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From YouTube: Commission on Race & Access to Opportunity (8-22-23)
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A
B
A
Are
there
any
members
that
have
any
recognitions
or
introductions
they
wish
to
make
foreign
I'm
going
to
take
a
prerogative
as
the
chair,
we
do
have
a
roast
that
we
have
to
do
today
in
observation
of
someone
who
is
pulling
the
parachute
jumping
out
of
the
plane
Landing
in
another
place,
and
so,
if
any
of
you
in
the
course
of
the
meeting,
have
anything
to
say
about
our
colleague
who
is
departing
today,
Erwin
we've
certainly
been
honored
to
have.
You
join
us
and
we
appreciate
your
work.
Would
you
like
to
say
a
few
words?
Please?
A
C
Thank
you,
chair
I.
This
has
been
an
honor
to
serve
on
this
commission.
Obviously,
from
the
beginning,
a
lot
of
great
work's
been
done.
I
know.
A
lot
of
great
work
is
still
to
come
and
certainly
I
won't
be
I'll,
be
in
a
different
capacity
in
my
new
position,
but
I
will
be
following
the
great
work
of
this
group
and,
if
there's
any
ever,
anything
I
can
do
to
assist
or
help
in
any
way.
Please
let
me
know
I'd
be
happy
to
do
that.
It's
important
work.
Thank
you.
A
Thank
you
and
you
are
truly
a
Class
Act.
The
communication
works
both
ways
if
you
see
or
sent
something
that
we
need
to
know
shout
out
to
any
of
us
share
that
information
with
us
and
thank
you
for
your
dedication.
You
have
been
a
steady,
regular
at
every
meeting
and
I
appreciate
that
very
much
that
matters
or
to
remind
all
of
us.
The
commission
purpose
statement
is
always
in
our
folder
and
we
like
to
start
with
that
because
it
sort
of
reorients
us
as
we
as
we
embark
on
another
meeting.
A
A
We
have
an
agenda
today
involving
post-secondary
education,
diversity,
Equity
inclusion
and
the
Kentucky
chamber,
foundations
Center
for
diversity,
Equity
inclusion
and
we're
honored
to
have
two
presenters
here
at
the
table.
I
would
ask
the
two
of
these
esteemed
friends
of
ours,
to
introduce
yourselves
for
the
record,
and
please
begin
your
presentation.
E
We
want
to
thank
you
for
giving
us
this
opportunity
to
have
this
conversation
with
you.
We
want
to
also
thank
you
for
having
such
a
commission
and
for
us
to
not
realize
that,
in
fact,
you
know
we're
in
a
place
in
society
that
we
have
to
pay
some
attention
to
what
we're
doing
with
our
citizens
is
really
important,
and
we
want
to
say
that
higher
education
truly
is
what
I
call
the
great
equalizer
our
goal
in.
E
What
we're
doing
in
post-secondary
education
in
the
state
is
to
do
exactly
that,
and
let
me
give
you
some
stuff:
I
only
have
three
small,
slides
and
I'll
turn
it
over
to
my
esteem
colleague
to
finish
up
the
presentation,
but
I
will
just
let
put
it
in
perspective
for
you.
If
our
job
in
this
state
is
to
provide
the
best
welfare
for
all
of
our
citizens,
we
have
to
take
into
account
all
those
things
that
doesn't
lead
up
to
that.
E
What
we
know
is
this
is
factual,
that
the
best
route
to
a
strong
economy
and
to
a
good
Highly
Educated
Workforce,
is
a
good,
strong,
post-secondary
system
that
focuses
on
all
of
our
citizens.
We
take
them
where
we
get
them
and
our
job
is
to
make
sure
that
we
get
them
to
a
Finish
Line
with
a
quality
education
that
they
can
add
to
Kentucky.
If
we
don't
do
that,
guess
what
happens
this
General
Assembly
will
appropriate
more
money
to
prisons,
appropriate
more
money
to
unemployment.
You
will
appropriate
more
money
to
Medicaid
I'll
keep
on
going.
E
So
this
is
a
little
bit
of
a
cost
benefit
analysis.
I
won't
go
I'm
a
sociologist,
so
I
won't
go
into
all
the
value
of
of
the
conversation
at
hand.
I'll
just
take
an
economic
value
system.
So
when
we
came
in
five
six
years
ago,
our
whole
goal
was
to
look
at
how
post-secondary
plays
the
important
role
in
making
sure
we
get
all
of
our
citizens.
To
that
Finish
Line.
We
set
an
attainment
goal
of
60
percent
that
just
didn't
fall
out
of
there,
sixty
percent
by
2030.
E
What
that
is
saying
is
that
by
2030
we
want
all
of
our
citizens
in
Kentucky
to
have
a
post-secondary
credential
that
matters,
not
one
that
doesn't
matter.
So
we
count
those
we
look
at
quality.
When
we
talk
about
this
quantity
and
I'm,
proud
to
say
and
I'll
pull
this
up
here
in
a
second
I'll,
just
pull
it
up
now.
As
a
matter
of
fact,
this
is
where
we're
at
we're
at
55
percent
now
toward
that
60
by
30.
In
the
last
five
years,
we've
made
significant
I'm,
Way
Beyond
statistical,
significant
Improvement.
E
If
you
know
anything
about
statistics
at
all,
to
move
something.
One
percentage
point
is
a
lot
of
percent,
so
to
get
five
percentage
points
in
last
five
years.
That
means
that
we're
doing
something-
and
the
point
that
I
want
to
make
here-
is
that
when
we
look
at
what
we're
doing,
we
don't
all
the
time.
This
is
not
pointing
fingers.
We
don't
all
the
time
get
students
to
us
that
is
well
prepared,
as
they
should
be
academically
socially
emotionally.
E
Culturally,
our
job
on
our
campus
is,
as
president
capilouta
will
talk
about,
is
to
make
sure
we
set
up
an
environment
where
they
can
achieve.
We
don't
set
up
an
environment
where
one
group
don't
achieve,
while
the
other
group
achieves
it's
about
setting
a
goal
and
a
high
standard
and
the
best
way
to
think
about
closing
gaps
fall
in
really
three
categories
and
that's
high
Excellence
High
rigor,
but
also
high
input.
E
So
when
we
talk
about
Equity,
we're
talking
about
inputs,
we're
talking
about
what
it
takes
to
get
a
student
from
where
he
or
she's
at
to
get
them
to
the
finish
line
that
may
even
be
talking
about
unmet
need
that
may
talk
about
what
we
do:
I'm
a
rural
con,
Clay,
County
Kentucky
and
whose
father
was
illiterate.
That
means
taking
me
if
I'm,
a
low-income
student
and
helping
me
to
have
those
things
that
it's
going
to
take
to
get
them
to
the
finish
line.
E
Whether
we
want
to
say
this
or
not,
historically
hasn't
been
shaped
for
everybody
in
all
situations.
What
we've
done
in
Kentucky
is
to
say.
Yes,
it
is
no
matter
if
you're,
a
flagship
institution
or
a
community
college,
we're
saying
that
we
will
take
you
where
we're
at,
and
we
will
give
you
with
our
resources
what
it
takes
to
get.
E
You
to
that
finish
line
and
we've
set
up
policy
programs
processes
to
make
sure
we
fill
those
potholes
that
has
been
obviously
not
filled
and
I
want
you
to
also
think
about
it
in
this
context,
if
we
don't
do
that,
what
are
you
left
with
you
don't
want
to
bifurcate
it
system
where
some
people
achieve
and
other
people,
don't
that's
not
what
it's
set
up
to
do.
So
ours
is
also
not
setting
up
a
system
to
combat
or
actually
to
put
people
against
each
other.
E
As
a
matter
of
fact,
we
look
at
this
of
diversity
of
thought,
beliefs,
understanding
it's
not
about
forcing
any
ideology.
It's
about
actually
taking
whatever
ideology
you
got
and
building
up,
not
taking
that
away,
but
helping
you
to
have
a
post-secondary
credential
whereby
you
can
go
out
and
be
the
person
you
need
to
be
in
this
economy
and
also
as
a
citizen.
So
that's
why
we're
incorporating
things
like
civic
education
and
democracy
in
all
of
our
programs?
That's
why
we're
in
course
incorporating
problem
solving
critical
thinking,
creative
output?
E
All
of
that
has
to
be
done
in
an
environment
of
higher
order
thinking.
So
our
goal
is
to
create
that
Paradigm
that
process
that
culture
to
do
that
and
I'm
proud
of
where
we've
gone
so
much
so
in
the
last
five
years.
You
know
where
we
were
at
five
years
ago.
Many
of
you
way
behind
we're
number
two
in
the
nation.
Now
in
completions.
We
did
this
through
multiple
ways
of
thinking
about
it.
What
I
call
a
triangulated
way?
E
We
got
a
performance
funding
model
that
focuses
on
all
of
our
students
and
the
programs
where
we
need
to
go
and
how
we
have
to
incorporate
that
in
a
manner
that
gets
us
there.
That
means
that
our
institutions
have
changed
Behavior
a
lot
of
behavior
in
the
last
five
years
to
get
us
there
to
focus
on
the
state's
needs,
and
let
me
be
clear:
I'm
the
president
of
the
Kentucky
Council
on
post-secondary
education.
That
means
I
represent
the
state
needs.
E
That
means
that
I'm
colleagues
with
my
good
campus
friends,
but
my
job
is
to
make
sure
the
state
needs
where
they
want
to
go.
That's
big
and
Rhode.
Island
is
the
only
state
ahead
of
us.
