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Description
City of San José, California
City Council Study Session - Foundational Racial Equity Training, September 29, 2022
Pre-meeting citizen input on Agenda via eComment at https://sanjose.granicusideas.com/meetings.
This public meeting will be held at San José City Hall and also accessible via Zoom Webinar. For information on public participation via Zoom, please refer to the linked meeting agenda below.
Agenda: https://sanjose.legistar.com/View.ashx?M=A&ID=983044&GUID=05BC3C38-0C28-45EF-ADF0-78125A938F3B
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B
B
D
A
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C
C
Okay,
thank
you
Tony
and
thank
you.
Everyone
for
Gathering
and
I'm.
Sorry
to
be
doing
this.
Virtually
I
just
literally
got
off
a
plane,
but
I
I
appreciate
all
the
work
of
C
Major's
office,
particularly
of
Suma
Maciel,
and
the
entire
team
in
our
office.
Racial
Equity
for
their
efforts
over
the
last
several
months,
and
particularly
in
preparation
for
this
convening
and
I
believe
Wilcox
will
be.
Leading
us
off.
Is
that
right,
Nate.
E
E
You
know
many
of
us
born
and
raised
in
San
Jose
and
the
ones
that
haven't
have
been
here
for
a
very
long
time
can
see
that
it
is
a
place
where
there's
a
lot
of
opportunity
to
belong,
strive,
I
feel
good
about
ourselves.
Clearly,
over
the
last
two
years
what's
been
brought
to,
the
Forefront
is
not
everyone
has
the
same
opportunity
and
some
have
zero
opportunity.
E
We
saw
this
during
the
pandemic,
where
our
continuity
of
services
and,
quite
frankly,
brand
new
Services
need
to
be
spun
up
to
support
our
most
at-risk
residents
or
vulnerable
residents
in
our
community.
This
required
a
lot
of
work
on
existing
services
that
we
provide
every
day,
but
also
new
services
that
we
continue
to
provide
today.
E
So
we
could
build
capacity
throughout
our
entire
organization
that
work
started
this
spring
and
is
composed
of
two
modules
and
today,
we'll
be
going
through
part
of
that
ourselves
to
date,
I
should
say
not
as
of
to
date,
but
as
of
June
30th
of
this
year,
99
of
our
employees
went
through
the
first
module
of
this
training
and
90,
as
of
today
have
completed
part
two,
so
zoman
all
the
directors
in
here
kudos
to
all
of
you
for
prioritizing
this
work.
It's
very
important.
E
E
For
this
we've
brought
together
the
council
and
Senior
leadership
in
the
organization,
because
we
do
have
a
very
collaborative
and
open
policy,
making
experience
and
collaborative
experience
with
the
two
so
I
invite
each
of
you
to
reflect,
listen
and
be
open-minded
and
again.
I
want
to
as
I
hand
it
off
to
Zuma
Maciel.
Thank
you
and
your
team
as
well
as
collective
Justice
for
bringing
us
here
today.
Thank
you.
D
Thank
you
good
afternoon,
I'm,
the
director
of
the
office
of
racial
Equity,
thank
you
Lee
and
thank
you
Jennifer,
an
angel
who've.
Given
me
the
vote
of
confidence
to,
and
the
team
to,
to
carry
out
this
really
important
work.
I
am
feeling
very
honored
and
privileged
to
even
be
a
part
of
creating
a
session
like
this,
for
all
of
you
for
the
leaders
of
the
organization
for
the
elected
officials
and
really
for
the
public.
D
D
D
So
so
today
it
is
that
piece,
it's
basically
an
abbreviated
version
of
the
foundational
racial
Equity
training,
and
we
hope
that,
as
we
go
along
that
you
perhaps
dive
back
to
the
LA,
the
previous
study
session
on
trauma-informed
care,
which
was
beautifully
orchestrated
by
my
colleague,
Cali
Parmley,
because
there's
a
lot
of
intersection
with
the
trauma-informed
care
and
culture
work
that
we're
doing
in
the
organization
with
racial
Equity.
It
doesn't
negate.
You
know.
First
of
all,
let's
acknowledge
that
we
all
are.
We
have
all
experienced
trauma
in
our
lives.
D
Today
we
again,
this
is
an
abbreviated
version
of
foundationals
part,
one
and
two,
but
we
also
have
carved
out
the
last
20
minutes
or
so
to
give
you
all
an
update
on
the
office
of
racial
equity
and
a
quick
snapshot
of
some
bright
spots
and
the
path
forward.
So
with
that
I
am
going
to
hand
it
over
to
The
Justice
Collective.
Our
partners,
both
Lina
Karu
and
Ellie
tabuam,
are
part
of
an
organization
founded
in
2015
in
Oakland
California,
so
they
are
Bay.
D
D
B
Noon
are
you
ready,
hi,
hey
everybody?
My
name
is
Lena
Carew.
It's
such
a
pleasure
to
be
here
with
you,
I'm
joined
here
by
my
my
partner
here,
Ellie
tombuen,
and
it
is
such
a
delight
and
honor
to
be
here
with
you
today.
Can
you
hear
me?
Okay,
full
disclosure.
This
is
a
first
in-person
session.
I've
done
it's
before
March
2020.
Yes,
exactly!
B
B
So
over
the
last
about
15
years,
I've
been
working
in
systems
level
change,
advancing
racial
Equity
diversity
and
inclusion.
My
specialty
and
background
is
in
higher
education
systems
so
in
the
state
of
California.
So
that's
been
the
space
that
I
have
been
spending
the
most
time
in
from
a
policy
perspective
perspective,
as
well
as
a
leadership
development
perspective.
So
I
continue
to
work
primarily
with
students
of
color
in
the
community
college
space.
B
If
anybody
wants
to
geek
out
on
Community
College
policy
all
day
every
day,
I
love
it
I
love
it
I
love
it
and
it's
been
a
pleasure
to
understand
how
all
of
these
systems
intersect
with
one
another
and
affect
our
daily
lives.
So
I'm
certainly
going
to
bring
some
of
that
into
the
conversation
today
and
I'm,
going
to
pass
it
over
to
to
Ellie
to
introduce
herself
before
I
move
forward.
F
Thank
you
so
much
Lena
I'm
gonna
get
to
the
mic
just
because
I'm
wearing
a
mask
normally
I
enjoy
projecting
it's
so
wonderful
to
be
here
with
all
of
you.
We've
been
really
looking
forward
to
this
moment
and
it
has
been
a
journey
as
you
can
imagine,
working
in
racial
Equity
throughout
the
pandemic,
especially
I.
Come
to
this
work
through
public
service
and
community
service.
F
I
worked
in
philanthropy
and
social
impact
for
a
decade
before
coming
back
to
public
administration
in
the
city
and
county
of
San
Francisco
serving
on
the
policy
subcommittee
of
the
San
Francisco
adult
probation
department
and
I've
also
done
some
work
in
open
data,
Civic
engagement
in
the
city
of
Oakland's
mayor's
office.
So
a
lot
of
what
you
do
has
very
personal.
You
know
implications
for
me
and
just
provides
a
lot
of
context
and
empathy
building
that
I'm
hoping
will
really
come
through
today.
B
Right
so
briefly
about
The
Justice
Collective,
we,
as
Zuma
said
we
were
founded
I'm
one
of
the
co-founders
is
along
with
Ali
and
our
and
our
partner
here,
Danielle
de
Ryder
Williams.
We
were
founded
in
in
2015,
and
our
mission
is
to
transform
organizations
by
unlocking
and
uplifting
the
abundance
within,
and
one
thing
I
want
to
point
out
about.
That
is
that
we
really
do
take
a
strengths-based
approach
to
our
work
right.
So
what
can
be
so
challenging?
B
One
of
the
many
challenges
of
advancing
racial
Equity
is
the
the
opportunities
that
there
are
to
really
make
people
feel
guilty
and
shameful,
and
that
can
challenge
our
ability
to
help
kind
of
move,
hearts
and
minds
and
really
be
open
to
new
ideas
and
experiences
that
are
different
from
ours.
So
it's
really
important
that
we,
when
we
assess
organizations,
train
organizations
and
develop
strategies
with
organizations
we're
looking
at
first
what
works.
B
Well,
why
does
that
work
well,
and
how
can
we
do
more
of
that,
while
also
acknowledging
that
there
are
probably
things
that
aren't
working
so
well
and
aren't
serving
our
communities,
and
how
can
we
do
better
towards
that?
Our
core
values
are
abundance,
collaboration,
radical
and
empathetic
leadership
and
transformation.
So
this
is
a
little
bit
about
Who
We
Are,
but
before
we
get
started
for
and
dive
into
content,
I
want
to
invite
Zane
Barnes
up
to
the
podium
here
to
read
out
loud.
B
C
Thank
you
very
much.
You
may
ask
why
I'm
doing
this
as
first
people's
land
recognition,
but,
as
some
of
you
do
know,
I
am
a
Native
American
from
rural
South
Dakota
spending
my
formative
years
on
a
reservation
in
Eagle
Butte,
South
Dakota,
and
so
this
is
something
that's
very
close
to
my
heart.
So
I
get
the
privilege
of
reading
the
first
people's
land
recognition
that
states
the
following.
C
C
consistent
with
our
values
of
community
inclusion
and
diversity,
we
have
a
responsibility
to
acknowledge
and
make
known
through
various
Enterprise
Enterprises,
the
city
of
San
Jose's
relationship
to
first
first
nation
peoples
on
these
lands.
Our
continued
efforts
in
fostering
relations
with
First
Nation
Aboriginal
people
who
call
San
Jose
home
and
continue
to
have
a
relationship
with
that
land
are
enduring
the
city
of
San
Jose,
the
city
of
San
Jose's
efforts
are
rooted
in
deep
respect,
understanding
and
collaboration
in
an
effort
to
maintain
balance
among
amongst
its
inhabitants
and
its
ancestral
caretakers.
C
B
All
right,
thank
you
for
that.
