
finance
side
of
this
next
week,
and
I
will
keep
you
all
posted
the
other.
Next
steps
are
just
finalizing
the
policies
we've
sent
them
to
a
couple
more
folks
for
feedback,
but
are
pretty
close
to
being
done,
and
then
the
last
piece
and
the
piece
that
connects
to
some
other
pieces
of
this
work
is
staff
in
city
departments
that
are
managing
these
contracts.
A
A
Okay,
I'm
gonna
start
over.
Please
let
me
know
if
I
freeze
again,
but
so
we
have
more
final
drafts
of
these
policies.
We
will
be
meeting
with
procurement
staff
and
staff
in
all
the
relevant
departments
in
the
city
and
county
to
institutionalize
a
process
of
getting
these
policies
into
the
contracts.
So
it's
not
just
dependent
on
the
person
who
normally
writes
these
contracts
knows
to
put
it
in
there
and
when
they
leave
their
job
at
the
city.
A
It
all
goes
poof
we're
going
to
finalize
the
policies
and
then
the
other
next
step
is
getting
the
staff
in
the
relevant
city
departments.
So,
like
the
staff
who
manage
our
contracts
with
shelters
to
get
the
city's
gender
inclusivity
training
so
that
by
the
time
we
roll
these
out
with
their
contracts,
they
will
feel
comfortable,
providing
some
basic
basic
explanation
and
technical
assistance
to
the
providers
they're
working
with,
and
when
someone
comes
to
them
and
says
I'm
required
to
do
this.
What
does
it
mean?
Why
is
it
important
they
may
like?
A
They
may
refer
that
person
at
some
point
to
my
division.
They
may
not
end
up
going
through
the
whole
explanation
with
them,
but
they
will
be
able
to
provide
some
level
of
support
there
and
we'll
just
know,
what's
going
on
and
feel
comfortable
with
that,
and
that
shouldn't
be
an
issue
to
get
that
hap
to
happen
before
we
roll
these
out,
because
realistically
we're
not
going
to
have
new
contracts
to
put
these
in
for
close
to
another
year
at
the
soonest
some
contracts
longer
than
that,
because
our
contracts
are
often
multi-year.
A
But
that
is
why
we're
working
on
institutionalizing
this
so
that
it
will
still
be
able
to
go
into
place
whenever
there
are
new
contracts
yeah,
I
will
stop
there.
That
is
the
main
that
is
the
main
update
and
then
the
other
thing
that
came
out
of
that
is
tammy,
saying
I'm
really
excited
about
this
and
want
to
do
this
with
the
employment
providers
and
want
to
do
even
more
than
that
and
actually
provide
more
lgbtq,
specific
programming
and
pull
aside
funding
for
that,
and
you
heard
all
of
that
from
tammy
already.
A
B
B
A
B
A
Kenzie
hunter
was
I
going
to
do
this.
I
don't
remember.
C
I
think
anybody
that
has
been
involved
in
summit
planning
can
kind
of
report
back
on
this
one.
But
I
was
not
able
to
make
the
last
meeting.
F
This
is
this
is
hunter,
I'm
just
trying
to
make
sure
that
I'm
not
missing
anything
interpreter
trying
to
unmute
and
everything.
Let's
see
here,
I
think
that
we've
talked
about
you
know
providing
that
interpreter
where
we
talked
about
interpreting
interpreter
workshop.
That
was
she's
in
april.
My
gosh
time
goes
by
fast.
F
You
know,
I
think,
we'll
continue
to
use
our
same
interpreters,
that
we've
been
using
melissa
and
then
ask
that
them
to
help.
You
know
with
schedule
scheduling.
F
F
To
get
certified
deaf
interpreters
when
possible,
or
just
deaf
interpreters
that
are
willing
and
interested
to
mentor
and
observe,
because,
if
they're
interested
in
learning
more
then
this
is
a
good
place
to
do
it.
So
that's
good
news.
However,
you
know
we
have
to
confirm
the
dates
before
we
can
move
forward
on
anything.
F
F
A
F
F
A
Totally
back
at
you
yeah,
and
I
was
going
to
give
you
all
the
update
around
dates
and
everything.
So
I
can
offer
that
and
want
to
hear
other
updates
questions
suggestions.
You
all
have
plan
right
now
is
for
the
summit
to
be
over
two
days
october,
3rd
and
october
4th,
which
is
a
sunday
and
a
monday
with
some
afternoon
programming
and
some
evening
programming.
A
Both
days
right
now,
we've
thrown
out
like
a
three
to
five
pm
session
and
a
6
30
to
8
30
pm
session,
but
those
are
flexible
and
are
really
just
best
guesses
of
what
might
work.
So
I
am
open
to
any
feedback
on
that
and.
A
We
are
talking
mostly
virtual,
some
hybrid,
still
unclear.
We
just
I
mean
the
governor
just
gave
a
reopening
update.
Today,
the
city
is
generally
less
open
than
the
governor's
updates,
and
I
want
to
make
sure
we
have
anything
that
we
have
an
in-person
version
of.