I
won't
mention
Rhode
Island,
but
the
three
people
that
are
there
shipped
in
from
some
way,
but
you
know
the
idea
that
we
are
we're.
We've
got
to
increase
our
Workforce
participation
rate.
You
know
the
chambers
data
show
that
we've
moved
from
48
to
43.
E
But
we
can't
do
this
if
we
look
at
the
differentiated
gaps
that
are
happening
and
the
students
that
we
have
and
I'm
proud
to
say,
Kentucky
we're,
closing
gaps
faster
or
as
fast
than
any
other
state
in
the
nation.
If
you
look
here
and
I
want,
there's
a
lot
of
data
here,
but
look
at
the
what
we're
doing
here.
Kctcs
system
and
retention
rates
in
the
last
five
years
up
4.5
percentage
points,
please
understand
to
move
a
percentage
point
is
huge.
E
That
means
you
have
to
do
a
behavioral
modification
from
where
you're
at
as
the
base
to
do
that
the
underrepresented,
5.8
percent,
so
we're
closing
gaps
in
retention.
So
please
also
note
we're
not
bringing
people
down
we're
taking
everybody
up.
This
is
not
a
zero-sum
game
and
you
can
see
the
thing
the
same
with
the
low
income.
If
you
look
at
a
four-year
public
4.3
overall
up
and
if
you
look
at
where
please
understand
a
four-year
institution
now,
who
would
ever
thought
this?
Almost
all
of
them,
except
for
one
at
an
80
retention
rate?
E
E
We
had
to
do
it
with
those
at
the
level
that
they
were
no
matter
where
they
were
at
in
that
process
up
urm
seven
percentage
points
and
low
income
up
4.7
Mr,
chair
we've
talked
about
this
a
lot
how
we
may
have
to
tweak
the
performance
funding
I'm,
all
just
a
little
bit
to
really
increase
some
of
that,
because
we
are
a
high
poverty
state.
We
are
have
low
income.
E
As
a
matter
of
fact,
17
percent
of
our
people
live
in
poverty,
25
percent
of
our
young
folks,
25
of
our
Latino
population,
24
of
our
African-American
population.
We
got
a
long
way
to
go
and
post-secondary
is
a
way
to
get
there.
Look
at
graduation
rates
up,
kctcs
13.4
percentage
points.
Last
five
years:
folks,
urm
12.1,
kctcs,
low
income,
14.2
four-year
public
overall
7.5
percentage
points.
We
used
to
talk
about
a
four-year
degree
being
six
years.
E
Remember
that
we're
now,
at
a
four-year
degree,
again
think
about
that
for
a
second,
so
our
four-year
urm
up
9.4
percentage
once
one
of
the
highest
in
the
nation
and
increases
and
our
four-year
public
low-income
six
percentage
warrants
I
want
to
see
those
go
up
and
I
will
ask
this
commission
and
others
to
help
us
to
go
up
not
to
do
whatever
it
may
take
to
actually
stop
the
momentum.
Our
momentum
is
great.
We
do
this
without
isolation.
We
do
this
without
putting
people
in
a
corner.
A
F
Thank
you,
Conley
and
thank
all
the
members
of
the
Committees,
both
the
elected
officials
and
our
Civic
and
City
citizen
leaders
for
making
this
a
topic
of
public
study,
scrutiny,
dialogue
and
discussion,
and
I
too,
want
to
thank
Mr
Roberts
13
years
ago,
when
I
was
welcomed
to
the
University
of
Kentucky.
He
was
part
of
the
board
leadership
that
invited
me
for
an
opportunity
of
a
lifetime
and
I.
Thank
you
for
your
service,
sir.
The
University
of
Kentucky
was
created
160
years
ago
to
advance
our
Commonwealth.
F
It
was
a
dream
and
a
promise
to
help
create
and
sustain
a
state
that
tomorrow
will
be
healthier,
wealthier
and
wiser
than
it
is
today.
That
was
our
mission.
Then
it
is
still
our
mission
and
I
would
submit
that
we're
doing
more
at
any
time
in
our
history
to
make
certain
and
make
good
on
that
mission,
even
as
we
recognize
we
have
much
much
more
to
do.
F
It
was
on
this
day.
Approximately
this
day
we
think
August
22nd
1864.,
that
Abraham
Lincoln
spoke
to
the
166th
Ohio
regiment
in
Washington
D.C,
about
the
course
of
the
war
and
why
they
were
fighting.
It
was
Lincoln
told
the
assembled
troops,
so
that
quote
each
of
you.
Each
of
you
may
have
through
this
free
government,
which
we
have
enjoyed
an
open
field
and
a
fair
chance
for
your
industry,
Enterprise
and
intelligence
that
you
may
all
all
have
equal
privileges
in
the
race
of
life
with
all
its
desirable
human
aspirations.
He
continued.
F
F
F
F
F
We
expect
to
enroll
a
record
first
year
class
this
year
between
6400
and
6500
students,
and
we
anticipate
again
to
grow
in
ways
that
reflect
the
rich
diversity
of
the
state
we
serve
now.
This
slide
shows
the
number
of
degrees
and
credentials
awarded
to
underrepresented
minorities,
and
you
can
see
that
most
recently,
it's
over
1400
degrees
up
20
percent
from
the
year
before
and
more
than
double
the
number
from
a
decade
ago.
F
F
I
say
that
in
gratitude
to
the
faculty
and
staff
that
make
that
happen
next
slide,
please
these
numbers
reflect
an
intentional
strategy
to
educate
and
graduate
more
students
at
the
University
of
Kentucky
notice,
the
continuous
Ascent.
Here
we
have
raised
six-year
graduation
rates,
almost
11
percentage
points,
five-year
by
15
percentage
points
and
four
year
by
25
percentage
points
since
fall,
2006
that
cohort
and
this
year
we
will
report
most
likely
a
graduation
rate
of
70
percent
to
put
that
in
context
that
will
place
Us
in
the
top
20
percent.
F
According
to
our
most
recent
data
among
public
universities,
that
primarily
Grant
bachelor's
degrees-
and
so
we
did
not
do
that
by
getting
smaller
or
more
Elite,
in
fact,
it
was
just
the
opposite.
We
are
doing
that
by
growing
enrolling,
more
students
overall,
enrolling,
more
kentuckians
and
enrolling
a
student
body
that
reflects
our
state
and
world
more
than
a
quarter
of
our
undergraduate
students,
our
first
generation
college
students
and
almost
80
percent
of
those
are
kentuckians.
F
We
know
students
succeed
for
many
reasons,
and
they
also
face
barriers
and
challenges.
For
several
reasons.
There
are
lots
of
variables,
perhaps
the
most
powerful
we
have
found
through
our
research
is
the
question
of
unmet
financial
need,
regardless
of
how
prepared
a
student
is
or
how
well
they
do
academically.
F
We
know
that
their
retention
rates
decline
precipitously
when
they
have
unmet
Financial
need
of
a
of
five
thousand
dollars
or
more,
and
that
unmet
Financial
need
is
the
difference
between
the
total
cost
of
attendance
and
the
amount
of
Grant
scholarships
and
modest
loans
they
have.
It
gets
greater
than
five
thousand
dollars,
no
matter
how
academically
prepared
you
are,
we
can
have
a
4.0
student,
one
that
has
greater
than
five
thousand
dollars
in
the
and
one
that
doesn't,
and
the
success
is
much
better
for
the
one
that
has
less
than
five
thousand
dollars
in
need.
F
So
this
work
that
we
did
and
the
data
that
I'll
explain
here
in
a
moment
was
the
premise
behind
our
UK
leads
program.
It
was
one
of
the
first
efforts
of
its
kind
in
the
nation
we
utilize
the
power
of
Big,
Data
and
Predictive
Analytics
to
address
the
question
of
unmet
financial
need
and
we
target
our
grants
and
scholarships
directly
to
eliminating
that
unmet
need,
and
this
slide
unequivocally
demonstrates
the
success
of
the
program
which
we
started
with
institutional
dollars.
But
people
have
recognized.
F
This
is
a
good
investment
and
it's
now
attracting
millions
of
dollars
from
the
donors
who
we
owe
much
things
so
we
started
small.
This
is
a
cohort
from
2016
to
2020.
There
are
about
2
000.
Students
on
the
left
is
what
our
research
has
shown.
This
category
of
students,
most
likely,
would
have
achieved
in
terms
of
their
first
year
retention
some
65
percent.
F
F
F
We've
been
recognized
across
the
country
and
many
universities
are
starting
to
mimic
what
we
do,
but
it's
part
of
a
holistic
approach
and
just
to
give
you
an
example
of
how
we
tackle
this,
every
Friday,
every
Friday,
a
group
of
about
80
University
staff,
faculty
and
administrators
gather
for
two
hours
to
discuss
the
retention
and
success
of
our
students
on
a
group
basis
and
on
an
individual
basis.
F
F
F
So,
in
addition
to
UK
leads
and
other
financial
aid,
we
are
fully
debuting.
This
fall
a
new
program.
It
too
is
the
first
of
its
kind.
It's
called
UK
invest,
so
every
student
on
our
campus
will
have
access
to
their
own
brokerage,
account
that
they
can
invest
in
and
that
the
university
using
private
philanthropy
dollars
will
invest
in
as
well
will
match
the
dollars
as
students
engage
in
healthy
behaviors
and
activities.
F
B
B
F
F
Among
the
many
factors,
the
National
Cancer
Institute,
examines
when
reviewing
our
cancer
center
and
I
sat
through
the
site
visit
just
a
few
months
ago
is
the
prevalence
of
disease
and
the
Clear
Connection.