We're
going
to
be
certainly
talking
more
about
the
experience
of
indigenous
communities,
some
here
in
San,
Jose
and
across
California,
and
if
you
haven't
already
check
out
this
website,
it's
actually
really
really
interesting,
so
native
land,
dot,
CA
and
you
can
see
similar
to
this
image.
B
Let
me
actually
go
back
a
slide,
so
here's
our
agenda
for
today
for
those
that
are
in
person,
you
probably
have
a
handout.
So
here
we
are
being
welcomed
and
getting
started
I'm
going
to
pass
it
over
to
Ellie
in
just
a
moment
to
to
lead
us
through
a
somatics
exercise.
If
you're
online
you're
here
in
person,
My
Hope
Is
that
that
you'll
engage
in
that
activity,
then
we're
going
to
spend
some
time
on
historical
structural
inequities,
I'm,
focusing
on
San
Jose,
of
course,
but
also
the
Bay
Area
right.
B
So
there's
all
these
inter
interrelationships
between
between
the
region,
then
we're
going
to
explore
our
own
personal
identities
and
how
they
relate
to
your
roles
and
your
leadership
in
in
at
the
city.
We're
going
to
take
a
10
minute
break
and
then
come
in
for
the
last
portion,
which
is
demystifying,
dominant
culture
and
there's
some
activity
in
there
as
well,
and
then
exploring
some
best
practices
for
leaders,
then
we'll
hand
it
off
to
the
or
team
Uma
mentioned
for
some
progress
updates
from
from
the
Department
okay,
the
pause
here
are
there
any
questions.
B
B
Then
we're
here
to
identify
and
describe
examples
of
racial
Equity
diversity
and
inclusion.
Concepts,
Define
and
assess
common
myths
related
to
dominant
culture
and
the
relationship
to
an
equitable
and
inclusive
workplace
in
the
city,
recognize
and
describe
the
interrelationship
between
emotional
intelligence
bias
and
racial
equity,
identify
and
assess
best
practices
in
the
field
for
Equitable
leadership
and
to
drive
Equitable
outcomes
at
the
city
of
San
Jose
and,
lastly,
we're
going
to
focus
on
awareness
of
City's
efforts
and
accomplishments
in
a
path
forward.
At
the
end,
right.
B
B
All
right
so
I'm
going
to
walk
through
what
we're
framing
here
as
as
an
offer
of
individual
intentions.
Sometimes
we
call
these
Community
agreements.
If
you
work
either
in
your
department,
you
might
have
even
team
agreements
here
at
the
city
or
if
you've
done
any
Community
work.
Often
there's
Community
agreements,
and
all
that
is
to
say
is
how
do
we
show
up
in
the
space
together
right?
B
So
you
might
already
have
some
existing
norms
and
agreements
and
I'll
be
interested
to
hear
about
that
later,
but
we're
going
to
offer
a
few
to
get
started
so,
first
we're
inviting
you
to
try
it
on
be
willing
to
try
on
new
ideas
or
ways
of
doing
things.
That
might
not
be
what
you
prefer
or
are
familiar
with.
B
B
Next,
we're
going
to
reframe
refrain
from
blaming
or
shaming
our
self
and
others,
so
that
refers
to
sometimes
your
internal
internal
narratives
right,
oh
I,
didn't
say
that
right
right,
like
that's
an
internal
narrative,
sometimes
people
have
that
prevents
them
from
actually
sharing
openly
right.
We're
not
here
to
blame
ourselves,
we're
not
here
to
blame
others.
B
Sometimes
we
just
don't
say
it
right
and
that's:
okay,
right,
we're
here
to
move
on
all
right
and
last
practice,
mindful
listening,
be
willing
to
be
surprised,
I
struggle
with
this
one,
but
I'm
trying
lifelong
learning
be
willing
to
be
surprised
to
learn
something
new,
listen
with
your
whole
self.
Whatever
that
looks
like
for
you.
Are
there
any
questions
about
this?
B
B
We're
not
going
to
be
able
to
have
as
much
a
large
group
discussions
as
we
would
typically
have
right,
and
so
because
of
that,
I
need
to
know
where
y'all
are
at
right,
and
so
my
hope
is
that
by
offering
this
fist
of
five,
it's
a
way
to
get
a
mood
check
to
know
when
I
can
speed
up
or
what
I
need
to
slow
down
right,
because
we
want
to
really
bring
everyone
along
with
us
right.
So
a
fist
represents
like
not
only
do
I,
not
understand,
I'm,
not
okay,
to
move
forward
right.
B
B
So
if
you
put
up
a
one
so
we're
going
to
reference
this,
it's
in
your
handouts,
if
you're
here
in
person
so
feel
free
to
refer
to
them.
A
one
I'm,
uncomfortable
and
I
need
help
before
I
can
move
on
two
I'm
a
little
uncomfortable,
but
I
want
to
try
to
move
on
three
I'm,
not
sure
right.
It's
like
like
that,
like
kind
of
neutral-ish
option,
four
I'm
comfortable
enough
to
move
on,
you
might
have
a
question.
Maybe
take
a
note
of
it
right,
we'll
try
to
address
it.
B
F
Thanks
so
much
Lena,
you
may
notice
some
QR
codes
around
the
room.
You
are
welcome
to
scan
them
and
take
a
survey
that
our
colleagues
in
the
office
of
racial
Equity
have
been
available.
Please
let
us
know
if
you
have
any
questions
or
any
issues
getting
in,
but
I
wanted
to
make
sure
to
mention
that
and
may
give
a
reminder
in
a
little
bit
so
mindfulness
right.
F
This
is
a
concept
that
some
equate
with
an
industry-
culture
spirituality,
regardless
of
your
orientation
to
it,
there's
a
reason
why
we
do
it
before
presenting
on
the
gravity
of
the
historical
context
we'll
be
sharing
today,
so
drawing
a
line
back
to
the
trauma-informed
work
that
you
did
in
the
last
study
session.
It's
okay!
If
this
term
is
new
for
you,
anyone
heard
of
the
term
somatics
familiar-ish,
okay,
our
emotions
live
in
our
bodies.
F
Would
this
is
not
simply
intellectual
work
and
so
we're
going
to
go
into
the
benefits
of
this
in
a
minute?
And
it's
okay.
If
this
term
is
new
to
you,
we're
just
going
to
ask
you
to
trust
the
process,
so
we're
going
to
do
a
one
minute,
breathing
exercise-
and
this
is
just
to
get
us
noticing-
how
we're
feeling
in
this
moment.
F
F
Helping
us
interrupt
that
bias
in
those
stereotypes
from
being
the
story
that
we
lead
with
in
our
work
and
so
in
racial
Equity.
The
ability
to
take
control
of
our
minds
and
emotions
is
everything
it
helps
us
prevent
ourselves
from
saying
and
doing
things
that
may
harm
others
intentionally
or
unintentionally.
F
F
We
can
use
this
to
manage
it
when
we
need
to.
It
actually
turns
out
that
some
of
the
tools
we've
been
taught
to
use
for
Focus
concentration,
performance,
Stress
Management,
also
work
extremely
well
to
keep
us
grounded
when
we're
about
to
have
difficult
conversations
when
we're
Disturbed
thinking
about
learning
about
data
history,
lessons
that
are
tough
to
confront,
witnessing
recovering
from
even
committing
a
microaggression.
F
B
So
you
know
recalling
last
month's
session
right
and
trauma-informed
work.
I
really
want
to
emphasize
that
if
you
need
to
move
around
right,
if
you
need
to
take
a
break,
if
you
need
to
leave
the
room,
do
what
you
need
to
do
for
yourself
right,
open
invitation
to
do
that,
because
this
is
hard
and
I
even
I.
You
know
even
I'm
presenting
right
and
it's
hard
for
me
to
present.
So
you
might
even
hear
that
in
my
voice
at
moments.
B
B
You
know,
there's
a
lot
of
knowledge
that
you
likely
already
have,
especially
about
the
city
of
San
Jose
I'm,
going
to
present
some
assumptions
that
I'm
making
I
just
want
to
be
clear
about
my
assumptions
as
we're
starting
this
session.
Okay,
there's
a
lot
of
history
here,
y'all
we
have
less
than
30
minutes
at
this
point
because
we're
already
over
time.
So
so
so
the
truth
is:
is
that
I'm
not
going
to
be
able
to
give
adequate
Justice
to
every
single
Community?
That's
been
impacted,
I'm
going
to
do
my
very
best.
B
Okay,
there's
a
lot
of
details
and
there's
some
assumptions
I'm
going
to
make
and
I'm
going
to
move
on
to
that
slide.
So
as
elected
officials
and
Senior
leaders,
we
thought
to
ourselves
well,
because
you
have
so
much
knowledge
already
coming
into
this
room,
we're
making
certain
assumptions,
and
here
they
are.
You
have
a
basic
understanding.
We
assume
that
you
have
a
basic
understanding
of
the
history
of
racial
disparities
and
Injustice
in
the
United
States.
B
We
are
assuming
that
you
are
well
aware
of
the
history
of
San
Jose
and
how
the
city
was
designed.
Although
we're
going
to
talk
about
that
a
little
bit
too,
you
understand
that
communities
of
color
in
San
Jose
have
experienced
and
continue
to
experience
the
effects
of
structural
inequity
and
racism
getting
Bolder
and
Bolder
the
my
assumptions
aren't
they.
You
also
understand
that
income
inequality
exists
in
San
Jose
and
lastly,
you
already
understand
why
the
city
has
determined
that
racial
Equity
matters.
B
It's
also
fair
to
say
we
might
not
always
agree
on
every
part
of
that
right,
but
that
there's
a
baseline
understanding
of
why
we're
here
today
right
and
that
you
have
some
some
foundational
understanding
of
these
things.
Okay
and
if
questions
arise
and
you're
not
sure,
please
write
them
down
and
we're
happy
to
make
ourselves
available
following
this
session
to
talk.
Okay,
foreign.
B
B
This
really
shows
how
diverse
the
First
Peoples
indigenous
peoples
are
right,
certainly
not
a
monolithic
group.
So
this
represents.
You
know
the
U.S
annexation
of
California
in
19.
Excuse
me
the
that's,
definitely
not
right!
