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From YouTube: Commission on Race and Access to Opportunity (7-20-22)
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A
And
audience
to
the
second
meeting
of
the
second
meeting
of
the
committee
commission
on
race
and
access
to
opportunity,
staff
indicates
to
me:
we
do
have
a
quorum
prior
to
us,
calling
the
role
I'll
remind
everyone.
If
you
would
please
turn
your
cell
phones
off
or
to
silence.
We
have
lead
staff
here.
Mr
brandon
white
and
acting
commission
committee
assistant
alicia
schweikert
pleased
to
have
both
here
and
I
now
ask
alicia
to
call
the
roll.
D
D
E
A
D
A
Glad
to
have
you
here.
Thank
you,
so
we
often
open
this
meeting
these
commission
meetings
with
a
reminder
of
what
the
general
assembly
has
charged
us
to
do
in
the
form
of
the
legislation
that
we
passed
about
a
year
and
a
half
ago.
Now
that
stated
purpose
it's
in
everyone's
folder,
but
I'll
read
it
again
for
focus.
A
A
Gli
has
has
been
doing
work
in
this
space.
Greater
louisville
incorporated
been
doing
work
in
this
space
for
a
number
of
years,
and
conversations
over
the
last
six
months
made
it
clear
that
they
have
a
program.
That's
very
exciting,
innovative
and
new
in
many
in
many
ways,
not
just
in
the
commonwealth
but
across
the
nation.
A
A
F
The
green
light-
oh
oh,
it's
not!
Okay!
Now
and
it's
on
for
real
long
good
afternoon.
Everyone,
I'm
dana
johnson
and
I'm
happy
to
be
here.
I'm
senior
director
of
diversity,
equity,
inclusion
for
greater
louisville
inc,
our
chamber
of
commerce-
and
I'm
excited
also
to
be
here
with
my
our
colleague
in
business,
rachel.
B
Yeah
good
afternoon,
mr
chairman,
madam
chair
members
of
the
commission,
I'm
rachel
byans
partner
at
government
strategies
and
we
have
had
the
privilege
of
partnering
with
and
representing
gli
for
almost
two
decades
now.
So
I'm
very
pleased
to
be
here
dana
has
a
wonderful
presentation
for
you
all
today,
she's
doing
a
great
job
at
gli,
and
we
just
really
want
to
thank
you
for
the
opportunity
to
allow
gli
to
contribute
to
the
commission's
work
and
would
encourage
you
to
continue
to
use
gli
as
a
resource
as
you
continue
through
your
work.
B
So
thank
you
again
and
I
will
turn
it
over
to
dana
for
her
presentation.
F
All
right
again,
thanks
again,
so
yes,
I'm
in
my
presentation
and
in
this
slide
here
you
will
see
my
colleague
and
it's
dr
eric
jordan,
and
he
works
alongside
me
at
greater
louisville
inc
as
we
work
on
equity
for
our
business
community.
F
F
The
department
was
developed
out
of
a
recent
study
that
gli
had
undergone
over
a
couple
of
years
and
right
before
all
the
social
unrest
there
was
in
the
in
the
works
to
start
a
deni
committee,
and
so
that's
where
we
are
today
with
the
beginning
of
that,
our
business
councils
to
end
racism
was
created
and,
as
you
can
see,
on
the
slide,
that
was
a
in
a
direct
reaction
to
the
brianna
taylor,
unfortunate
killings
and
some
of
the
george
floyd
things
and
things
that
was
going
on
in
louisville
and
around
our
nation.
F
So
the
business
councils
to
end
racism
were
created
with
the
co-chairs
that
are
listed,
raf
de
chabir,
former
chief
diversity
officer
brown,
foreman,
cynthia
napec,
with
leadership
louisville
center,
as
well
as
geraldine
greene,
formerly
with
yum
brands,
and
those
five
work
streams
were
were
created.
F
As
you
can
see
again,
access
to
health
care
was
a
focus,
workforce,
development,
education
and
inclusion,
as
well
as
criminal
justice
reform,
though
so
each
one
of
those
work
streams
were
created
to
what
you
know
to
focus
on
those
particular
areas.
As
you
can
see,
we
have
a
a
leader
in
the
community
that
is
the
spearhead
of
that
those
particular
work
streams
and
they
bring
forth
any
issues
to
their
work
stream
that
we
may
need
to
help
carry
forward
in
the
space
of
equity
and
another
program.
F
I
know
we
were
talking
about
our
minority
business
accelerator,
but
we
really
like
to
talk
about
a
couple
of
things
today.
I
know
that
the
topic
is
economic
opportunity
and
I'm
so
glad
that
that
is
a
topic
for
today
because,
as
with
our
minority
business
accelerator
and
we'll
get
to
that,
we
created
a
program
called
breaking
the
mold
progress
through
procurement.