There
is
with
the
burden
of
financial
disadvantages,
so
underrepresented
populations
by
their
definitions,
certainly
include
race
or
identity,
geography,
income
and
background.
F
So
you
know
what
else
the
NIH
considers
essential
to
its
work:
the
diversity
in
the
research
teams
and
scientists
who
are
doing
this
life-saving
and
transformative
work.
So,
according
to
their
guidelines,
NIH
guidelines.
This
is
what
they
state.
Research
shows
that
diverse
teams
working
together
and
capitalizing
on
innovative
ideas
and
distinct
perspectives,
outperform
homogeneous
teams,
scientists
and
trainees
from
diverse
backgrounds
and
life
experiences,
bring
different
perspectives,
creativity,
an
individual
Enterprise
to
address
complex
scientific
problems.
F
F
So
I
look
forward
to
the
discussions
and
continued
dialogue
and
thank
all
of
you
for
the
support
and
tip
my
hat
to
you
because
I
like
to
say
the
achievements
we
have
realized
at
the
University
of
Kentucky
is
because
of
the
power
of
we
and
all
of
you
in
many
ways,
have
contributed
to
our
successes
and
I.
Thank
you.
E
Mr,
chair
I'd,
like
to
add
one
last
thing
as
a
summary
and
then
we'd
be
happy
to
take
any
questions.
You
know
you
learn
more
from
people
different
than
you
than
from
people
like
you.
Our
job
is
to
set
up
that
relationship
and
let
it
happen
our
job
isn't
to
find
a
system
that
is
negative
toward
any
group
or
make
them
feel
as
if
they
don't
want
to
listen.
So
our
the
way
we
I
have
operationalized,
Dei
and
higher
education
is
simply.
E
This
I'll
give
an
analogy
and
happy
to
go
in
Greater
detail,
but
I'll
do
it
quickly?
Diversity
is
the
difference
among
population
groups
the
way
they
look
the
way
they
act
the
way
they
think
all
of
those
that's
diversity.
It's
an
aspect
of
a
population
group
right
and
inclusion
is
I'll,
give
an
analogy
of
a
dance
and
higher
education
in
Kentucky,
we've
invited
everybody
to
the
dance
we
have.
As
a
matter
of
fact,
we've
set
up
our
minimum
admissions
policy.
To
invite
everybody
to
the
dance
inclusion
is
that
we
ask
them
to
dance.
E
President
capilouto
just
gave
you
some
examples
about
how
we've
asked
everybody
to
dance.
We're
not
just
wanting
to
ask
a
few
people
to
dance
because
they're
great
dancers
we're
asking
everybody
to
dance,
but
what
we've
recognized
an
example
is
unmet,
need
and
I'll
give
you
an
example.
I
know,
president
capilouto
is
a
better
dancer
than
I
am
I've
seen
him,
but
I
will
tell
you
that
Equity,
then,
is
about
giving
me
dance
lessons
give
me
what
I
need
in
order
to
be
included
to
participate.
E
It
is
not
giving
me
an
opportunity
that
I
don't
deserve
it's
not
giving
me
something
because
purely
of
a
color
of
my
skin,
it's
not
actually
setting
anything
up.
So
Equity
is
the
process
of
infusing
what's
needed
at
that
time.
For
that
student,
no
matter
what
kind
of
diversity
they're
bringing
to
the
table
in
order
to
get
them
to
the
Finish
Line,
where
they
can
participate
at
an
equitable
level
within
our
society.
That's
the
way,
we've
operationalized
everything
that
we
do
it's
that
simple
and
it's
not
just
about
race
and
ethnicity.
E
A
Gentlemen
well
presented.
Thank
you
both
president
capilouto,
especially
thank
you
for
your
passion,
your
commitment
and
and
for
your
effort
in
moving
us
toward
that
Target
of
60
by
30..
The
role
the
University
of
Kentucky
has
played
needs
to
be
spoken
to
because
it
is
so
powerful
for
us
to
achieve
that
goal
of
60
by
30,
and
we
could
not
do
it
without
our
Flagship
institution
leading
the
way.
So.
Thank
you
so
much
for
that.
Thank.
F
A
You'll
slide
back
a
few
slides
I'm
going
to
take.
Take
the
Chairman's
prerogative
to
address
a
question
or
two
that
came
to
my
mind
that
freshman
cohort
graduation
rate
slide
is
a
very
powerful
slide.
A
Those
are
lives
that
are
changed
forever
and
president
Thompson,
you
spoke
to
it
in
your
opening
remarks
about
the
role
of
Education
in
that
space,
but
I
want
to
make
sure
everyone
picked
up
on
some
words
that
you
use
present
Capital
that
a
job
that
I
jotted
down
of
that
55.4
percent.
You
indicated
25
percent,
our
first
generation
and
80
percent-
are
Kentucky
students,
so
speak
to
that
for
just
a
moment.
If
you
would
yeah.
F
F
So
we
will
have
Disturbed
Kentucky
if
we
do
not
work
tirelessly
to
make
certain
those
students,
many
of
whom
most
of
whom
are
first
generation
students,
don't
realize
the
transformative
power
of
a
degree
at
graduation
every
year,
one
of
the
more
moving
parts
to
me,
the
entire
floor
of
Rupp
Arena,
is
filled
with
students.
We
have
four
ceremonies
in
May
couple
in
December
and
I:
ask
if
you're
the
first
in
your
family
to
graduate
from
college,
please
rise
and
I.
G
F
F
A
H
You
chairman,
thank
you,
gentlemen,
for
presenting.
Is
it
okay
if
I
ask
two,
certainly
all
right,
the
first
one
had
to
do
with
the
first
couple
of
slides,
where
you're
talking
about
the
overall
degrees
and
credentials
awarded,
and
that
includes
the
urm
which
reminds
me
again
what
that
stands
for
so.
F
F
So
I
don't
have
exact
data
with
me,
but
I
know
that
the
chairman
had
a
strong
hand
in
developing
our
performance
funding
model
and
of
those
11
metrics.
It
certainly
focuses
on
the
number
of
degrees
and
number
of
degrees
awarded
to
underrepresented
minorities,
but
it
also
includes,
as
a
metric,
the
degrees
awarded
in
the
stem
plus
Health
fields
and
I.
Don't
have
those
numbers
with
me,
but
those
have
moved
dramatically
too.
I
can
get
those
numbers
and.
E
I
can
tell
you
they
have,
there's
been
the
influx
of
many
more
of
those
citizens
which,
in
the
past
have
been
in
dirt,
even
in
getting
in
the
pipelines
in
those
right
where
we
are
seeing
a
lot
more
of
those
students
receiving
stem
H
degrees.
So
that
has
been,
but
this
is
very
purposeful.
Very
strategic
Mr
chair
can
tell
you
or
performance
funding.
We
looked
at
the
dearth
in
those
areas
that
we
had
to
do
that.
The
other
item
I
would
throw
in
Kentucky
during
covid.
You
know
we
have
an
enrollment
dip.
E
Everybody
in
the
country
did,
but
the
only
group
that
was
up
was
underrepresented.
Only
group
that
was
up
then
and
now
I
just
got
through
giving
a
speech
on
it.
Two
weeks
ago,
at
a
national
Level,
Kentucky
was
the
first
state
or
one
of
the
first
States,
the
actual
rebound
from
enrollment
you're.
Going
to
hear
some
good
news
coming
from
again
in
all
of
our
areas
were
up
significantly.
E
We,
these
were
all
done
purposefully
through
good
strategies,
healthy
strategies,
but
the
one
thing
it
tells
me
is:
are
underrepresented
populations
start
believing
in
what
we
were
telling
them,
because
we
start
showing
it
up
to
do
it.
It
was
not
any
extra
stuff
we
were
offering,
but
we
gave
them
everybody
extra
stuff
once
they
got
there,
so
you
will
see
an
increase
and
we
can
give
you
all
those
numbers
if
you
like
yeah.
H
F
D
Thompson.
Thank
you
very
much
for
your
presentation.
My
question
deals
with
diversity,
diversity,
equity
and
inclusion;
the
initiatives
that
we
have
set
forth
with
the
University
of
Kentucky
and
subsequently
with
the
Commonwealth
of
Kentucky,
to
make
lives
better
and
to
the
level
the
playing
field
for
people
that
are
looking
to
participate.
My
question
is
the
affirmative
action
ruling
by
the
Supreme
Court.
How
do
you
see
that
affecting
our
Dei
efforts.
F
Sure
thank
you,
representative
Brown.
First
of
all,
we
have
a
responsibility
to
comply
with
the
law
and
we
will.
We
have
had
teams
working
over
the
summer
to
see
that
we
certainly
do,
but
at
the
same
time
we
want
that
community
of
belonging
where
everyone,
regardless
of
their
background,
identity,
color
Faith,
whatever
feels
welcomed
at
the
University
of
Kentucky.
F
So
we
had
at
the
University
of
Kentucky,
only
won
race,
specific
scholarship,
we're
adjusting
that
to
have
a
more
holistic
approach
and
comply
fully
with
the
Supreme
Court
ruling.
But
our
goal
is
to
complete
to
continue
the
advances
we've
made
across
all
who
are
represented
on
our
campus.
D
E
To
the
Commonwealth
of
Kentucky,
I
mean
we
anticipated
this
right
and
a
while
back
in
2016
when
we
built
our
policy,
we
built
it
on
a
holistic
process,
so
it
hasn't
affected
us
very
much
at
all,
and
we
don't
know
everything
yet
we're
looking
microscopically
at
everything,
but
we
will
comply
with
the
law.