That's
a
wrong
date!
I'm!
Sorry!
That's
like
17,
18.,
1846
1846.
Let
me
grab
my
notes,
I'm,
sorry
about
that
typo,
we'll
clear
up
the
typo.
B
You
have
both
indigenous
peoples
here,
and
you
also
have
Mexican
land
owners
here,
and
so
when
this
treaty
happened
very
shortly
after
the
treaty
was
enacted
about
within
five
years,
you
have
you
have
land
ownership
of
the
original
occupants
being
taken
away
from
them
due
to
all
kinds
of
things
like
unable
to
prove
their
land
ownership
or
be
able
to
afford
the
cost
of
proving
right
that
land
ownership
and
so
almost
immediately
right.
You
have
folks
having
their
land
taken
away
due
to
this
treaty.
B
B
B
There's
an
interesting
quote
here
that
I
wanted
to
presence
before
I
move
on
from
from
this
slide,
so
from
historians,
Robert,
Heiser
and
Alan
elmquist.
They
recount
that
by
1856
and
then
here's
the
quote.
Most
of
the
great
Mexican
estates
in
the
northern
half
of
California
have
been
preempted
by
squatters
or
sold
off
by
their
owners
to
pay
for
the
legal
fees
incurred
in
trying
to
have
the
titles
validated
right.
So
it
was
immediately
right.
Bureaucracies
right
that,
had
you
know
that
decimated
these
communities
right
from
the
start,
and
it's
just
really
important.
B
So
hopefully
this
is
a.
This
is
a
map.
Maybe
you've
seen
it
before.
Maybe
it's
something
you
can
come
back
to
and
explore
further,
but
want
to
make
sure
that
when
we
start
talking
about
the
racial
injustices,
inequities
that
have
happened,
but
here
at
city
of
San
Jose,
but
in
our
region
as
well,
that
were
really
grounded
in
indigenous
peoples
and
and
Mexican
landowners
that
were
here
for
many
of
us
in
your
handouts.
B
B
B
You
know
anywhere
the
the
timeline
starts
at
1850,
but
of
course
also
mentions
that
that
it
predates
1850,
and
so
it's
about
120
years,
and
we
we
landed
at
1970,
with
some
suggestion
that
these
these
policies
are
still
continuing
okay,
so
we
have
state
violence
and
dispossession,
so
statutes
eradicated
by
Spanish,
Mexican
and
U.S,
so
local
state
and
federal
governments
resulting
in
dispossession
of
land
and
exclusion
from
the
right
to
property
and
enforcement
of
these
laws
through
police
violence.
So
that's
exactly
what
we
were
just
talking
about
on
them
on
the
map.
B
Okay.
So
that's
a
continued
continued
practice.
Next
from
1880
to
1966,
we
have
racially
restrictive
covenants
and
Homeowner
Association
bylaws,
so
we
have
deed
restrictions
that
prohibited
the
sale
or
lease
of
homes
to
specific
racial
groups,
bylaws
restricting
HOA
membership
by
race
and
we're
going
to
talk
a
little
bit
more
about
that
later.
Okay,
then,
from
1870
to
post,
1970,
implicitly,
racial
zoning
also
we're
going
to
talk
about
this,
so
local
land
use
regulations
that
are
race
neutral
on
paper,
but
have
a
racially
exclusionary
effect.
B
B
We
jump
ahead
just
a
little
bit
and
then
we
have
from
1937
to
post
1970,
racialized
public
housing
policies,
local
Housing,
Authority
segregation
policies
and
racial
quotas,
barriers
like
voter
referenda
to
building
new
public
housing,
Demolition
and
public
housing
without
replacement
it's
article
34.
and
then
from
1950
to
post
1970.
We
have
urban
renewal
state
acquisition
of
private
land
through
eminent
domain
and
forced
displacement
of
residents
to
allow
for
redevelopment.
B
Below
that
we
have
late
1800s
to
post
1970,
so
we
have
the
racial
steering
and
blockbusting
a
realtor
practice
of
steering
home
buyers
away
or
towards
certain
neighborhoods,
depending
on
the
race
of
the
buyer,
and
then,
lastly,
we
have
1945
to
post
1970.
We
have
white
flight
and
Municipal
fragmentation,
the
movement
of
white
households,
away
from
Urban
centers
to
the
suburbs,
incorporation
of
new
Suburban
principalities.
B
Okay.
So
there's
a
lot
going
on
here
and,
as
you
can
see,
all
of
these
timelines
right
are
intersecting
as
well.
So
we
have
compounding
effects
from
these
racially
exclusionary
policies
and
practices
in
the
Bay,
Area
and
San.
Jose
was
certainly
part
of
of
this.
Of
this
history
and
unfortunate
Legacy.
B
One
thing
I
was
really
surprised
to
learn
in
the
research
is
that
there
is
that
historians
have
documented
that
San
Jose
was
considered.
Surely
A
Sundown
Town,
among
others,
so
for
those
that
might
not
be
familiar
with
Sundown
towns
talk
a
little
bit
about
it
right.
So
it's
a
formal
threat
of
violence
for
anybody
who,
as
it
suggests
after
Sundown,
who
is
not
white,
is
not
safe.
B
Okay
and
so
San
Jose
was
surely
A,
Sundown
Town
other
areas
as
well.
Local
areas
I
actually
found
it
interesting
that
parts
of
San
Mateo
was
probably
in
the
research
was
probably
Sundown
towns.
But
what
stood
out
to
me
the
most
about
this
is
that
it's
something
that
we
are
if
you're,
if
you
are
familiar
with
Sundown
towns,
it's
it's
often
thought
about
something
that
happened
in
the
South
and
not
so
much
here,
right
and
so
what's
so
hard
about.
That.
B
Is
that
there's
this
assumption
that
the
bay
area
in
particular,
is
this
liberal
Bastion
that
doesn't
have
this
Legacy,
but
it
does
right
and,
and
so,
and
that
makes
a
lot
of
sense,
because
migration
patterns
folks
are
coming
from
the
south
and
moving
here
right
and
enacting.
Much
of
these
same
practices
come
with
the
same
value
systems,
and-
and
so
indeed
we
have
some
downtowns
here
in
in
direct
in
the
Bay
Area
and
in
San
Jose
as
well.
B
Of
note,
there
is
a
historian
James
lowen,
who
is
who's
a
historian
who
actually
just
passed
last
year
and
documented
many
things,
including
Sundown
towns,
as
well
as
other
tragedies
that
happened
in
Sundown
towns,
and
so
the
records
show
that
both
Antioch
and
San
Leandro
were
surely
Sundown
towns
and
that
Burlingame
Lafayette,
Palo,
Alto,
Mill,
Valley,
Napa,
Piedmont
and
Ross
were
probably
some
downtowns
I
was
surprised
to
not
see
Alameda
on
there
as
well.
I
think
that's
been
something
that
I've
seen
before
so
lowen.
B
B
So
that's
I,
think
it
really
important
to
to
mention
and
also
I,
was
very
surprised
and
and
saddened
to
learn
that
there
was
also
lynchings
here.
Okay,
so
we
have
the
work
of
historian,
Monroe,
Nathan,
work,
who
recorded
meticulously
lynchings
across
the
country
and,
of
course
far
fewer
here
right
far
fewer
here
as
compared
to
the
South,
but
they
happened
here
too.
Okay,
and
so
it's
been
documented
that
there
were
three
acts
of
white
supremacists
lynchings
in
the
Bay
area
between
1880
and
1920
that
these
murders
were
carried
out.
B
So
here
a
black
man
in
San
Jose
was
murdered
in
1892
and
I
later
found
out.
That
two
were
also
murdered
in
retaliation
for
accused
of
murdering
a
the
son
of
a
department
store
owner,
Brooke,
Hart
and
I
have
an
image.
Yeah
and
I
am
not
going
to
show
an
image
of
that,
but
there
is,
there
is
actually
an
image
of
that
lynching.
B
B
So
I'm
going
to
move
us
forward
and
talk
about
to
give
texture.
My
hope.
The
whole
point
of
this
is
to
give
texture
this
timeline
and
understand
the
government's
role
in
supporting
and
enacting
and
enforcing
these
things
right.
So
here's
a
an
image.
So
this
is
a
fire
destroyed.
The
market
stream.
Chinatown
I
know
you
all
are
familiar
with.
This
right
is,
of
course,
in
my
research,
too.
I
saw
that
there
was
a
formal
apology
and
a
resolution
passed
a
year
ago
yesterday,
actually,
which
is
quite
cool.
So
here's
an
image
and
I'll
read
it.
B
I'll
read
the
the
the
caption
at
the
bottom,
so
a
fire
destroyed
the
Market
Street
in
Chinatown
in
San
Jose
California
in
May
1887
on
Tuesday.
It
would
have
been
September,
28,
2001,
the
city
council
apologized
for
decades
of
discrimination
against
Chinese
and
Chinese
American
residents.
So
here's
that
image.
B
So
you
know
there
was
a
huge
wave.
I
mean
this
period
of
time
right.
So
this
is
the
late
1800s
right
this
period
of
time.
The
anti-chinese
sentiment
was
super
strong
right,
super
super
strong
and
in
fact,
just
let
just
shy
of
10
years
prior.
We
also
have
an
anti
anti-chinese
Riot
takes
place
where
at
the
San,
Francisco,
City,
Hall,
and
so
again
you
know
we
certainly
San
Jose
right.
B
B
Holy
Lord
all
right,
so
we're
jumping
ahead
a
little
bit
more
into
the
timeline
right.
So
this
is
this
is
around
World
War
II,
where
my
grandfather
served
and
died,
so
here's
Japanese
folks
being
forcibly
removed
from
their
homes
in
San
Francisco.
You
see
their
bags
packed
here.
They
were
only
allowed
to
bring
what
they
could
pack
in
their
bags
and
force
to
sell
off
the
rest
and
literally
overnight,
so
which
meant
that
they
lost
any
value
that
they
might
have
had
right.
B
Any
wealth
that
they've
created
for
themselves,
I'm
not
going
to
go
into
the
history
of
internment
camps.