We
also
have
a
virtual
version
of
for
people
who
do
not
feel
safe
in
person
or
for
whom
it's
not
accessible.
A
F
A
Last
year
we
used
slack
and
then
we
were
on
zoom.
I
don't
know
what
your
I
don't
know
what
you
were
referring
to
slack.
That's
what
I
was
thinking.
F
Of
will
we
use
that
as.
A
Well
want
to
hear,
if
you
think
we
should
for
folks
who
weren't
there,
we
basically
used
slack
as
a
place
for
people
to
connect
both
to
like
get
tech,
support
and
logistical
information,
and
also
to
connect
socially,
since
we
weren't
all
in
a
room
together,
curious
to
hear
if
it
feels
worth
doing
again.
F
Well,
so
the
reason
why
I
ask
is
because
the
interpreters
used
it
as
well
and
it
was
really
helpful
for
scheduling,
interpreters
and
the
interpreters
were
in
a
group
there
as
well.
So
then
you
know
they
could
chat
and
we
could
figure
that
out
as
well.
So
if
we
don't
use
slack,
I
would
just
suggest
that
we
use
something
else
or
we
could
just
even
use
slack
for
the
interpreters
alone,
because
it
was,
you
know,
I
think
that
that
helped
reduce
the
confusion.
So
it's
totally
up
to
you.
A
Totally,
this
is
track
thanks
for
that
other
updates.
I
have
for
you
all.
We've
talked
the
past
few
years
about,
like
the
summit's
a
lot
bigger
than
it
was
when
it
started.
Should
it
just
be
a
giant
once
a
year
event,
or
should
we
break
things
up
and
what
we're
looking
at
right
now
is
having
like
still
a
big
summit.
A
Every
fall
a
little
bit
less
programming
than
last
year,
just
because
we
were
over
ambitious
last
year
about
what
we
could
really
do,
but
then
also
having
a
smaller,
less
formal
event,
with
just
some
of
the
programming
each
spring,
not
a
keynote,
not
a
panel,
not
some
of
the
most
expensive
pieces,
but
still
offering
some
of
the
healing
spaces
still
offering
some
spaces
for
connection
to
kind
of
meet
the
need.
We've
heard
for
increased
content
and
programming,
so
that
that
is
the
plan
for
right
now
and
we
started
talking
about
themes.
A
A
C
A
wide
variety
of
things
so
that
it
can
be
a
choose,
your
own
adventure,
and
I
think
both
of
the
themes
are
very
important.
C
But
how
do
you
pick
one
so
we
let's
do
it
all.
This
is
what
I
think.
J
J
J
You
know,
I
think,
to
really.
I
think
we
need
something,
a
bigger
about
about
change,
and
you
know
more
than
just
reform.
D
And
this
is
billy
to
kind
of
piggyback
off
hunter.
I
think
that
with
the
pandemic
and
the
trial
like
the
city
has
just
gone
through
such
a
tumultuous
year,
that
you
know
maybe
the
the
theme
can
just
be
like.
I
like
that.
I
personally,
like
the
theme
of
of
joy,
I
think
it'd
be
hard
to
I
mean,
have
an
entire
summit
around
joy.
D
I
think
the
joy
will
just
be
that
we're
getting
to
be
in
a
group
again-
and
you
know,
talk
about
important
subjects
and
hopefully
everyone
or
most
people
are
vaccinated
by
then,
but
I
think
it's
it's
a
joyous
event
just
because
you
know
we
can
focus
on
community
after
having
such
a
hard
year.
So
that's
just
my
initial
thought
to
you
know
having
a
quote
unquote
theme.
I
don't
think
we
maybe
have
to
call
it
a
theme.
I
think
that's
what's.
D
I
guess
confusing
for
me
because
I,
like
the
thought
of
the
choose,
your
own
adventure,
like
you,
know,
having
a
lot
of
things
to
explore
or
have
open
to
people
who
maybe
are
not,
who
you
know,
that's
not
open
to
all
the
time.
So
maybe
not
calling
it
a
theme,
but
just
you
know
excited
to
be
there.
A
The
only
other
piece
around
the
summit
is,
I
will
say,
if
anyone
wants
to
be
more
involved
with
any
of
the
pieces
of
coordination,
either
helping
coordinate
our
volunteers,
which
nico
was
a
hero,
ended
last
year,
helping
coordinate
some
of
our
sponsors
or
anything
else.
Please,
as
always
drop
your
name
in
the
chat
or,
let
me
know-
or
if
you
know
other
folks
you're
connected
to
who
would
be
interested
in
trying
out
one
of
those
roles
or
getting
more
involved
in
any
way.
A
If
not,
I
think
that
is
all
we
have
and
we
would
actually
be
wrapping
up
a
little
bit
early.
Does
anyone
have
any
more
questions,
thoughts
on
anything
from
earlier
that
they
didn't
get
to
throw
in.
D
This
is
billy
again.
Have
we
decided
to
reschedule
the
in-person
tec
get
together?
I
may
have
missed
that.