The
item
that
I
worry
about,
though
I'm
gonna
go
one
step
farther.
E
The
item
that
I
worry
about
we'll
have
students
in
the
state
that
will
perceive
that
they're
not
possibly
welcome
so
I
think
it's
going
to
be
on
us
to
make
sure
that
students
know
that
we're
still
a
campus
that
they
can
come
to
and
be
a
part
of.
So
our
efforts
on
campuses
surround
everything
from
adult
Learners
to
low
income,
to
a
variety
of
folks
that
may
need
that
extra
input
to
get
where
they
want
to
go.
E
All
of
those
are
Dei
efforts
to
us
in
that
regard,
so
that
the
piece
that
is
important
to
understand
is
that,
if
we're
setting
up
whether
it's
misrepresentation,
misnomers
or
people,
don't
know
the
truth,
it's
our
job
to
make
sure
that
they
have
the
truth
and
have
the
understanding
that
we're
still
open
to
everybody
and
we're
going
to
give
them
what
they
need
to
be
successful.
We
will
not
Target
in
a
negative
way.
D
Mr
chairman,
if
I
may,
Dr
capilouto
your
reference
to
the
students
that
that
stood
up
when
you
asked
about
first
generation
or
first-time
college
graduates,
I'm
thinking
more
in
terms
of
what
the
opportunities
will
be
for
those
first-time
college
graduates
to
to
step
out
into
the
workforce
and
to
create
generational
wealth
and
and
for
themselves
and
their
families
in
in
future
Generations.
F
We
partner
with
fidelity
33
000
students
will
have
their
brokerage
account
if
they
want
to
withdraw
their
money
that
they
invest
in
it.
They
can
have
it
all
in
24
hours,
but
we
want
them
to
know
early
on
and
while
they're
a
student
that
managing
their
finances
and
investing
wisely
can
prepare
them
for
a
life
of
meaning
and
purpose.
Among
the
things
that
we
will.
F
E
And
I
want
to
add
one
other
thing
we're
doing
in
the
state
we're
we're
having
what's
called
a
graduate
profile.
We
have
10
essential
skills
that
we,
but
that
employers
have
identified
that
they
wanted.
So
a
part
of
those
are
going
to
incorporate
into
as
many
Majors
as
we
can
and
all
general
education
around
those
competencies,
such
as
the
Capstone.
We
want
advisory
groups,
employer
advisor
groups
that
all
of
our
in
all
of
our
Majors,
not
just
those
that
have
historically
been
in
business
and
Engineering
some
other
areas.
E
We
also
know
that
the
best
way
for
us
to
Define
quality
in
higher
education
in
many
ways,
at
least
to
start,
is
if
that
employer
recognizes
they
want
our
students
and
by
the
way
and
those
essential
skills.
All
employers
are
telling
us.
They
want
people
that
to
be
able
to
work
with
people
of
diverse
backgrounds.
E
They
don't
want
someone
who's
monolithic,
that
don't
know
how
to
do
that
and
be
able
to
communicate
across
borders
as
an
example,
but
we're
a
part
of
that
is
to
have
those
advisory
groups
and
by
2030
I'd
like
to
see
every
college
student
and
people
tell
me
it's
an
ambitious
goal,
but
I'm
okay
with
that
is
to
have
every
college
student
with
a
work
based
learning.
So
if
you
want
to
get
them
employed
at
the
levels,
they
need
to
be
employed,
we
need
to
get
employers
engaged
with
us
earlier
on
the
front
end.
E
To
make
that
happen,
that's
how
you
get
to
the
process
of
having
income
in
order
to
build
wealth
in
my
opinion
and
know
how
to
build
wealth
and
I,
applaud
you
UK
for
actually
going
way,
one
step
farther
and
actually
putting
some
of
their
philanthropy
dollars
in
creating
that
pipeline.
For
that
wealthy,
hopefully,
that
wealthy
student.
D
Just
one
more
follow-up,
Mr
chairman
and
we're
talking
about
students
and
I,
understand
that
I
think
that's
very
important.
The
University
of
Kentucky
is
in
the
business
of
educating
our
young
people,
I'm
I'm
also
concerned
with
teaching
and
educating
our
young
people
I'm
very
concerned
with
opportunities
for
doing
business,
with
the
University
of
Kentucky
and
and
and
that
Dei
effort
of
of
increasing
the
amount
of
spend
with
diverse
vendors
across
the
Commonwealth
and
diversity.
Equity
inclusion
has
posed
an
opening
for
a
lot
of
people
and
for
a
lot
of
companies.
D
We're
not
there
yet
in
terms
of
the
10
goal
that
we
have
I
would
hope
that
we
would
we
would
we
would
meet
and
exceed
that
10
goal
and
and
be
some
of
the
five
billion
dollars
approximately
of
goods
and
services
and
construction
new
and
renovated
construction
that
we
have
going
at
the
University
that
we
500
million
dollars
would
make
a
great
difference
in
the
diverse
Community
across
our
state.
Can
you
speak
to
that
just
a
little
bit
and.
F
D
In
closing
Mr
chair,
thank
you
Dr
capilulo,
and
thank
you
Dr
Thompson
and
I'd
like
to
also
to
send
out
my
thanks
to
purchasing
at
the
University
of
Kentucky,
in
the
central
campus
and
and
at
the
UK
Med
Center,
and
hopefully
that
we
will
do
better
in
changing
lives
and
changing
strategic
site
for
people
in
the
Commonwealth
of
Kentucky
to
do
business
with
the
University
of
Kentucky
and
provide
generational
wealth
for
themselves
and
for
their
families.
Thank
you.
Mr
chairman.
G
Chairman,
thank
you
very
much.
I
guess
it
is
a
question.
Would
either
of
you
feel
comfortable
addressing
shortly
for
me,
what
we're
seeing
happening-
God
willing
not
in
this
state
but
in
other
states
across
this
country,
where
we
have
legislators
that
are
actually
filing
bills
that
make
offices
of
diversity,
equity
and
inclusion
illegal
in
our
colleges.
G
E
Let
Dr
caploota
have
the
final
statement.
I'll
say
this
I
think
it's
important
if
we
don't
have
those
conversations
first
about
what
the
issues
are,
what
I
think
is
happening
in
many
other
states
and
I
think
we
have
a
different
philosophy
in
this
state
in
our
conversations
with
the
legislature,
but
I
think
I've
seen
people
actually
make
laws
against
stuff
that
wasn't
happening
really
so
I
want
to
know
what
the
conversation
is.
What
are
the
issues
and
if
we
can
fix
it,
we
want
to
fix
it
if
they
are
real
issues
right.
E
What
I
don't
want
to
do
is-
and
there
is
I-
know
the
story
behind
thrown
out
the
baby
with
the
bath
water
for
a
old
country,
boy,
who's,
the
youngest
of
nine
children,
what
it
means,
but
what
we
don't
want
to
do
is
ruin
our
momentum,
because
someone
has
a
different
philosophy
about
what
we're
doing
when
what
they
think
we're
doing
we're
not
doing
so.
For
me,
it's
going
to
be
more
important
that
we
have
these
real
conversations
up
front
and
I
think
this
is
the
place
to
go,
but
anytime,
I.
E
Think
if
you
make
legislation-
or
even
if
we
do
things,
we
shouldn't
do
without
the
full
body
of
knowledge,
about
the
reasons
why
and
the
necessity
of
those,
then
I
think
we
would
be
falling
short
of
the
kind
of
dialogues.
At
least
we
feel
in
higher
education.
We
need
to
have
with
your
body.
So
that's
not
skipping
around
that
I'm.
Just
saying
that
if
we
have
something
in
place,
we
know
why
we
have
it
in
place
and
if
we
it
shouldn't
be
there,
we
should
assess
it.
F
I'll
add
this
hopefully
made
the
point
that
the
definition
of
diversity
is
quite
broad
for
us
at
the
University
of
Kentucky.
Our
efforts
are
going
to
continue
to
give
you
an
example
of
how
we
respect
and
must
respect
broad
definition.
F
So
we
are
here
for
everybody
in
Kentucky,
everybody
has
had
a
different
lived
experience
or
a
Walk
of
Life
I.
Go
back
to
what
President
Lincoln
said,
we're
looking
to
give
everybody
a
fair
shot
on
a
sort
of
equal
playing
field
so
that
everyone
enjoys
privileges.
We
think
that
that
can
lift
our
state.
A
Gentlemen,
well
said:
thank
you
both
before
I.
Let
you
leave
I
need
you
to
do
one
more
opportunity
to
do
a
quick
but
brief
shout
out
to
all
of
us,
because
you've
got
a
room
full
of
ambassadors.
Here.
The
two
of
you
are
leaders
on
your
campus.
Your
leaders
in
a
formal
sense,
you're,
also
thought
leaders
and
we've
had
some
conversations
about
a
looming
demographic
Crisis,
coming
as
it
as
it
portends
the
college-going
rate
that
period
of
birth
in
2008
2009
and
the
decline
that's
coming
for
us
to
hit
that
goal
of
60
by
30..
A
We're
going
to
need
everybody
in
this
room
on
board,
spreading
the
news
about
the
benefits
of
going
to
college,
so
take
30
seconds,
45
seconds
or
a
minute.
Do
that
push
you're
singing
to
the
choir,
but
this
choir
is
going
to
leave
this
room
and
hopefully
sing
outside
the
door
sing
to
the
choir
for
just
a
moment.
F
E
Falls
in
I'll
make
this
quick,
because
I
could
speak
for
an
hour
on
this.