That's
one
of
those
assumptions
I'm
making
right,
but
this
image
is
very
powerful.
This
is
very,
very
powerful
to
me,
I'm,
going
to
talk
a
little
bit
about
how
the
internment
camps
that
Japanese
Americans
cross,
the
Bay
Area
were
sent
to
actually
in
combination
with
the
war
time.
So
we
have
the
wartime
influx
of
Labor
into
the
bay,
so
what's
happening
simultaneously.
B
Is
that
we
have
Japanese
folks
being
taken
from
their
homes
and
put
into
internment
camps,
and
we
have
the
great
migration
of
black
folks
coming
from
from
the
south,
definitely
to
the
north,
also
to
the
west
and
coming
into
the
bay
area,
and
this
is
around
the
same
time
that
we
actually
see
a
shift
in
what
was
previously
Asian
Americans
as
the
the
highest
population
minority
demographic
and
that
flips
with
black
folks.
That
came
up
here
from
from
the
south.
B
Okay,
so
just
putting
that
all
into
context,
and
so
too
the
racial
racialized
attitudes
are
also
shifting
so
from
what
was
very
anti-chinese.
Very
anti-japanese
then
shifts
even
more
to
very
anti-black
right
and
that's
represented
in
different
ways,
including
here
so
we've
all
seen.
Ku
Klux
Klan
members,
their
their
branding,
is
strong,
and
here
this
is
an
image
of
the
1920s.
This
is
actually
at
the
Oakland
Auditorium,
and
this
is
a
cross
burning,
and
it's
really.
It
took
me
a
moment
to
sit
with
this.
B
So
we
have
this,
so
This
is
actually
from
1920s,
but
certainly
they've
been
organized
only
before
that.
They
continue
on
strong
through
the
wartime
era,
and
so
that
you
know
anti-anti-chinese
anti-japanese
anti-black
sentiments
are
very,
very
strong
here
in
the
Bay
Area
and
so
what's
even
more
fascinating
is
that
it's
now
the
Kaiser
which
is
here
at
Lake,
Lake
Merritt
in
Oakland,
where
I
live
and
I
am
passed
by
here
all
the
time
black
Joy
parade
goes
right
through
here
right.
This
is
we
live
in
this
Duality
right.
B
I
cannot
and
will
not
end
a
historical
context,
teach
that
is
far
too
short
without
also
celebrating
the
history
of
resistance
and
resilience
and
Revolution
here
in
San,
Jose
there's
been
incredible:
activism
here,
incredible
organizing
that
has
been
at
the
Forefront
of
change
both
here
in
the
Bay
Area
here
in
San,
Jose
and
across
the
world,
so
I
I,
probably
don't
need
to
announce
who
these
folks
are
to
you,
but
but
I
will
so.
We
have
Dr
Harry
Edwards
over
here
who
organized
what
later
became.
B
So
it
was
the
Olympic
project
for
human
rights,
Dr
Edwards
I
believe
Through
The,
discus
at
San,
Jose
State
University
and
was
organizing
and
advocating,
along
with
other
students
that
led
to
the
very
famous
John
Carlos
and
Tommy
Smith
1968
Summer
Olympics
in
Mexico
City.
That
history
is
here
right,
so
it's
just
I
really
want
to
uplift
the
that
we're
both
right.
There's
a
history.
There
is
a
legacy
of
great
oppression,
disenfranchisement
and
violence
and
there's
also
a
tremendous
history
of
resistance
to
those
things
and
that
continues
on
today.
B
I
also
want
to
be
sure
to
lift
up
other
communities,
many
of
which
are
working
together
around
this
same
time,
so
I'm
uplifting
a
very
similar
time
period
right.
We
have
Sophia
Mendoza
an
incredible
right,
not
the
only
one,
but
certainly
an
incredible
Force
for
organizing
on
the
east
side
of
San
Jose,
really
catalyzed
by
police,
around
police
violence
that
she
was
experiencing
in
her
neighborhoods
directly
I
mean
just
reading
about
her
and
learning
about
what
her
her
charge
and
thinking
about
the
black
lives
matter.
Movement
now,
so
many
parallels
right.
B
So
many
parallels,
Sophia
Mendoza
is
absolutely
a
community
leader
here
and
and
was
essential
to
and
and
later
you
know,
went
from
because
our
lives
intersect
right.
These
issues
intersect
so
went
from.
You
know:
police
brutality
to
other
Grassroots,
organizing
efforts
addressing
housing
issues
right.
It's
very
Sim
similar
to
actually
the
last
slide
here
that
a
lot
of
the
what
they're
talking
about
here
is
about
representation
in
the
student
body,
but
also
not
able
to
get
the
housing
so
that
they
could
be
successful
students
right.
B
B
I
want
to
use
the
fist
of
five
and
see
how
y'all
are
doing
I'm
running
through
this
stuff
and
we're
going
to
do
a
little
bit
more.
All
right,
I
got
a
big
hand.
Okay,
I
got
some
fives
I
got
some
fives,
okay,
we're
ready
to
move
on.
Thank
you
for
letting
me
go
through
this.
This
is
hard
again
take
the
time
that
you
need
we're.
B
Gonna,
move
on
to
the
next
and
I'm
gonna
kind
of
create
a
through
line
here
so
clearly,
identities
right
so
racial
and
ethnic
identities
specifically,
but
not
exclusively,
really
played
a
significant
role
in
catalyzing.
You
know
both
the
government
government
sanctioned
violence,
but
also
the
Grassroots,
organizing
and
activism
right
so
in
the
next
section
right.
What
we're
moving
on
to
is
this
understanding
your
role
in
what
we
call
ready,
which
is
racial,
Equity
diversity
and
inclusion?
B
And
in
this
next
section
we're
going
to
turn
our
Focus
to
our
individual
personally
held
identities,
so
that
we
can
understand
how
these
identities
shape
our
experience,
but
also
how
they
shape
the
ways
in
which
we
lead
and
make
decisions,
and
so
from
here,
I'm
going
to
turn
it
over
to
my
colleague
Ellie.
Thank
you.
Thank
you.
Lena
yeah.
F
One
of
those
common
myths
is
that
Dei
work
is
for
white
people.
Another
common
myth
is
that
it's
about
about
other
people
and
in
fact
our
own
internalized,
self-image
and
awareness,
has
just
as
much
to
do
with
our
actions
externally
and
often
informs
that
behavior
right
in
really
significant
ways.
So
this
is
why
we're
going
back
to
Identity,
we
are
going
to
turn
the
questions
that
we
have.
We
were
going
to
do
a
poll.
We
are
going
to
do
a
discussion
instead
and
just
ask
you.
F
F
So
if
you
had
to
choose
one
identity,
which
would
you
identify
with
most
your
race
and
or
ethnicity,
gender
identity,
sexuality,
nationality,
religion
or
faith
politics
positionality
in
society,
none
of
the
above
just
take
a
moment
to
think
what
what
your
answer
would
be
if
you
had
to
start
with
just
one.
What's
your
primary.
F
F
F
E
G
He
came
up
with
five
different
groups
according
to
physical
appearance
and
Geographic
origin
of
their
ancestors
Americans
of
European
descent
eagerly
bought
into
this
type
of
thinking.
Around
the
same
time,
some
historians
have
said
the
idea
that
there
were
different
races,
helped
them
resolve
the
contradiction
between
a
natural
right
to
freedom
and
the
fact
of
slavery.
G
This
has
left
many
Americans
scratching
their
heads
when
it
comes
to
selecting
who
they
are
as
many
as
6.2
percent
of
census.
Respondents
selected
some
other
race
in
the
2010
survey.
The
idea
that
someone
might
look
one
way
and
identify
another
way
or
that
they
might
be
really
hard
to
place
in
a
racial
category
is
not
new.
This
is
why
there
was
a
public
debate
about
whether
msnbc's
Karen
Finney
could
say
she
was
black
or
how
we
can't
even
agree
on
the
racial
label
assigned
to
the
president
of
the
United
States.
G
Of
course,
many
people
feel
their
racial
identity
is
very
clear
and
very
permanent,
but
the
fact
that
some
people
have
changed
theirs
and
that
no
one
can
really
argue
with
them
shows
how
shaky
the
very
idea
of
race
is.
This
is
all
because
there
isn't
a
race
chromosome
in
our
DNA
that
people
can
play
to.
G
It
simply
doesn't
exist
when
the
medical
community
links
race
to
health
outcomes,
it's
really
just
using
race
as
a
substitute
for
other
factors
such
as
where
your
ancestors
came
from,
or
the
experiences
of
people
who
may
have
been
put
in
the
same
racial
group
as
you,
Dorothy
Roberts,
explains
that
sickle
cell
anemia
is
a
prime
example
of
this.
The
disease
is
linked
to
areas
with
high
rates
of
malaria,
which
include
some
parts
of
Europe
and
Asia.
In
addition
to
Africa,
it's
not
actually
about
race
at
all.
G
This,
of
course,
does
not
mean
that
the
concept
of
race
isn't
hugely
important.
In
our
lives,
the
racial
categories
to
which
we're
assigned
can
determine
real
life
experiences.
They
can
drive
political
outcomes
and
they
can
even
make
the
difference
between
life
and
death,
but
understanding
that
racial
categories
are
made
up
can.
E
B
Questions
and
for
anybody
online,
if
you
can
put
your
response
in
the
chat
and
we'll
try
to
read
out
loud
so
question,
given
that
very,
very
brief
history
that
we
just
watched
on
that
video
right
that
Arc,
the
the
the
way
in
which
we
have
constructed
the
concepts
of
race
right
is
not
new,
yet
these
conversations
feel
so
new.
Sometimes
so
I'm
wondering
you
know
what
and
I'd
like
to
just
if
you
want
to
raise
your
hand
and-
and
you
know
and
call
on
you,
why
do
so?
B
A
A
C
G
C
G
C
B
D
B
B
So
there
was
many
times
where
I
know
myself,
and
many
folks
in
my
community
took
some
fasted
on
social
media
for
a
while,
because
I
would
scroll
and
I
wasn't
sure
what
was
going
to
play
automatically
and
that
going
back
to
last
month's
session
right
on
trauma-informed
work,
that
design
was
not
trauma,
informed
design
of
Technology
right.