F
I
often
like
to
say
the
power
of
the
chamber
is
all
the
businesses
all
the
leaders
in
the
community
that
are
part
of
our
membership
and
how
we're
able
to
get
minority
black
and
brown
business
owners,
female
owners,
veteran
business
owners
to
be
able
to
to
have
equity
and
access
to
these
various
businesses.
F
So
very
recent,
in
june,
we
hosted
our
very
first
session
and
we
planned
to
host
another
one
in
october,
where
we
were
able
to
bring
together
29
diverse
suppliers,
12
companies
and,
as
you
see,
some
of
the
companies
that
were
listed
and
we
had
over
100
connections
that
day
and
so
there's
conversations
that
are
going.
There
are
contracts
that
are
in
the
works
and
I'm
really
excited
to
hear
a
recent
report
of
one
that
could
be
is
is
leaning
to
be
very
lucrative.
F
So
we're
really
excited
about
being
able
to
make
these
connections
it's
the
power
again
of
the
chamber,
so
our
minority
business
accelerator
we're
now
knit
cohort
two.
Our
first
accelerator
was
crea.
We
had
last
year
we
graduated
12
minority
business
owners.
F
So,
as
you
can
see
some
of
the
outcomes
we
focus
on
the
finance
piece,
we
focus
on
human
resources.
We
hope
we
focus
on
how
to
secure
those
government
contracts.
We
bring
in
experts
in
those
different
fields
to
come
in
and
talk
about.
How
are
you
doing
your
storytelling?
What's
your
marketing
plan
like
and
we
review
all
of
those
things,
those
pieces
to
help
them
to
be
able
to
grow
and
scale,
so
we
currently
have
started
our
second
cohort.
F
We
have
20
20
participants
at
this
particular
time
and
from
last
year's
graduation
class,
I'm
proud
to
say
that
we
had
over
100
applicants
folks.
So
we
were
interviewing
focus
folks,
but
we
just
have
slots
for
20..
So
we
continue
to
hope
that
this
program
will
help
these
businesses
be
able
to
compete.
That
is
what
we
want
to
do.
Many
businesses
have
great
models,
great
products,
great
services
and
just
aren't
able
to
get
through
the
door
and
get
the
funding
and
that
sort
of
thing
that
they're
able
to
to
normally
get
to
to
access.
F
Those
are
a
few
pictures
from
our
graduation
that
we
hosted
in
december.
So
our
our
program
this
year,
just
so
to
back
up
a
little
bit.
It
is
13
modules,
and
so
we
started
in
april
took
a
little
bit
of
break
before
the
derby
jumped
back
in
right
in
mid-may
and
they
will
graduate
in
november
of
this
year.
F
So-
and
that
is
a
list
of
our
our
current
members
who
are
part
of
our
cohort
this
year,
and
I
did
snap
a
picture
of
them
not
long
ago
in
their
session,
they
meet
every
other
thursday
from
five
to
eight
down
at
gls
offices.
First
last
year
the
cohort
was
100
virtually,
but
this
year
we
are
meeting
in
person
and
it's
going
very
well.
F
That's
all
I
have
regarding
on
the
work
we're
doing
with
the
minority
business
accelerator.
If
I
did,
I
would
like
to
add
also
some
of
the
work
that
we're
doing
in
de
ni
is
our
racial
equity
pledge
that
came
out
of
our
work
stream
head
by
our
inclusion,
work
stream,
which
is
condrey
daniels.
Who
is
the
work
stream
chair
for
that?
So
we
had
over
100
no
231
signers
to
our
racial
equity,
pledge
where
we
are
challenging
businesses
to
sign
the
pledge.
F
What
are
you
doing
within
your
organizations
to
help
elevate
and
advance
black
and
brown
talent?
Are
you
create?
What
is
your
minority
procurement
spin
like
you're
committing
to?
Can
we
help
you
put
you
in
contact
with
those
particular
businesses
to
help
you
make
make
your
goals?
What
about
transparency
and
mentoring
in
your
organization?
So
we're
excited
about
that.
F
A
F
A
F
Okay,
we
are
very
targeted
in
our
outreach,
so
it's
a
lot
of
social
media
press
releases,
business.
First,
local
publications,
we've
done
some
tv,
some
radio
just
to
talk
about
our
program
and
I
think
that
it
certainly
helped
help
us
to
get
like.
I
said
we
had
over
100
applicants
this
year.
We
interviewed
about
60..
I.
A
F
F
That's
also
an
accelerator
russell
place
of
promise
has
an
incubator,
so
our
program
is
a
little
different,
so
we
are
at
that
that
for
those
businesses
that
are
the
mid
to
small
small
to
mid-sized
business
that
is
looking
to
grow
and
scale,
you
had
to
have
a
minimum
of
about
150
000
in
net
revenue,
at
least
two
employees
outside
of
the
owner
that
are
on
payroll
and
been
in
business
for
at
least
two
years.