The
four
items
we
ate
when
we
look
statistically
at
getting
to
60
by
30,
there's
four
big
items
we're
going
to
have
to
consider
one
is:
how
do
we
get
to
college
going
rate
up
we're
at
47.8
percent
of
every
student
graduating
from
a
Kentucky
high
school,
going
to
a
college
in
Kentucky
five
percentage
points
go
to
out
of
the
state
now
those
40
so
but
not
all
of
those
have
jobs
by
the
way,
which
is
a
misnomer
I'll.
E
Let
you
look
in
your
community.
I
bet,
you
know
a
lot
of
folks,
so
there's
a
lot
of
folks
that
are
not
counted
in
Workforce
participation
rate.
So
my
hope
is
that
you
all
help
us
in
that
area
to
do
two
things
get
the
and
that,
by
the
way,
high
school
seniors
are
going
down
too.
So,
not
only
are
we
losing
the
demographic
we're
losing
the
demographic,
those
that
are
there
to
come
to
college?
How
do
we
get
that
up?
How
do
we
get
them
better
prepared?
E
Let
me
be
honest
with
you
three
out
of
five
of
every
college
student:
that's
on
this
campus
and
other
campuses
have
a
mental
or
behavioral
health
issues.
They
are
academically.
We
keep
talking
about,
I
mean
that's
the
truth.
Folks
I
mean
there's
a
whole
lot
of
things
that
we're
going
to
have
to
do.
We
have
to
look
at
higher
education
so
differently
now
than
we
did
five
years
ago,
but
much
less
10
years
ago.
So
that
means
that
we're
going
to
have
to
concentrate
on
that
one
big
element:
how
do
we
increase
that
number?
Two?
E
E
So
what
are
strategies
around
that
to
get
to
60
by
30
number
four,
which
is
another
Dei
issue,
a
big
Dei
issue,
getting
more
of
our
adult
Learners
back
into
the
workforce.
Right
now
we
have
six
hundred
thousand
what
I
call
low
hanging
fruit
there's
a
lot
more
than
that.
But
those
are
people
that
we
can
get
back
in
gauge
in
a
certificate
or
a
degree
that
matters
employers
are
going
to
have
to
be
there
with
us,
the
chamber
and
other
folks
are
so
we
have
to
work
with
that
and
the
best
way.
E
We
know
how
to
do
this
and
I'm
asking
you
all
mentoring
and
increases
the
chance
for
a
young
person
to
be
successful
by
22
percent.
At
the
minimum,
so
I
would
ask
that
you
don't
if
you
know,
if
we're
having
any
policies
and
we're
having
any
sort
of
if
you're
in
business
or
an
industry,
if
we're
not
actually
reaching
out
to
perform
these
sorts
of
Duties
to
help
these
students
get
to
the
end
than
we
want
to
we're
announcing
all
kinds
of
Partnerships
now
more
than
ever.
E
A
I
I
We
have
been
here
like
I,
said
for
three
years:
the
first
year,
I
think
Ray
and
I
came
and
kind
of
talked
about
this
idea.
We
had
from
the
Kentucky
Chambers
perspective
about
how
we
could
really
listen
and
learn
and
pull
up
a
seat
of
the
table
in
the
world
of
diversity,
Equity
inclusion
and
make
sure
that
the
business
Community
was
doing
our
part
to
make
it
more
Equitable
Kentucky
and
the
first
step
that
we
did
was
we
published
a
report
like
many
times
at
the
chamber.
I
We
do
everything
according
to
the
data
and
we
look
at
research
and
then
and
make
sure
that
we
have
sound
recommendations.
Last
year
we
kind
of
talked
about
how
our
work
was
gearing
up
and
what
programs
we
were
hoping
to
achieve
and
the
work
we
were
hoping
to
do
and
this
year
I'm
really
excited
to
talk
about
the
work
that
we
have
done,
and
so
a
lot
of
progress
has
been
made
in
the
last
couple
of
years.
I
I
put
this
picture
up
on
the
screen,
because
I
really
think
this
is
an
exciting
picture
to
show
you
all
many
of
you
are
familiar
with
the
chamber.
We
are
the
largest
Business
Association
in
the
state,
with
thousands
of
members
from
all
across
Kentucky
in
every
single
sector,
and
a
couple
of
years
ago
we
asked
for
members
of
the
Kentucky
chamber
to
be
part
of
our
task
force
for
diversity,
equity
and
inclusion.
I
Much
I
often
don't
tell
my
husband
or
kids
this
but
I
don't
know
everything,
and
most
most
of
us
do
not,
and
especially
in
the
world
of
Dee
and
I.
I
knew
I
needed
to
listen.
I
knew
I
needed
to
learn
from
those
that
were
in
the
world
to
really
make
sure
that
the
data
that
we
had
seen
from
our
report,
that
was
pretty
shocking
the.
How
could
we
help
to
improve
those
issues,
and
so
we
gathered
a
small
group
of
people
three
years
ago.
I
It
was
probably
about
10
of
us
that
would
get
together
on
a
regular
basis,
and
we
formed
this
report
and
we
knew
from
the
chambers
perspective
that
we
wanted
to
kind
of
stay
within
our
scope.
We
knew
that
we
needed
to
take
a
bite
of
this
apple.
We
couldn't
eat
the
whole
Apple
at
a
time,
and
so
our
report
really
focused
on
the
three
issues
that
our
group
said.
This
is
the
chamber
sphere.
I
This
is
where
you
guys
have
influence,
and
that
was
education,
Criminal,
Justice,
Reform
and
Economic
Opportunity,
and
that's
really
where
our
work
with
diversity.
Equity
inclusion
has
really
focused
on
I'm,
proud
to
say
today
about
three
years
later
that
we
have
about
40
people
on
our
task
force
and
it
grows
every
day.
We
have
about
four
meetings
a
year,
but
this
group
of
Business,
Leaders
and
Community
leaders
from
all
across
Kentucky
are
really
our
Guiding
Light.
They
are
sounding
board
and
Ray.
I
We
are
honored
that
he
is
our
chair,
as
well
as
on
the
Kentucky
chamber
board,
to
really
lead
this
work,
but
everything
that
we
do
is
membership
driven
from
the
chamber
and
all
of
our
work
with
Dean
I
really
comes
from
this
group
and
from
their
expertise
and
their
learned
experiences.
So
sorry,
here
we
go.
I
So
the
next
slide
is
something
I'm
excited
to
talk
about.
This
is
the
actual
work
we've
been
doing
so.
The
last
couple
of
years,
we've
kind
of
talked
about
our
report
and
the
data
that
we
found
and
some
of
the
policy
recommendations
we
were.
We
were
looking
at,
but
today
we're
going
to
talk
about
the
programmatic
work
of
our
foundation
and
back
in
April
of
this
year,
the
center
for
Dean.
I
We
hosted
our
first
Deni
Academy,
which
was
a
three-day
educational
and
interactive
experiences
for
business,
Executives,
HR
leaders
and
Deni
professionals
to
raise
awareness
and
provide
actionable
steps
to
embed
Dei
in
their
respective
organizations
and
business.
The
participants
represented
a
wide
range
of
organizations
and
we
put
a
lot
of
their
logos
up
on
the
screen,
and
this
was
really
kind
of
what
I
said
was
our
beta
test.
We
could
we
formed
this
with
the
task
force.
I
We
asked
them
what
we
should
cover,
how
we
should
train
these
businesses
and
this
group
of
businesses
and
non-profits
here
up
on
the
screen,
we're
really
kind
of
our
test
subjects.
We
we
wanted
them
to
pick
our
Academy
apart.
All
of
them
thought
it
was
a
great
Academy
and
that
it
was
really
something
that
Business,
Leaders
and
Community
leaders
alike
should
participate
in,
and
so
this
Academy
model
will
go
forward
in
our
work
through
the
foundation.
I
Another
event
I'm
excited
to
talk
about
was
that
we
have
hosted
two
shop
conscious
events
here
in
Kentucky
really
focusing
on
minority-owned
business
certification.
So
these
events
happened
this
summer
in
Lexington
and
in
Louisville,
where
over
100
businesses
learn
about
the
benefits
of
becoming
and
working
with,
certified
minority-owned
businesses,
as
well
as
the
process
to
become
certified,
and
so
that's
just
a
couple
of
pictures
there,
and
this
is
something
that
has
been
so
successful,
we're
going
to
replicate
it.
Obviously
in
the
future.
I
This
is
a
picture
of
our
diversity,
equity
and
inclusion.
Summit,
so
I
know
almost
all
of
you
all.
You
all
have
all
attended
chamber
events
and
we
like
to
have
events
in
the
chamber
to
make
sure
that
we
are
bringing
together,
Business
Leaders,
Community
leaders,
policy
makers
to
really
learn
and
discuss
and
talk
about
important
and
pressing
issues
and
diversity.
I
Equity
inclusion
was
absolutely
one
of
those
and
I
know:
tarent
Givens,
Senator,
Neal,
representative
hevrin
all
participated
in
this
Summit
last
year
that
had
over
400
participants
on
a
day-long
seminar
in
Louisville.
I
We
are
going
to
have
our
second
seminar,
our
second
Summit
on
October
10th
in
Louisville
and
I,
know
that
representative,
timony
and
representative
Kulkarni
are
going
to
join
us
for
that
as
well,
and
this
is
a
great
time
for
Business
Leaders
from
all
over
Kentucky
to
really
gather
together,
hear
from
experts,
listen
and
learn,
we've
had
great
attendance
and
we
expect
about
500
people
at
that
that
Conference
in
October
and
then
lastly,
I
know
representative
Brown
asked
a
little
bit
about
the
supplier,
Network
and
vendors,
the
University
of
Kentucky.