Thank
you
for
uplifting.
This
I'll
take
another
response.
Anybody
want
to
add
anybody
online.
D
F
F
A
This
is
Sergio,
it's
not
a
long
answer,
but
I
think
what
comes
to
mind
for
me
is
just
yeah
I.
Think
what
the
beliefs
I'm
just
thinking
about
the
question
again,
why
do
they
differ?
I?
Think
it's
just
based
on
experience
right
in
my
mind,
to
a
certain
extent
is
the
exposure
that
you've
had
to
people
that
are
different
whatever.
A
A
I'm
Jackie,
and
it
just
seemed
to
me
it
brought
back.
The
question
of
races
is
made
up
thing,
and
so,
even
though
we've
tried
to
put
like
categorize
all
Asian
groups
as
being
the
same
thing
and
all
Hispanic
groups
as
being
all
the
same
thing,
the
reality
is
there's
so
many
different
groups
underneath
that
that
have
again
different
experiences
different
in
different
parts
of
the
world,
and
it
just
shows
it
just
emphasizes
for
me
how
race
truly
is
this
made-up
thing.
F
B
B
But
it
is
interesting
think
about
it,
took
a
long
time
for
me
to
even
start
to
think
about
what's
considered
taboo
or
not
taboo,
and
how
that
you
know
now
really
ranges
across
various
cultures,
communities,
Generations
Etc,
so
we're
going
to
explore.
What's
behind
these
questions
more
closely
as
we
move
forward.
F
Black
women
Scholars
are
often
not
credited
with
the
concepts
that
they
introduce
to
the
world,
and
that
is
something
that
we
wanted
to
make
sure
we
did
here
today.
So
again,
this
theory
was
first
presented
by
her
in
1989.
More
than
a
few
years
ago,
she
published
a
paper
in
the
University
of
Chicago
legal
Forum,
titled
demarginalizing,
the
intersection
of
race
and
sex.
F
She
took
on
three
separate
cases
and
Illustrated
how
the
court
narrowly
viewed
trying
sexism
and
racism.
So
what
did
that
mean
black
women
had
to
choose
which
discrimination
they
wanted
to
fight
against
in
the
courts
they
had
to
try
either
a
racism
or
sexism
case,
and
the
courts
argued
that
doing
both
was
not
possible.
F
F
This
exercise?
We
call
identity
prism
and
we
use
the
metaphor
in
the
ways
that
I
just
shared
about
what's
visible,
what's
perceptible,
what's
invisible
to
others,
just
think
about
what
comes
up
for
you,
so
in
modeling
that
what's
visible
for
me,
I'm
a
light-skinned
women
of
size
I
have
long
hair
that
I'm
wearing
up
depending
on
the
context.
You
might
see
a
few
different
things
and
you'll
come
up
with
some
kind
of
judgment.
You
know
whether
it
has
to
do
with
your
level
of
safety
or
other
things.
F
F
F
B
To
further
Orient
us
to
this
wheel,
which
you
have
in
your
handout
packet
as
well,
if
you're
here
in
person
there
you'll
notice
that
power
is
at
the
center
of
this
wheel,
that's
very
important
to
note,
and
this
wheel
is
developed
in
the
United
States
contacts.
This
wheel
looks
really
different
in
other
contexts,
so
I
just
want
to
be
very,
very
clear
about
that
and
to
Ellie's
point
you
know.
I
would
make
an
argument
that,
if
you're
in
this
room
right
now,
we
have
privilege
it's
a
privilege
to
be
here
today.
B
Okay,
so
this
was
you
know,
I
just
want
to
share
as
a
facilitator,
my
own
Learning
Journey.
This
was
super
powerful
for
me
personally,
especially
when
I
was
organizing
with
undocumented
students
and
realized
that
my
citizenship
was
enormously
had
so
much
privilege.
I
have
so
much
privilege.
I
was
not
aware
of
that.
I
took
advantage
of
that,
took
it
for
granted
so
I'm.
Just
sharing
that
to
share
that
I
also
have
other
identities.
B
I,
do
not
get
privilege
from
my
race
as
a
black
woman
right
and
so
I
live
with
these
dualities
in
my
own
life,
and-
and
so
that's
really,
the
heart
of
what
intersectionality
is
is
that
we
have
these.
We
are
Dynamic
individuals,
each
one
of
us
right,
and
so
we
and
we
have
varying
proximities
to
power.
B
B
B
We're
not
going
to
collect
this
from
you
right?
You
don't
have
to
like
hand
it
in
at
the
end
of
this
assignment,
but
we
really
hope
that
you
take
take
a
few
minutes,
so
we
will
I
will
look
at
my
clock.
I
got
it
right
here
we're
going
to
take
two
to
three
minutes:
I'm
gonna
check
in
again
right
down
or
think
for
yourself
what
identities
you
hold.
B
What
identities
are
missing
from
the
wheel
that
you
wish
are
there
employees
of
the
city
of
San
Jose
mentioned
that
Faith
was
missing
from
that
wheel,
love
that
there
are
some
updates
to
this
wheel.
I
can
share
it
later
and
then
how
are
you
feeling
with
this?
Just
for
yourself,
I'll
check
in
in
two
minutes.
B
A
B
We're
going
to
take
the
about
five
minutes
remaining
that
we
have
before
we
take
a
break
to
get
into
pairs.
So
if
you're
here
in
person,
love
for
you
to
turn
to
your
neighbor
and
just
for
just
a
couple
minutes,
each
right,
low
stakes,
y'all
share
what
you
want
to
share,
don't
share.
We
don't
want
to
share.
You
can
do
this.
Okay,
so
in
pairs
discuss
your
identities
while
considering
the
following
questions:
all
right:
what
are
your
favorite
aspects
of
your
identity?
I,
find
it
important
to
affirm
ourselves.
B
B
B
B
B
B
Okay,
all
right,
so
we
have
reached
the
end
of
this
section.
We
are
going
to
be
moving
on,
but
I
am
super,
encouraged
to
see
so
much
engagement.
At
this
point.
Thank
you
all
for
indulging
Us
in
the
ways
that
you
have
so
I
have
two
I
have
two
homework
assignments:
two
homework
assignments
in
the
next
15
minutes
for
you.
So
while
you
enjoy
your
break,
we
also
have
a
survey
out
and
where,
if
you
haven't
completed
the
survey,
yet
please
please
do
so.
B
If
you
could
do
that
during
the
break
or
when
you
get
back
that'd
be
great
and
during
your
10
minute
break
we
would
love
to
know,
and
there
is
no
third
option.
Okay,
there's
only
two
options,
while
you're
on
a
break
while
you're
taking
your
breaks,
think
about
your
preference.
I
have
very
strong
preferences
generally,
most
especially
when
it
comes
to
over
and
under
so
and
I'm,
not
going
to
tell
you
my
preference,
yet,
okay,
so
think
about
your
preference.
Talk
about
your
preference!
We're
gonna!
Ask
you
about
your
preference.
A
A
A
A
A
A
A
A
A
A
A
A
A
A
A
F
F
F
F
F
B
B
F
F
We
are
going
to
do
preferences
so
societal
norms
and
that
can
be
interpreted
in
many
ways.
It's
no
really
wrong
answer
there.
So
when
we
think
about
societal
preference,
think
of
an
example
and
why
you
are
passionate
about
it
by
Passion,
it
can
just
I.
You
can
just
strong
feeling
right,
not
necessarily
passion
in
other
ways,
but
just
I
feel
strongly
about.
F
B
B
F
F
F
F
B
F
A
A
I
use
a
pretty
loud
voice.
You
base
you
base
what
you
how
you're
gonna
act
an
everyday
basis
off
of,
what's
important
to
you
I.
What
I've
noticed
is
that
I've
seen
some
societal
Norms
that
are
already
eroding
like,
for
example,
politeness
like
giving
someone
your
undivided
attention
with.
You
know
these
kids
these
days
on
their
phones
all
the
time,
and
not
only
just
kids
right
but
stuff
like
that,
holding
door,
holding
a
door
open
for
somebody
else,
not
necessarily
just
a
a
woman,
but
I
mean
those
things
are
important
to
me.
A
A
F
I
I
I
The
primary
caretaker
for
for
children-
and
you
know
my
dad-
didn't
change
many
diapers
for
my
sister
and
I
and
I
am
the
primary
diaper
changer
for
have
been
for
both
my
kids
and
my
dad
now.
Does
he
changes
diapers
as
a
grandfather
but
and
that's
a
Norm,
that's
kind
of
changed,
but
but
I
think
that
is
something
that
has
certainly
shaped.
My
preferences,
I
I,
thoroughly
enjoy
being
a
father
and
being
seen
as
a
father.
I
I
had
my
my
daughter,
my
youngest
with
me,
at
a
press
conference
today
and
from
my
colleagues.
They
know
that
I
would
bring
my
my
children
with
me
often
to
work
and
I.
Think
one
of
the
the
sad
things
about
that
still
is
that
for
for
men
that
do
that
we're
praised
and
for
women
that
do
that
as
mothers.
I
You
can
be
frowned
upon
right
and
and
I've
seen
that
with
colleagues
of
mine
that
have
ran
for
office
and
they
get
questioned.
Why
are
they
running
office
when
they
have
young
children,
and
you
know
and
I
had
both
of
my
children
during
campaigns
and
nobody
questioned
them
so
I
think
that's
just
one
of
those
that
has
been
a
norm
and
one
that's
certainly
changing.
Hopefully,
that
I
see
for
the
better.
F
So
much
so
we're
gonna
get
into
demystifying
what
culture
is
right,
so
we
see
this
Iceberg,
you
already
know.
What's
coming,
we
know
what
we
can
see,
but
we
know
there's
a
ton
under
the
surface
and
up
at
the
top
will
be
the
really
obvious
things,
the
things
that
most
of
us
associate
and
understand
as
culture,
food,
music
games,
holidays,
language.