So
out
of
that
over
100
folks,
we
were
able
to
really
scrub
the
list
and
scale
down
what
fed
our
criteria.
F
One
west
also
has
something:
that's
focused
on
construction,
so
if
they
didn't
fit
our
program,
we're
in
our
group,
we
meet
about
every
couple
of
months
just
to
talk
about
best
practices
and
what
we're
doing
and
what
they're
doing
so.
It
was
real
easy
for
our
team
to
be
able
to
direct
those
to
some
of
the
other
programs
that
best
suit
those
particular
businesses.
Great.
A
Great
answer
so
we're
policy
facing
we're
a
policy
making
body,
especially
the
co-chair,
and
I
and
some
of
the
other
members
you
have
recommendations
for
us
as
we
consider
policy
going
forward
to
offer
wind
in
your
sails
things
we
could
do
to
help
obstacles.
We
could
move
out
of
the
way
of
minority
business,
recruitment
and
leadership.
What
what
could
we
do
to
help?
In
your
opinion?.
F
The
number
one
thing
that
I
hear
repeatedly
as
a
common
thread
is
how
to
access
capital.
How
do
we
get
in
front
of
the
banks
that
may
need
to
relax
some
of
their
requirements?
How
do
we
create
you
know?
I've
got
several
banks,
several
financial
institutions
who
want
to
get
in
front
of
our
accelerator
to
talk
about
their
their
offerings.
C
E
C
C
You
had
mentioned
access
to
capital.
This
is
a
huge
barrier,
no
matter
what
size
business.
F
C
When
you're
talking
about
minor
owners
once
they've
graduated,
so
this
cohort
that
will
graduate
do
you
connect
them
with
larger
resources.
Like
the
sba-
and
I
only
mentioned
them
because
I
know
they
have
their
own
programs
trying
to
get
outreach
into
smaller
communities
and
they
have
access
to
federal
capital
and
specific
targeted
grant
opportunities.
So
is
that
something
that
you
all
connect.
F
These
folks
to
them-
or
yes,
we
do
so
just
to
back
up
because
your
question
kind
of
leads
into
two
so
number
one
most.
Definitely
we
are
focused
on
connecting
folks,
like
I
said
I
think,
that's
the
power
of
the
chamber.
The
sba
sits
right
in
gls
office,
so
we
have
guest
experts,
so
we
just
finished
our
financial
module.
So
there
was
several
folks
who
even
invested
in
the
minority
business
accelerator
who
we
had
come
in
as
guest
experts
to
talk
about.
F
Let's
look
at
your
p
l
and
that
sort
of
thing,
so
we
do
invite
cpas.
We
invite
financial
leaders
to
be
able
to
talk.
I
got
marketing
storytelling
nimbus,
who
is
a
marketing
company
in
louisville?
The
ways
are
going
to
come
in
and
talk
about.
How
can
we
help
you?
So
we
do
focus
on
specific
folks
who
we
could
get
to
come
in
and
talk
about
that
particular
area.
They
don't
take
up
the
whole
session
because
we
do
like.
I
said
we
partner
with
enterize,
who
is
a
content.
F
They
have
all
the
modules
they
created
for
us,
so
we
may
have
someone
come
in
and
talk.
Maybe
the
first
half
first
45
minutes
of
the
session,
something
that
is
directly
correlated
to
that
particular
topic.
So
that,
and
we
most
certainly
invite
folks
to
be
able
to
connect
to
the
sba
and
other
organizations.
G
Thank
you,
mr
johnson,
thank
you,
mr
chair,
for
recognizing
me
and
thank
you
all
from
gli
in.
E
G
And
and
talking
about
this
very
important
issue
as
it
relates
to
growing
diverse
businesses,
just
a
question
about
the
environment,
in
louisville,
okay
or
in
the
louisville
metro
area
there
in
lexington,
we
have
a
problem
with
mom
and
pop
operations,
and
is
that
some
of
the
same
issues
that
you
all
face
in
in
louisville
metro?
We
do.
F
And,
like
I
said
with
that
over
100,
I
saw
a
lot
of
that.
I
saw
a
lot
of
that
in
the
applications,
a
lot
of
mom
and
pop
shops
and
a
lot
of
folks
who
just
weren't
ready
for
our
level
of
our
program,
not
to
say
and
we're
hopeful
that
yvonne
smith
and
tawanna
bane
with
jedi
can
help
get
them
ready
to
come
to
our
program.
But
yes,
there.
There
are
several
of
those
that
that
are.
G
It
if
I
may
please.