I
This
is
probably
the
thing
that
we're
most
proud
of
that
has
come
out
of
our
Center
and
kind
of
the
action
items
that
I've
talked
about
today,
and
this
is
our
Kentucky
Kentucky
minority-owned
business
database.
So
when
we
started
this
work
several
years
ago,
I
would
get
calls
from
businesses
from
universities
and
others
across
the
state
on
a
weekly
basis,
saying
we're
doing
an
RFP.
We
want
to
put
this
out
for
minority
businesses.
Isn't
there
a
website?
Is
there
a
website?
I
can
just
go
to
and
see.
I
You
know
what
vendors
are
minority
owned
and
much
to
my
naivete
I
thought
that
there
probably
was
so
I
started,
calling
the
cabinet,
freaking,
Economic,
Development,
I
called
the
Secretary
of
State's
office.
I
called
local
Chambers
of
Commerce
would
have
it
for
their
area,
but
there
was
no
Statewide
database
of
where
anyone
that
is
minority.
Certified
business
owned
could
go
and
put
their
information
on
a
database,
and
so
we
said
this
is
obviously
a
problem,
a
very
tangible
thing
that
we
can
do
from
the
Kentucky
Chambers
perspective.
I
That
is
going
to
help
not
only
connecting
businesses
that
are
looking
to
diversify
their
supply
chain,
but
also
from
those
smaller
businesses
that
our
minority
owned,
that
really
kind
of
wanted
to
make
sure
they
were
getting
in
front
of
as
many
businesses
that
they
could
and
so,
over
a
period
of
several
months,
we
have
created
this
database.
We
think
that
it's
the
first
ever
in
the
nation
to
do
something
like
this.
I
There
is
still
room
to
grow
as
any
database
is
things
change
by
the
minute
in
terms
of
technology,
and
so
we
are
constantly
updating
this
database.
But
we're
really
proud
that
when
we
get
those
calls
or
as
you
as
legislators,
get
those
calls
to
say
hey,
we
have
this
RFP.
We
have
this
project.
We
want
to
make
sure
that
we're
looking
at
minority-owned
businesses
to
send
this
to.
We
have
a
One-Stop
shop.
I
They
can
go
to
so
I'm,
very
proud
of
that
and
that
is
at
mbdky
minority
businessdatabasekentucky.com
and
we'll
be
happy
to
send
that
around
as
well
and
so
I
just
really
wanted
to
quickly
show
you
some
of
the
work
we
have
done
and
a
lot
of
times
we
come
here.
We
talk
about
policy
and
we
talk
about
Big,
Ideas
and
obviously
the
chamber
is
very
active
in
the
legislative
side
of
things
and
on
the
policy
side,
but
there
is
a
lot
to
be
done
in
this
world.
Programmatically
and
I.
I
Think
that's
where
our
foundation
has
really
kind
of
found
its
Niche,
that
there
has
been
a
need
throughout
Kentucky
and
specifically
with
Kentucky
businesses
and
we've
been
able
to
meet
some
of
those
needs.
We
know
we
have
a
long
way
to
go.
We
have
just
kind
of
Hit
the
tip
of
the
iceberg
on
this
and
we're
committed
Contin
to
continuing
to
do
this
work
moving
forward.
I
J
I'm,
sorry,
thank
you.
Ashley
I
want
to
thank
you
guys,
of
course,
for
your
commitment
and
walking
along
with
us
for
the
last
three
years,
chair
Givens
in
the
committee,
so
achieving
Equity
to
build
a
strong,
Kentucky.
J
I
guess
I
want
to
come
at
some
of
the
questions
around
Dei
that
Mr
Brown
has
raised
really
good
questions.
Why
was
all
of
this?
Why
was
economics
put
in
with
health
and
education
right?
What's?
Why
would
we
put
that
disparity
among
all
the
other
disparities
and-
and
the
reason
is,
if
you
can
impact
the
community
economically,
you
have
a
really
good
chance
of
impacting
some
of
the
other
disparities,
and
so
that's
that's
the
reason
why
we
talk
so
much
about
it.
J
If
you
looked
at
the
wage
differences
and
the
opportunity
differences
for
a
minority,
female
veteran-owned
businesses
across
in
you
know,
kind
of
a
new
group
of
immigrant
businesses
across
the
Commonwealth
there
are
there
are
there
are
opportunities
for
us
to
do
what
we
initially
said.
J
We
want
to
do
with
this
group,
and
that
is
a
really
look
look
at
Workforce
and
look
at
how
retaining
Talent
retraining,
Talent,
educating
talent
and
exposing
talent
that
we're
not
currently
using
at
a
high
level
to
Opportunities
would
create
a
better
Workforce
for
Kentucky
and
that's
essentially,
what
we're
trying
to
do
on
boots
on
the
ground.
Is
that
we're
trying
to
create
and
work
on
these
strategies
around?
How
do
we
do
that
right?
J
So
a
lot
of
incubators,
a
lot
of
accelerators,
have
popped
up
and
you
guys
may
be
familiar
with
some
that
have
the
ones
that
are
having
success
and
I'm
affiliated
with
a
couple
that
are
having
some
success,
really
focus
on
the
education,
the
training
and
the
exposure
part.
So
Dr
was
up
here
talking
about
the
University
of
Kentucky.
One
of
the
things
that
they're
doing
really
well
is
they're
doing
a
really
good
job
of
educating
minority
companies,
immigrant
companies,
female
companies
and
very
own
companies.
J
How
do
you
do
business
with
University
of
Kentucky
because
that's
where
it
starts
and
then
they're
doing
a
really
good
job
of
using
companies
like
myself
to
train
those
companies
on
the
gaps
that
they
have
inherently
so
I'll
give
you
a
couple
of
examples
in
one
of
the
accelerators
we
had.
We
had
a
company
that
was
a
very
good
Farm
to
Table
company,
doing
very
well,
but
had
not
been
able
to
access
or
receive
a
significant
grant.
That
would
push
them
to
where
they
could
purchase
or
buy
or
rent
their
own
building
and
grow.
J
Their
business
and
I
had
not
been
able
to
really
get
into
a
position
where
they
could
do
business
with
the
major
public
spend
partners,
because
that
is
where
your
large
spend
is
the
budgets
that
you
have
in
Lexington.
For
example,
7
billion
with
the
University
of
Kentucky,
the
school
district,
announced
a
1
billion.
I
can't
believe.
I
can't
get
my
mind
around
that
representative
Timothy
one
billion
dollar
budget,
pretty
incredible,
and
that's
why
we
focus
on
some
of
those
spend
partners
and
what
we
learned
through
the
classes
through
classes.
J
Every
two
weeks
classes
centered
around
Human,
Resources
accounting,
mental
health,
business
Acumen.
All
of
those
things
is
that
Minority
companies
were
losing
a
lot
of
inertia
or
a
lot
of
movement
in
their
strategies
and
inefficiencies,
and
once
you
fix
some
of
the
inefficiencies
and
the
strategies
you're
able
to
help
them
Propel
themselves,
so
we
had
companies,
in
other
words
that
were
growing
in
size,
but
still
not
having
accounting
to
match
their
growth
or
still
didn't
have
HR
services
to
match
their
growth.
J
Once
we
put
all
that
together
for
this
one
company
in
particular-
and
she
invested
in
her
accounting
software
and
accounting
company
and
invested
in
a
company
to
manage
her
HR
needs,
she
was
able
to
get
a
federal
Grant.
She
was
able
to
actually
take
the
time
that
she
was
spending
to
do
her
own
accounting
and
our
own
HR
services
and
commit
that
time
into
growing
her
business
and
her
company,
and
she
was
able
to
do
the
relationship
stuff.
So
the
Kentucky
chamber
can
have
a
lot
of
great
events.
J
If
you
don't
have
time
to
go
to
the
events
and
network
and
meet
people,
then
you
have
going
to
have
a
hard
time
growing
your
business,
because
it
starts
first
with
relationships.
So
out
of
the
accelerators
we
have
one
of
the
accelers
we
run
for
Commerce
Lexington
has
grown
now
of
a
group
of
six
companies
is
now
over
20
million
in
revenue,
and
that
was
a
start
of
8
billion
in
Revenue
four
years
ago,
and
then
we
have
10.
J
Other
companies
are
in
an
accelerator
that
we
actually
lessen
the
amount
of
their
revenues
to
get
in
the
accelerator.
We
lowered
it
from
250
000
Revenue
to
a
hundred
thousand
we're
working
with
those
10
companies
and
we've
included
immigrant
companies
inside
of
those
companies,
understanding
that
immigrant
companies
are
the
highest
growth
of
new
entrepreneurs
in
Lexington,
and
so
once
once
you
understand
how
you
can
provide
the
services,
then
you
can
actually
really
work
on
the
developing
the
development
of
the
company
that
will
lead
to
retaining
keeping
them
here.
J
Here's
what
we
do
know
with
all
the
Quantified
data
you
have
around
minority
companies.
They
spend
local.
They
spend
all
their
money
in
their
Community,
they
hire
people
from
the
community
and
they
pay
their
taxes
in
the
community
as
well.
They're
they're,
the
greatest
resource
of
entrepreneurs
that
you
can
have
so
the
other
thing
that
we've
had
to
do
is
make
sure
that
they're,
competitive
and
once
again,
you've
got
to
work
on
all
the
other
things
to
make
sure
that
the
competitive,
because
companies,
hopefully
won't
do
business
with
you
if
you're
going
to
cost
more.