F
Concepts
of
time
concepts
of
family
fairness
Justice,
what
is
just,
and
these
attitudes
towards
all
kinds
of
things:
different
beliefs
about
children,
great
example
that
just
came
up
rules
in
general
work
cooperation,
competition,
Authority
and,
as
we
go
deeper
and
deeper,
it
becomes
less
and
less
obvious.
So
our
approach
is
to
raising
kids
marriage
decision
making.
This
is
one
as
Leaders
we're
going
to
call
in
in
a
minute
problem.
Solving
is
on
that
list
as
well
problem
solving
is
cultural.
How
we
solve
problems
is
cultural.
F
F
F
F
F
F
F
It's
either
true
or
not,
I'm,
the
expert
or
I'm.
Not
this
is
happening
or
it's
not
non-closure,
extremely
difficult,
right,
very
uncomfortable.
No,
we
have
to
come
to
closure
on
this.
We
are
emotionally
hardwired
to
create
certainty
because
we
were
evolved
to
understand
where
we
are
safe
and
where
we
are
not
leaning
into
that
gray
area
and
creating
multiple
opportunities
for
dialogue
are
all
ways
to
change
either
or
thinking.
F
F
If
this
is
about
the
avoidance
of
difficult
truths,
discomfort
belief
that
if
we
don't
talk
about
the
hard
stuff,
if
we
pretend
certain
problems
don't
exist,
they
just
might
go
away
or
we
won't
have
to
deal
with
them.
So
the
reason
this
is
harmful
is
that
the
problems
don't
go
away
right.
We
have
to
confront
them
and
we
need
to
learn
how
to
communicate
directly
and
accurately
and
when
people
some
people
do
that
they
get
punished
and
silenced
and
if
you've
ever
heard
the
term
respectability
politics.
That
is
one
example.
F
F
F
So
what
can
be
different
ideas
at
all
levels
are
valued
for
the
positional
expertise
they
represent.
That
includes
lived
experience,
ideas
from
others
are
requested
and
space
is
made
for
them
to
be
heard.
Intentional
space
budgets
are
made
available
for
viewing,
providing
input
on
resources
are
shared
equitably
and
appropriately,
and
the
fourth
example
transactional
relationship
when
we
detach
and
separate
professional
communication
for
the
purpose
of
completing
a
transaction
and
being
efficient
reaching
out
or
acknowledging
people
only
when
you
need
something
from
them
can
feel
actually
quite
normal
in
our
culture.
F
What
would
be
different
relationships,
building
trust
and
relationships
internally,
externally,
building
understanding
sharing
commitments
together,
so
we
can
see
how,
even
in
the
simplest
ways
just
taking
time
to
see
great
acknowledge
each
other
establishing
caring
connection,
especially
when
there
isn't
any
time.
So
the
scarcity
of
time
is
very
key
to
acknowledge
here
as
well.
F
F
B
Emotional
intelligence
EQ
framework,
which
is
what
we
use
so
we're
going
to
make
some
connections
here.
Daniel
Goldman
also
produced
this
handy
six
leadership
styles,
and
we
want
to
just
invite
you
to
sit
with
it.
Hopefully
you
can
see
it
on
your
screen
if
you're
online
as
well-
and
you
know
Ellie
and
I-
started
thinking
about
you
know
how
using
this
six
styles
of
leadership.
B
B
These
are
all
things
we're
tasked
to
do:
As,
Leaders
everyone
in
this
room,
so
we
want
to
in
three
minutes
three
minutes:
we're
gonna,
invite
you
to
turn
to
Pairs
and
talk
about
your
leadership
style.
We'll
leave
this
on
the
screen.
No
real
prompts,
but
I
would
love
for
you
to
take
a
moment
to
yourself
to
assess.
Where
do
you
generally
land
I
know
I'm
a
Libra,
so
it
context
matters
it
really
I'm,
probably
all
over
the
place.
It
really
depends
and
certainly
has
changed
over
time
as
I've
developed.
B
My
own
leadership
so
take
a
second
Orient
to
what's
on
the
screen
here.
Take
a
moment
see
where
you
land
and
consider.
How
do
you
make
decisions?
How
do
you
collaborate
with
others?
How
do
you
problem
solve
and
turn
to
your
partner
and
discuss
for
three
minutes
and
then
we'll
return?
Okay,
it
could
be
the
same
partner
can
be
a
different
partner.
B
A
A
A
A
A
A
A
A
A
F
F
Somebody
said
no,
that's
all
that's
all
normal
right,
but
noticing
how
you
feel
that
emotional
intelligence
we're
coming
back
to
that
right.
Mindfulness!
It's
not
just
a
cute
concept.
It
can
actually
really
really
help
us
be
better
in
a
thousand
ways
in
racial
Equity
strategy.
So
we're
going
to
go
into
how
you
can
leverage
your
power
and
privilege
as
a
leader,
no
matter
what
your
identity
is.
F
F
F
F
F
That
is
where
you
can
benefit
most
from
your
own
emotional
intelligence,
so
missing
information
when
we
lack
the
right
information
in
order
to
make
the
decision
and
this
bubble
on
the
left,
everybody
Chuckles
when
we're
distracted
when
we're
under
pressure
right
when
there
are
other
factors
for
any
reason
at
all.
This
can
be
just
normal
human
stuff,
insomnia,
right,
I
didn't
get
enough
sleep
and
my
head's,
not
in
the
right
place.
F
F
F
F
Are
we
all
on
the
same
page?
Are
the
right
people
in
the
room,
the
missing
information
piece?
This
is
where
checks
and
balances
really
come
into
play,
not
the
sexiest
thing
right
procedurally,
but
we
need
them.
We
need
them.
For
all
of
these
reasons,
they
are
safety
guards
to
make
sure
that
we
have
the
resources.
We
need
to
do
our
jobs
well
successfully
and
meaningfully.
F
F
Urgent
sense
of
urgency
is
a
dominant
cultural
norm,
so
anytime
you're
asking
people
to
come
calm
down
anytime
you're
asking
people
is
slow
down,
you're,
often
taking
a
break
from
dominant
culture,
and
that
can
be
really
uncomfortable
right.
When
is
when
was
the
last
time
you
asked
somebody
to
do
that,
and
the
pressure
to
stay
on
schedule
took
over.
It
happens
all
the
time.
F
F
F
They
aren't
stories,
they're
facts
of
History,
access
to
mortgages,
safety,
healthy
living
conditions,
all
of
the
things
city
services
are
responsible
for
in
a
bunch
of
different
ways.
So
when
we
think
about
what
can
we
do
trying
on
the
reality
that
we're
taught
to
be
biased
against
those
who
face
barriers
instead
of
the
barriers
themselves,
that
can
be
uncomfortable
because
it
feels
too
big
but
reminding
others,
those
within
your
spheres
of
influence?
F
Those
who
listen
to
you,
it
all
plays
a
role
and
even
I,
as
as
a
leader
in
different
ways,
know
what
feeling
powerless
is
like.
You
know
like
that's
when
we're
actually,
even
though
it
doesn't
feel
like
it,
we're
centering
ourselves
rather
than
the
greater
good,
and
that
is
complicated
right.
But
how
often
do
you
find
yourself
saying
my
hands
are
tied?
F
B
So
in
our
leading
up
to
and
throughout
the
training
series
that
we
did
mandated
for
all
staff
in
the
spring,
we
sent
out
optional
surveys,
pre-survey
and
a
post
survey,
and
we
gathered
a
thousand
or
more
responses
or
so
and
learned
a
bit
about
the
employee,
experience
and
folks
understanding
in
relationship
to
the
concepts
that
we
teach
on
and
so
I
before.
We
conclude
our
time
together
and
hand
it
over
to
the
office
of
racial
Equity
to
carry
us
to
the
finish
line
here.
I
wanted
to
share
a
quote
that
really
stood
out.
B
It's
so
powerful,
so
honest
right
and
wanted
to
leave
this
with
you,
as
you
know,
to
underscore
the
importance
of
why
we're
here
today
the
importance
of
the
work
that
you
do
and
the
impacts
that
you
have
every
day
in
the
communities
that
you
serve
here
in
San
Jose
and
the
opportunity
to
be
leaders
in
this
field
and
make
a
difference.
So
thank
you
for
your
time
today.
I
think
we'll
probably
contribute
some
final
thoughts
before
we
leave,
but
this
is
the
end
of
the
training
portion.
B
D
D
That's
happening
and
I'll
get
into
some
of
that
in
a
little
bit,
but
at
the
end
of
the
20
minutes
we
want
you
to
have
an
understanding
of
the
role
of
the
office
of
racial
Equity
as
the
Strategic
support
partner
for
the
organization,
as
well
as
the
awareness
of
the
talent,
wisdom
and
progress.
That's
already
been
made
by
the
organization,
so
first
things.
First,
here's
the
team
meet
the
team.
The
team
is
sitting
in
the
back
and
over
here,
newest
member
of
the
office
of
racial
Equity,
Nick,
wada,
to
the
left.
D
Here
we
are
fully
staffed
and
it's
a
small
team,
but
this
is
a
team
of
people
who
are
committed
to
advancing
racial
Equity,
who
all
come
with
a
different
set
of
lived
experience.
We
speak
multiple
languages
on
this
team,
we're
from
different
parts
of
the
country,
and
this
is
a
team
that
also
Embraces
the
welcoming
and
belonging
work
and
the
welcoming
San
Jose
plan
that
we
started
back
in
2015..
D
D
You
heard
about
the
historical
context,
so
I'm
not
going
to
spend,
spend
time
on
that,
but
we
also
know
that
we
entered
public
service
with
the
real
need
and
sense
of
obligation
to
make
things
better
for
the
people
that
live
in
this
great
city
of
San
Jose
and
it's
our
duty
to
ensure
good
public
administration.
This
is
something
that
angel
always
says
and
I
reflect
on
it
all
the
time.
What
is
good
public
administration
and
part
of
that
is
advancing
racial
Equity
work.
D
One
of
the
roadmap
items
is
advancing
racial
Equity
through
culture
and
practice,
and
so
it's
very
intentional.