J
So
one
of
the
things
that
you
have
to
do
is
work
work
on
the
efficiencies
to
make
sure
that
they
are
competitive
as
well.
So
last
time
we
got
together,
we
talked
about
how
what's
the
road
map
to
getting
there.
Here,
we've
got
to
be
able
to
track
and
measure
how
many
companies
are
we
growing
companies.
Are
we
retaining
companies?
We've
got
to
give
these
companies
access
to
Grants
and
other
Financial
opportunities.
J
You've
got
to
you've
got
to
be
able
to
report
out
ultimately
on
on
that
success
or
lack
thereof,
success
to
help
you
movement
and
then
you've
got
to
address
any
barriers
that
may
be
in
a
way
because
you
know
we
want
to
have
an
open
field
mentality
and
that's
that's
currently
what
we
have.
J
So
that's
just
a
few
of
the
things
that
we're
we're
doing
in
and
around
Central
Kentucky
we're
having
some
success
with
some
of
the
accelerators
we're
seeing
as
as
Kentucky
chamber
has
seen,
companies
join
their
database,
we're
seeing
more
companies
join
Commerce,
Lexington,
more
companies
come
to
more
events.
J
We
have
to
your
question
representative
Brown
on
the
University
of
Kentucky,
has
created
a
procurement,
a
minority
procurement
platform
of
Their
Own,
where
they're
not
only
creating
tier
one,
but
tier
two
spend
they've
added
25
vendors
to
that
list
of
companies
that
have
have
goods
and
services,
so
folks
can
access
that
platform
with
the
other
purchasing
platforms
that
they
have
on
campus.
J
So
now,
when
you
go
on
on
in
a
purchase
at
the
University
of
Kentucky,
you
have
the
ability
to
look
at
all
of
the
companies
that
want
to
be
competitive
to
sell
their
goods
and
services
on
campus,
so
that
group
of
25
companies
actually
will
grow
over
the
next
year
or
so.
A
Thank
you
both
for
presentation.
We
appreciate
the
chamber
and
the
leadership
the
chamber
always
provides
in
engaging
in
these
conversations,
creating
opportunities
for
us
to
to
explore
new
ways
and
cultivate
new
Talent.
My
question
now
I'm
going
to
take
the
again
the
Chairman's
prerogative,
though
I'm
going
to
direct
it
to
you.
President
Daniels
we've
had
these
conversations
for
a
couple
of
years
now
and
you've
been
in
this
space
working
productively,
four
or
five
years,
ballpark.
A
Brought
to
us
and
and
I
love
the
success
stories.
Congratulations
to
you!
It's
a
reflection
on
your
skill
sets
and
talents
to
cultivate
people
around
you
to
believe
in
the
cause
and
to
move
it
forward.
Share
some
disappointments
share
some
disappointments
in
the
three
to
five
years.
You've
been
doing.
This
there's
been
some
along
the
way
so
share
some
of
those
with
us
as
well.
J
Yeah,
so
the
the
major
disappointments
would
be
that
you
know.
Surprisingly,
we
don't
have
any
major
disappointments
and
and
I
think
that's
a
credit
to
the
companies
being
able
to
rebound.
J
You
know
we
don't
put
all
our
eggs
in
one
basket
so
to
speak,
but
disappointments
would
be
when
companies
ultimately
make
the
decision
to
leave
the
state,
because
they
think
there's
just
not
going
to
be
enough
opportunity
to
sustain
their
growth.
That
has
been
you
know
few
and
far
between
here
of
late.
We
have
seen
most
of
the
companies
hiring
more
people.
We've
seen
companies
growing
out
of
their
office
space
into
a
larger
office
space,
creating
more
storage
space
partnering
with
other
companies.
J
Recently
in
Lexington,
we
had
some
town
homes
that
were
built,
12,
Town
Homes
that
were
built,
and
it
was
built
from
a
general
contractor
that
was
in
one
of
the
accelerators
and
all
of
the
subcontractors
were
in
subsequent
accelerators.
So
the
business
was
all
companies
that
had
been
operating
in
and
around
some
of
the
accelerators
that
operate
in
Lexington
Kentucky.
So
we've
we've
seen
a
lot
of
success
like
that
of
late,
a
lot
of
first
time.
J
You
know:
we've
seen
a
company
that
was
the
first
minority
company
to
get
a
significant
contract
with
Fayette
County
schools
that
had
a
student
that
actually
went
to
Fayette
County
Schools,
that's
Elaine
Allen,
with
Bishop
Carter.
So
we've
had
some
good
successes.
It's
taken.
You
know
it's
really
accentuating
what
the
Kentucky
chamber
does.
Well,
we
just
advocating
on
behalf
of
a
lot
of
companies.
We've
had
a
lot
of
folks
like
yourselves
that
are
here
and
committed
and
understand
the
whole
Workforce.
J
You
know
the
workforce,
part
of
it.
I
mentioned
Bishop
Carter
and
Elaine
Allen,
that's
another
company
that
could,
if
he
wanted
to
be
very
prosperous
by
leaving
the
state
he
could
go
to
Indiana
and
Kentucky
in
Ohio
and
do
fairly
well.
He
has
done
really
well
in
Kentucky
and
has
actually
committed
to
growing
his
business
in
Kentucky.
So
it's
really
the
exposures,
the
the
ability
to
you
know.
You
know,
representative
Brown
brought
a
really
good
question
up
earlier
when
it
comes
to
diversity,
Equity
inclusion,
and
it's
not
about
giving
someone
more
of
something.
J
It's
just
really
giving
them
the
open
field
to
have
the
opportunity
to
present
themselves
in
their
companies,
and
then
organizations
like
myself
in
the
Kentucky
chamber
have
to
come
along
and
have
to
give
them
the
other
tools
and
resources.
They
need
to
develop
their
company,
and
that's
that's
the
extra
is
you
have
to
have
the
tools
and
resources
to
be
competitive,
because,
ultimately,
you
still
have
to
get
your
price
in
a
competitive
Place.
Whatever
you,
whether
you're
selling
goods
or
services,.
A
So
we've
had
lots
of
conversation
over
the
course
the
last
year,
18
months
about
Workforce
Workforce
participation,
concerns
about
that
limiting
resource,
especially
for
our
larger
manufacturing
firms
and
for
businesses
that
are
seeking
to
employ
lots
and
lots
of
individuals.
Are
we
seeing
an
impact
on
entrepreneurs
as
they
get
to
this
place
of
hey
I'm,
ready
to
launch
I'm,
really
ready
to
grow
this
thing
exponentially,
but
suddenly
I
don't
have
access
to
the
workforce,
I
need?
Is
it
impacting
there
or
is
it
something
we
shouldn't
be
quite
as
concerned
about.
J
No,
it's
always
concerning
I
mean
a
Workforce
is
a
is
an
issue
for
any
business
at
this
current
time,
especially
if
you're
in
a
growth
mode.
It's
it's
very
concerning
so
we
we,
you
know,
we
we
try
to
accentuate
the
positive
and
say,
let's
work
on
retention,
so
you're
not
losing
as
many
people.
Let's
work
on
your
turnover,
because
people
are
you
know,
people
are
critical
need
of
any
organization
or
company.
A
A
Coming
out
of
covid
lots
of
conversations
I've
had
with
with
colleagues
in
my
business
and
industry,
which
is
agriculture
along
with
other
other
business
and
industry
groups,
something
changed
in
covet.
The
mindset
of
people
as
it
relates
to
work
and
going
to
work
and
the
role
of
work
in
their
lives.
Speak
to
that.
I
Well,
we
could
probably
talk
about
this
all
day,
I
often
say
after
covid
we
went
from
talking
about
work-life
balance,
to
work-life
integration
and
right
now,
everything's
kind
of
muddled
up.
We
don't
really
work
the
kind
of
eight
to
four
Thirty
hours
anymore.
You
can
maybe
be
a
little
bit
more
flexible,
but
maybe
you
work
at
night
because
of
these
a
lot
of
us
work,
probably
a
lot
more,
and
so
it's
just
kind
of
there's
not
as
much
separation
and
I
think
that's
very
much
kind
of
what
has
happened.
I
Post
covet
people
want
more
flexibility
and
also
I
think,
especially
for
the
younger
generation.
They
definitely
want
that
flexibility.
They
want
to
be
able
to
work,
maybe
from
home
a
couple
days
a
week
and
it
has
changed
the
work.
The
way
that
we
have
worked
it
have
been
working
has
changed,
looking
at
Workforce
participation
and
kind
of
people's
motives
to
work.
I
We
you
know
during
covid,
we
fell
to
about
I,
think
48th
and
Workforce
participation,
which
Dr
Thompson
talked
about
earlier,
we're
now
at
43rd
with
about
56
percent
of
our
working
age
population
working.
So
we
dipped
we've
come
back
up
a
little
bit,
but
we're
we're
still
in
the
bottom
10
here
in
Kentucky,
in
terms
of
people
that
are
in
that
working
age
population
that
can
work
that
are
working,
and
so
we
still
face
those
Workforce
issues,
often
say
I.
Think
when
you
look
at
employers
right
now,
especially
post
covid.
I
You
look
at
the
creativity,
they've
had
kind
of
what
Ray
was
saying
to
retain
their
current
Workforce
and
also
to
attract
their
current
Workforce
and
I.
Think
it's
interesting
when
I
talk
to
members
of
the
chamber,
you
know
a
couple
years
ago,
one
of
the
big
things
that
companies
were
doing
was
offering
tuition
assistance.
Most
a
lot
of
companies
did
that
now
it's
child
care
assistance.