When
we
talk
about
both
of
these,
that
and
I'll
go
into
it
a
little
more
later
about
why
they're,
you
know
you
can't
separate
them
and
that
they
have
to
happen
simultaneously.
But
the
reason
that
today's
session
and
the
Justice
collective's
work
earlier
is
so
important
is
because
it
spoke
so
much
to
the
culture
piece,
the
culture
piece
which
is
influenced
and
navigated
and
and
driven
by
the
leadership
right.
D
It's
not
the
office
of
racial
Equity
that
shifts
culture.
It's
all
of
us
in
this
room,
so
as
the
office
of
racial
Equity.
Again
we
had
numerous
hours
just
to
thinking
about
what
is
our
North
Star
and
for
us
you
know,
centering
the
fact
that
we
want
a
city
in
which
all
people
in
our
community
and
organization
right
our
organization
is
very
important
because
we're
also
in
service
of
the
community
to
thrive
and
we're
no
racial
disparities
exist.
D
That's
our
North
Star
eliminate
racial
disparities,
and
so
our
mission
as
an
office
and
as
a
strategic
support
partner
to
the
organization,
is
to
support
the
city
to
embed
a
racial
Equity
practice
and
embody
a
culture
that
sustains
it
and
I
love.
This
mission
statement,
because
it
speaks
to
yes,
the
practice
and
all
those
things
that
we
need
to
do
to
get
upskill
the
organization
to
do
this
well,
but
it
talks
about
embodying
a
culture
that
sustains
it,
because
culture
eats
policy
for
breakfast.
D
So
the
again,
this
is
a
roadmap
item
that
we'll
be
reporting
to
the
city
council
on
a
quarterly
basis
on
what
we're
doing
in
these
areas.
So
again,
culture
is
the
equity
mindset,
that's
what's
necessary
to
shift
the
culture,
it
requires
leadership
and
we,
when
we
speak
about
Equity
mindset,
it's
really
it's
that
it's
that
being
it's
that
being
aware,
it's
a
self-awareness,
it's
being
trauma
informed.
D
All
of
those
things
that
you've
been
learning
about
over
the
last
year
or
so
are
are
part
of
shaping
that
culture
and
as
leadership
we'll
have
to
have
discussions
about
what
is
that
right?
How
does
that
look
for
us?
How
does
it
sound
like?
How
do
we
behave?
How
how
do
we
maybe
push
back
on
some
of
the
dominant
culture
areas
that
perhaps
are
not
serving
us?
Well
when
we're
trying
to
advance
racial
equity
and
then
the
practice?
D
The
the
one
missing
piece
was
the
internal
informed
piece
here,
but
we
were
seeking
improved
outcomes
for
communities
of
color.
We
know
that
we
want
to
Anchor
and
disaggregated
data
disaggregated
by
race
departments
already
on
their
way.
In
fact,
two
years
ago,
when
we
implemented
the
budgeting
for
Equity
worksheet-
and
we
asked
the
question-
are:
are
these
decisions
informed
by
data
disaggregated
by
race?
D
Centering
Community
voice.
There's
a
city-wide
effort
in
coming
up
with
a
Equitable
Community
engagement
framework
led
by
Roseland
Deputy
city
manager,
Rosalind,
Huey,
and
then
members
of
my
team,
particularly
Sabrina
para
Garcia,
has
been
very
instrumental
in
creating
a
framework
where
we're
real
doing
this.
Well,
a
community
engagement
process
that
is
not
extractive
and
that
shifts
power.
D
We
also
want
to
commit
to
integrity
and
accountability,
and
we
want
to
engage
in
a
practice
to
increase
self-awareness
and
that's
what
today
is
about
again.
Technically
speaking.
This
is
what
we
do
right.
We
provide
trainings.
We
provide
tools,
lots
of
consultation
hours,
in
fact
we're
starting
to
keep
track
of
that,
because
there's
a
lot
of
hours
that
goes
into
that
and
we're
happy
to
do
it.
D
That's
all
I'll
say
about
that.
We're
doing
really
well
so
there's
an
ecosystem
of
people
that
are
doing
all
of
this
work,
but
there's
also
the
community
and
they're
part
of
the
ecosystem.
We
have
our
non-profit
organizations
and
so
part
of
the.
What
we
want
to
do
over
the
next
year
is
trying
to
decide,
and
you
know,
to
to
sort
out
what
who's
in
the
ecosystem
and
how
do
we
align
the
effort,
so
there's
momentum
and
and
power
driving
towards
the
outcomes
that
we
want
to
see
different
in
San
Jose.
D
You
know
the
work
in
action
in
this
in
the
city
of
San
Jose,
so
things
are
happening
every
day
from
data
and
atlases
that
we're
creating
to
trainings
with
senior
leadership,
executive
staff
and
others
to
a
lot
of
the
welcoming
and
inclusion
work
that
we're
doing
with
for
immigr
with
immigrants
and
refugees.
The
immigration
Spotlight
series
and
the
small
business
support,
particularly
for
immigrant-owned
restaurants,
and
you
saw
some
materials
in
the
back
on
that.
D
Have
time
for
three
speakers
that
are
going
to
come
up
in
just
a
little
bit,
but
part
of
what
I
was
important
to
to
share
here
is,
as
Lee
mentioned
earlier.
This
is
the
the
the
foundational
racial
Equity
trainings.
This
is
the
data
point
as
of
June
30th,
because
it
was
a
mandate
to
have
100
of
the
workforce
participate
in
that
the
numbers
look
good,
what's
important
here
is
that
every
new
staff
member
that
joins
the
city
organization
has
a
certain
amount
of
time.
D
There's
a
conference
that's
coming
out
to
San
Jose
next
April
we've
been
identified
as
a
host
City
in
the
very
first
city
in
the
west
coast
to
have
that,
and
this
is
really
exciting.
The
racial
Equity
action
plans
18
racial
Equity
action
plans
have
been
developed
in
the
city
organization,
18
departments
with
260
action
items
all
within
our
which
are
within
the
framework
of
normalized
organized
and
operationalize
260
action
items
just
think
about
that
for
a
minute.
D
So
some
more
bright
spots
under
the
normalized
we're
going
to
have
Chief
Sapien
talk
a
little
bit
about
their
efforts,
they're
in
their
Department
under
organized
planning,
building
code
enforcement,
we'll
share
a
little
bit
about
the
racial
Equity
action
plan
and
an
under
operationalize.
We
have
Rick
Scott
from
the
dot
to
talk
about
repave,
San
Jose,
so
let
me
hand
it
over
to
the
chief
first.
E
Thank
you
sulma
good
afternoon.
My
name
is
Robert
Sapien,
not
Chief
Sapient.
Some
people
don't
know
that
I
have
a
first
name
still
so
in
the
fire
department,
as
zulma
described,
we
went
through
creating
an
equity
action
plan
and
different
members
of
our
senior
staff
team
took
on
different
parts
of
the
normalized
organized
and
operationalized
piece.
E
D
H
No,
it's
fine
for
those
who
don't
know
me.
My
name
is
Alex
Powell
I'm
with
the
Department
of
planning
building
code
enforcement.
So
we
are
that
department,
that's
taking
up
all
the
technical
assistance
hours
but
I
know
Dr
Walken
yeah,
but
I
have
the
privilege
of
talking
about
just
one
of
those
18
plans
and
our
experience
of
going
through
that
what
we
did
as
a
department
to
make
sure
that
we
included
as
much
of
our
Department
in
the
creation
of
this
plan.
H
A
new
activity
for
us,
I
would
say
a
group
that
probably
I
say
was
behind
and
you
know,
did
our
best
to
to
catch
up
and
try
to
capture
a
lot
of
actions.
So
in
creating
this
plan
we
first
created
a
racial
Equity
action
plan
team.
We
started
calling
reap
I,
don't
know
if
anyone
else
did
that,
but
our
reap
team
started
to
come
up
with
a
plan
of
engaging
as
much
of
the
department.
H
We
we
found
some
I,
think
tough
responses,
but
things
that
actually
really
helped
guide
what
should
be
included
into
the
plan.
So
we
ended
up
with
30
actions.
We
used
four
goals
to
help
guide
how
to
organize
those
actions.
I
think
a
lot
of
us
felt
confused
about
how
to
approach
this.
It's
such
a
big
topic,
I
think
a
lot
of
us
feel
this
way,
and
so
the
four
goals
you
can
see
up
on
the
slide
racial
Equity
excuse
me,
I,
could
read
them
in
full.
H
These
tend
to
Trend
more
on
the
normalized
and
organized,
but
I
think
the
biggest
part
of
what
we've
experienced
benefit
is
just
having
that
organizing
principle
gives
tools
for
staff
to
figure
out
how
to
engage
with
us,
and
so
that's
been.
Probably
the
biggest
lesson
for
us
is
that
to
change
culture
within
our
department,
we
need
Representatives
throughout
the
department
and
having
a
group
no
longer
the
reap
team,
but
just
the
racial
Equity
team
meeting
on
a
monthly
basis,
checking
in
on
our
plan
quarterly
our
quarterly
check-ins.
H
Actually,
next
Wednesday
actually
gives
the
opportunity
for
staff
and
a
a
an
obvious
Cadence
and
for
staff
to
engage
and
know
how
to
get
involved,
and
hopefully
when
we
actually
do
the
survey
again.
One
of
our
actions
is
to
do
the
survey
annually
next
year.
We'll
actually
have
a
different
approach
or
different
feedback
on
the
way
that
the
department
is
approaching
it.
So
that's
it
I
think
I'll
leave
it
in
just
a
few
minutes.
Thank
you.
D
I
Funding
was
really
low,
and
so
we
have
about
1500
miles
of
local
and
neighborhood
streets
that
were
neglected
for
about
20
years
and
we
neglected
everyone
pretty
evenly.
But
everyone
was
neglected
so
so
about
2018
2019,
a
lot
of
funding
sources,
kind
of
hit
us
all
at
once,
and
we
got
out
there
really
fast
and
decided
that
we
probably
needed
a
way
to
learn
about
Equitable
Service
delivery,
while
also
getting
out
there,
because
we
just
had
so
many
streets
to
maintain.
I
So
we
kind
of
embarked
on
this
condition-based
maintenance
cycle,
while
also
doing
the
analysis
to
kind
of
figure
out
what
Equity
looked
like,
and
so
to
do
that
we
looked
at
some
disaggregated
data
sources.
The
best
thing
we
could
find
at
the
time
was
Equity
priority
communities
designated
by
the
Metropolitan
transportation.
Commission.
I
Those
data
sets
look
at
things
like
race,
income,
English
proficiency,
among
other
things,
and
so
we
started
overlaying
that,
with
the
work
we
were
doing
to
just
kind
of
get
a
sense
as
to
what
what
we
were
doing
just
kind
of
looking
at
the
maintenance
condition
of
the
roadways.
We
found
a
couple
of
things
in
this
analysis.
One
was
that
about
a
quarter
of
our
San
Jose
streets
in
the
residential
Network
are
considered
Equity
priority
communities,
so
they
they
have
these
challenges.
I
We
had
about
8.8
million
dollars
in
Surplus
that
we
had
saved
over
the
years
and
I
like
to
be
aggressive
with
things.
So
we
wanted
to
do
another
project
in
2022,
and
so
we
kind
of
were
looking
at
that.
We
looked
at
kind
of
the
efficient
way
to
spend
it
and
we
started
realizing
that
there
were
Equity
priority
communities
in
the
city
that
we're
not
getting
treated.
I
You
know,
and
there
again
we
were
primarily
looking
at
condition,
but
when
you're,
when
you
have
the
network,
we
have
there's
almost
no
wrong
answer
as
far
as
where
you're
going
to
go
next
for
poor
condition,
but
we
found
that,
were
these
Equity
priority
communities
that
had
not
been
paved
in
a
long
time
and
needed
it.
So
we
thought
that
was
a
good
pilot
project
for
us
to
embark
on
and
kind
of
pave
using
Equity
priority
communities
and
condition
kind
of
cross-reference
as
our
project.
I
D
Just
three
examples:
really
we
could
spend
here
like
we
could
spend
the
entire
day,
looking
at
examples
across
the
city
where
this
work
is
being
operationalized
already
and
where
leadership
has
really
stepped
in.
In
fact,
this
is
a
good
time
to
think.
For
example,
I.T
who's
been
saying
for
a
little
while
now,
how
can
we
help?
And
there
are
ways
right
so
we're
working
with
it?
They
have
two
Equity
fellows
who
come
on
board
and
there's
some
pilot
projects
that
will
be
happening
soon.
D
There's
the
public
works
department,
who's
been
such
an
incredible
partner
in
helping
us
launch
the
San,
Jose,
Equity,
Atlas
and
neighborhood
and
demographic
explorers
and
all
of
this
stuff.
That's
there
are
useful
tools
for
the
organization
to
make
you
know
to
inform
decision
making
so
quickly
on
the
horizon,
we're
getting
close
to
the
end
of
the
hour
here.
So
in
the
first
quarter,
foundational
racial
Equity,
trainings
we're
you
know,
trying
to
make
sure
that
the
rest
of
those
that
did
not
participate
in
the
spring
are
participating.
D
What's
next
is
budgeting
for
Equity
Workshop,
so
this
is
the
third
year
in
the
making,
and
the
organization
is
in
a
better
place
than
it
has
been
in
the
past,
we're
starting
earlier
we're
not
starting
in
December,
and
so
this
is
progress.
We
heard
from
the
survey
results
from
the
last
budgeting
for
Equity
process
that
administrators
really
wanted
to
see
this
work
and
get
some
training
up.
Sooner
than
later,
we
also
will
be
starting
racial
Equity
tools,
learning
sessions
and
that
will
just
be
ongoing
quarter.
Three
again,
this
is
just
a
snapshot.
D
Immigration
bystander
training
in
workshops
launched
the
San
Jose
for
all
Advisory
Group,
and
then
we
have
the
welcoming
interactive
conference
in
late
April.
We
also
are
really
excited
to
be
joining
to
partnering,
with
an
organization
to
do
online,
trilingual,
Civics
curriculum
to
get
people
ready
to
engage
with
us
in
Equitable
Community
engagement.
D
These
terms
and
Concepts
again,
every
time
I
hear
especially
The
Justice
Collective
Collective,
speak
I
learned
something
new
and
it
takes
a
few
times
to
hear
these
terms
and
Concepts
so
that
we
can
examine
the
way
that
we're
reacting
to
them
and
also
examine
you
know
how
we
show
up
in
a
in
the
workplace,
examine
how
we
perpetuate
dominant
culture,
and
you
know,
I
have
to
say
this.
Dominant
culture
is
white,
supremacy
and
it's
Insidious
and
so
part
of
when
we
think
about
shifting
culture.
D
It's
an
opportunity
for
us
to
to
talk
about
these
things
and
be
very
you
know,
and
open,
and
so
I
want
to
thank
the
leadership
or
engaging
with
us
last
December.
What
I
wanted
to
say
about
the
racial
Equity
action
plans
is
that
in
December
of
2021
we
had
a
large
working
session
on
racial
Equity
action
plans
at
the
Mexican
heritage
Plaza
by
February
we
had
drafts
from
all
departments
and
by
June
they
were
completed.
D
So
in
final,
thank
you
again
to
Ellie
and
telina
The
Justice
Collective.
What
a
wonderful
partnership
and
I
will
miss
meeting
with
you
every
Friday
to
get
ready
for
today,
again
City
departments
to
the
racial
Equity,
diversity,
inclusion,
city-wide
group,
who
meets
bi-monthly
and
keeps
these
conversations
fresh
and
I.
You
know
who
are
incredible:
thought
partner
years,
Community
Partners
that
we
regularly
regularly
meet
with
and,
of
course,
the
mayor
and
the
city
council.
So
with
that
this
session
is
closed
and
I
believe
it's
time
for
I'm
going
to
hand
it
over
to
council.
D
A
I've
been
charged
with
Landing
the
plane,
because
some
folks
are
are
busy
doing
other
things.
So,
first
and
foremost,
let's
give
everyone
on
the
screen.
Everyone
participants,
folks
from
everyone
around
Applause
and
I,
don't
see
I,
don't
see
Jennifer
McGuire
in
here,
so
I
don't
know
if
she
mandated
this
for
all
of
you,
but
we
very
much
appreciate
your
presence
anyway.
A
It
really
is
important,
difficult
topic,
but
I
think
these
conversations
are
very
necessary,
and
so
we
very
much
appreciate
the
participation
from
our
presenters
and
use
Ultima
for
leading
the
efforts
and
bringing
the
city
forward
to
acknowledge
and
try
to
work
through
some
of
these
issues
that
have
been
lingering
far
too
long.
So
thank
you
for
that.
Tony
will
do.
We
have
any
public
comments.
C
Yes,
Paul
Soto
from
the
Horseshoe.
Thank
you
for
this
presentation.
It
was
very
hard
to
listen
to
because
these
the
people
that
have
benefited
and
themselves
from
those
systems
that
date
back
to
1846
on
there's
been
a
cultural
genocide
that
has
continued
to
perpetuate
throughout
this
throughout
the
hundreds
of
years,
and
people
have
benefited
profited
from
it
and
they're
not
going
to
give
up
that
power
without
being
directly
challenged.
I
directly
challenge
this
city
and
I
got
silenced.
C
I
got
taken
into
a
room
and
given
a
restraining
order,
so
that
I
can
no
longer
participate
simply
because
of
exactly
what
was
said
in
here
in
this
meeting,
they
stated
specifically
and
clearly
that
anybody
that
starts
challenging
the
system,
the
power
structure,
they're
perceived
as
rude.
They
are
silenced,
they're
perceived
as
an
outsider
and
they'll
be
taken
into
a
room
and
given
a
restraining
order,
so
that
I
can
no
longer
participate.
C
Civically
I
can't
show
up
at
any
Fiesta
patrias
I
can't
participate
in
any
kind
of
Cinco
de
Mayo
I
can't
purchase
participating
nothing.
This
is
what
the
city
did
to
me.
Secondly,
language
language
wasn't
talked
about.
I,
do
not
speak
Spanish
because
it
was
customary
and
legal
for
them
to
abuse
the
children
inside
the
schools
so
that
they
wouldn't
speak
Spanish,
so
they
stripped
from
me
this
city
and
the
school
districts
stripped
from
me,
the
ability
to
speak
Spanish,
okay,
that
still
needs
to
be
confronted,
challenged
and
ameliorated,
because
people
profited
from
that.
C
C
All
right
we're
a
different
here
thanks
a
lot
for
this
meeting
today.
It
was
a
very
interesting
meeting
thanks
a
lot
for
Paul
Soto
was
here
and
was
offered
able
to
offer
public
comments.
I
think
it's
a
perfect
sort
of
meeting
for
me
and
Paul
to
both
be
kind
of
around
and
learning
about.
Thank
you,
I.
Thank
you.
I
guess,
I'll
start
off
with
some
of
Paul
Soto's
words
that
he
offered
the
concepts
of
language
ideas.
C
C
I,
don't
know
quite
know
where
to
go
with
the
issue,
but
I
I
think
we're
at
a
time
that
having
a
multi-language
understanding
of
issues
can
really
help
move
along
the
concepts
of
equity
and
and
really
build
a
more
open,
Community
process,
it
invites
people
to
work
with
government,
more
I.
Think
also
so
good
luck.
How
we
can
address
that
issue.
I
know
we
could
we
feel
pretty
stupid
in
this
country.
C
C
You
know
what
other,
what
is
a
new
language
of
how
to
address
issues
of
equity,
I,
I'm,
50
I
would
like
to
learn
that
sort
of
language
and
to
conclude
good
luck
on
ideas
of
honesty
with,
like
you
know,
technology
policies,
if
you,
if
you
practice
honesty
with
the
community,
that's
really
important
ideas
and
Equity.
That
really
has
to
be
understood.
Thank
you.