I
Some
are
even
offering
pet
insurance
they're,
offering
all
these
kind
of
a
myriad
of
programs
and
benefits
that
were
very
different
than
from
a
couple
years
ago,
because
they
want
to
make
sure
that
they
are
retaining
and
attracting
that
younger
generation
of
workers,
and
so
I
mean
I
can
speak
as
an
employer.
We
have
60
employees
at
the
Chamber
of
Commerce,
and
many
of
them
are
younger
than
I.
Am
they
have
great
work
ethic?
They
just
work
a
little
differently.
They
we
used
to
from
8
30
to
5.
I
Then
you
kind
of
checked
out,
and
then
you
showed
back
up
the
next
morning.
It's
all
kind
of
mushed
together
now
in
this
work-life
integration.
So
I
don't
think
it's
necessarily
a
bad
thing.
I
think
it's
just
something
that
we
as
employers
have
really
had
to
figure
out
and
make
sure
that
you
know
we
can
solve
the
productivity
that
we
have
and
and
their
priorities
are
different
I
think
you
see.
One
thing
we
look
at
often
is
I
know,
probably
the
generation.
You
know
before
me
dated
jobs
for
20
and
30
years.
I
I
There's
not
quite
that
sense
of
loyalty
to
to
potentially
an
employer
like
we
used
to
see,
so
this
could
probably
be
like
a
thesis
for
someone's
graduate
degree,
but
it
is
very
much
a
generational
thing
and
I
think
it
was
probably
going
to
happen
eventually
and
kova
just
sped
everything
up
to
where
we
went
from
working
in
the
office
to
working
at
home
and
now
I.
Think
many
of
us
are
trying
to
kind
of
meet
in
the
middle
somehow,
but
retain
that
talented
Workforce
that
we
have
and
attract.
J
That
I
think
the
the
retention
and
talent
part
of
it
is
Dr.
Thompson
spoke
to
it
very
eloquently.
They
are
telling
their
story
so
well
that
some
of
those
embedded
in
some
of
those
College
you
know
rates
are
the
fact
that
you
have
a
segment
of
kids
that
are
going
and
seeking
dual
credits:
they're,
getting
apprenticeships,
they're,
doing
internships
at
a
young
age
and
they're
going
into
college
as
sophomores
or
you
know
second
semester
freshman
at
the
very
least,
they
usually
have
10
to
12
to
15
credit
hours.
J
So
that's
a
commitment
to
work,
that's
a,
but
that's
an
exposure,
they're
being
exposed,
and
so
I
commend
all
of
the
colleges
that
are
taking
more
Kentucky
students,
because
that's
always
not
the
the
the
most
Revenue
decision
to
take
Kentucky
students.
But
when
you
take
more
Kentucky
students,
what
you're
doing
is
giving
those
chance.
Those
kids,
huge
exposures
and
most
of
those
kids
are
taking
advantage
of
it.
J
They
are
going
to
school
already
in
a
work
mindset,
not
being
maybe
a
different
mindset
about
hours
and
all
of
those
things,
but
they
at
least
have
had
enough
exposures
to
go,
seek
and
get
dual
credits
and
apprenticeships
in
various
fields.
A
K
Thank
you
chairman,
and
thank
you
too,
for
your
presentation
today
and
Dr
Thompson
Dr
Kappa
letter.
Thank
you
for
your
presentation.
Also,
I.
Think
it's
really
important
you
know
d-e-d-e-n-I
is
is
one
of
those
lightning
rod
topics.
It
is
we're
just
going
to
statement
of
fact
it's
one
of
those
lightning
rod.
Topics
I,
really
appreciate
the
time
that
you
all
brought
today
to
talk
about
and
to
give
to
give
data
to
give
articulate,
concise
things
as
exactly
what
the
reasoning
and
what
the
rationale
for
being
intentional
with
Deni
I
think
it's
really
important.
K
One
of
the
misnomers
I
think
is
out
there
is
that
dni
is
a
is
a
handout
rather
than
a
hand
up
and
I
think
both
groups
today
did
a
really
really
good
job
of
showing
how
it
is
not
a
handout.
It
is
a
hand
up
it's
an
incentive
for
what
we're
supposed
to
do
and
I
think
that
it
would
be
I
think
we
all
know
if
paying
attention
to
kind
of
a
lot
of
what
we're
doing
here
in
Frankfort.
You
know
the
war
on
the
income
tax
rate
is
is
probably
one
of
those
guiding
principles.
K
If
we're
going
to
get
to
zero
we're
going
to
have
to
do
certain
things,
basically
everything
that
you
all
talked
about.
We
have
to
have
an
educated
Workforce
with
higher
ed
with
certifications.
We
have
to
be
making
sure
that
our
population
is
increasing
and
that
we're
engaging
all
facets
of
our
population.
Everyone's
got
to
be
pulling.
We
all
got
to
be
pulling
on
that
rope
and
I
think
that
you
all
did
a
really
really
good
job
there
and,
if
we're
going
to
wage
a
war
on
a
zero
percent
income
tax
rate.
K
This
is
this:
has
a
seat
at
the
table.
Clearly
without
question
and
I
really
appreciate
that
today,
you
really
kind
of
gave
me
some
talking
points
to
be
able
to
discuss
that
going
forward.
You
know
oh
d
e
and
I.
That's
it's
socialism
and
and
I
get
frustrated
because
it's
like
no
there's
there's
value
here
and
I
and
I
wanted
to
have
more
articulate
points
for
them
to
help
understand
from
my
perspective,
and
you
all
provided
those
today
so
I
appreciate
both
groups
today
on
it.
Thank
you,
chairman.
D
Thank
you
Mr
chairman
Miss,
Watson,
Mr
Daniels.
Thank
you
all
so
very
much
for
coming
and
making
your
presentation
today.
I
have
been
critical
of
the
Kentucky
Chamber
of
Commerce
because
of
the
the
issues
with
being
able
to
move
folk
into
the
into
the
job
market
and
a
lot
of
ex-felons
that
haven't
had
the
opportunity.
We
have
a
lot
of
people
out
there.
That's
just
one
point
that
a
lot
of
people
out
there
that
have
not
had
the
opportunity
to
reintegrate
into
society
and
to
be
able
to
be
useful,
competitive,
productive
citizens.
D
So
I
I
want
to
applaud
you
after
some
of
the
problems
that
I've
ordered
things
that
I've
said
about
the
chamber.
Two
things:
the
subconscious,
minority,
business
certification,
events
I
think
are
are
starting
to
bear
fruit.
It's
like
the
the
seed
has
been
planted
and
after
the
seed
has
been
planted,
is
people
understanding
and
knowing
that
that
seed
will
bear
fruit
at
some
point
and
it
takes
time.
D
D
I
Thank
you,
representative,
Brown
and
I
will
take
off
off
whatever
you
have
to
say
and
Tom.
Thank
you
for
your
your
support
of
our
very
chance.
Hiring
I
talked
about
this
a
little
bit
earlier.
In
addition
to
our
policy
agenda,
around
Second
Chance
hiring
and
Criminal
Justice
Reform.
We
have
a
broad
programmatic
agenda
as
well.
We
actually
run
a
fair
chance,
Academy,
that
is
training
employers
on
how
to
be
those
Second,
Chance
employers
and
connecting
them
with
people
coming
out
of
incarceration
or
substance
use
disorder,
and
so
thank
you
for
that.
I
The
the
the
the
conference
is
on
October
10th,
it's
in
Louisville
and
I'm,
not
sure
the
cost,
but
I
can
get
on
the
website
and
then
we'd
be
happy
to
talk.
If
anyone
would
like
to
come
and
would
not
have
the
financial
means
we'd
be
happy
to
talk
to
them
about
it.
What.
I
D
Yeah
I
would
love
to
come.
Thank
you
very
much
for
the
things
that
you've
done.
Mr
Daniels,
you
are
a
a
tenacious
supporter
of
dni
in
Lexington
Fayette
County,
with
the
Lexington
chamber,
with
Commerce,
Lexington
and
I
think
we're
moving
forward.
It
has
to
be
intentional,
and
I
would
be
remiss
if
I
did
not
bring
this
up.
D
As
we
talk
about
d
e
and
I
that
the
University
of
Kentucky
and
most
of
the
institutions
around
Lexington
and
even
the
Commonwealth
of
Kentucky
have
a
goal
of
10
percent
and
people
are
concerned
about
the
10
percent
and
they
ask
questions
about
the
10
all
the
time
who
are
detractors
of
De
and
I.
But
nobody
ever
asked
a
question
about
who
gets
the
100
percent
and
it's
about
fairness
and
equity,
and
it's
about
leveling
the
playing
field,
so
I
I
just
want
to
throw
that
out.
D
A
All
right,
seeing
no
other
members
seeking
recognition,
we
are
preparing
to
move
to
adjournment,
but
before
we
do
I'm
going
to
wear
the
hat
of
connector
for
just
a
moment,
I
had
the
opportunity
this
week
to
work
with
singer.
Buchanan
singer.
Would
you
stand
please
for
those
of
you
that
may
not
know
singer?
A
Is
the
executive
director
of
The
Office
of
eeo
and
contract
compliance,
and
so,
if
you've
not
had
the
chance
to
be
introduced
to
singer
and
the
work
that
they
do
in
that
office,
I
would
encourage
you
grab
his
hand
as
you
walk
out
the
door.
Introduce
yourself
give
him
a
card
make
the
connection.
One
of
the
things
we
can
all
do
is
what
I
referred
to
earlier
about
being
ambassadors,
and
so,
let's
not
take
that
charge
lightly
as
we
as
we
leave
this
place
today.