G
And
I'll
make
a
closing
statement
when
I,
when
I
finish
this,
but
but
it
appears
that
that
getting
companies
relationships
in
the
major
corporations,
gov,
public,
private
and
and
otherwise
is
extremely
difficult
for
diverse
vendors
is
that
is
that
what
you
found
with
some
of
the
people
in
your
cohort?
Oh.
F
Most
definitely
and
they
they
and
the
good
thing
is
and
and
of
course,
I'm
with
gli
and
I'm
taught
my
employer
many
of
the
businesses,
not
nearly
the
employer,
is
some
of
the
businesses
that
are
part
of
gli.
I,
with
our
connecting
series
that
we
recently
had
one
of
the
hospitals,
was
able
to
meet
a
minority
business
owner
who
she
said
I
would
have
never
been
able
to
get
into.
F
One
of
the
big
hospitals
creates
the
the
most
beautiful
pieces
with
black
children
on
them,
blankets
and
baby
onesies,
and
that
sort
of
thing,
so
we
were
able
to
connect
her,
and
that
was
one
of
the
things
I
was
excited
about,
so
she's
really
great
start
putting
her
product
in
that
particular
hospital
gift
shop.
So
that's
a
win
for
me.
That's
and
that's
another
thing.
I
would
like
to
go
back
to
a
lot
of
the
incubators
accelerators
they
have,
which
they
may
have
agreeing
at
the
end
you
graduate
you
may
get
a
stipend.
F
You
may
get
some
sort
of
something
to
help
your
business
at
gli.
We
we're
not.
We
don't
have
the
funds
to
be
able
to
say
when
you
graduate
you've
got
a
five
thousand
dollar
grant.
We
just
don't
do
that,
but
what
we
are
able
to
do
is
folks.
Like.
Can
you
get
me
in
front
of
ups?
Can
you
get
me
in
the
door
at
kroger?
F
G
Okay-
I
I
just
want
mr
chair,
if
I
may,
I
just
like
a
closing
statement
just
to
to
have
us
understand
that
the
barriers
are
real
for
for
minority
and
diverse
vendors
in
the
in
in
the
communities
in
in
our
state
and
in
our
local
municipalities.
F
G
A
G
That
is,
that
is
of
concern
and
and
a
couple
of
things,
if
in
closing,
is
that
if
we
can
establish
or
get
a
friend
to
diverse
spin
or
to
bur
to
diverse
businesses
in
organizations
that
will
help
just
to
just
to
give
a
story.
There's
a
company
in
middletown
ohio,
it's
called,
I
knew
I
would
lose
it,
but
it's
high
tower
gas
and
electric
the
gentleman's
name
is
his
last
name
is
hightower,
but
but
what
he
said-
and
I
think
is
very
poignant
to
the
supply
diversity
conversation.
G
Sure
he
was
he
was
struggling
and
floundering,
and
once
he
found
that
champion,
then
his
business
took
off
he's
a
multi-million
dollar
operation
in
in
central
ohio
right
outside
dayton,
middletown
ohio,
it's
high
tower
gas
and
electric
okay,
and
what
we've
got
to
find,
I
think
in
kentucky
are
those
champions,
those
people
that
are
more
than
lip
service
and
organizations
in
in
in
in
government
and
in
private
industry
that
are
more
than
just
lip
service
and
that
are
willing
to
do
something
outside
the
norm.
D
Representative
brown
took
us
down
a
path.
I
wanted
to
go
initially
just
looking
at
the
nature
of
black
businesses,
not
just
in
louisville,
but
how
they're
reflected
nationwide
and
that
the
majority
of
them
are
cert
are
small
service
industry,
businesses
that
are
understaffed
under
capitalized
quite
often,
and
will
usually
fail
within
the
first
five
years,
60
to
75
percent
of
them.
You.
H
D
About
75
fail
within
the
first
five
years.
Certainly
it's
beyond
your
power
to
necessarily
of
that
percentage.
I
would
imagine,
but
I
do
want
to
ask
this
looking
at
that
percentage
of
failure
and
as
we've
talked
so
much
about
getting
in
front
of
the
right
people,
I
want
to
go
back
to
your
business
council
to
end
racism.
In
his
first
question.
I
don't
know
if
gli
has
this
type
of
mechanism,
but
I
see
you
do
work
with
some
people
in
leadership,
louisville
and
others.
D
What's
happening,
not
just
with
your
organization
but
with
others,
and
are
you
in
this
field,
not
with
these
smaller
service
oriented
businesses,
but
with
the
larger
corporations
in
the
city
to
make
sure
that
they
have
more
black
people
who
are
in
terminal
decision
making
positions
so
that
when
these
businesses
come
before
them
or
somebody
else
comes
before
them
or
there's
some
issue
within
the
company
in
hr,
there's
somebody
who
understands
them,
culturally,
historically
and
and
since
we're
trying
to
end
racism
by
the
name
of
this?
How
is
that
going?
Does?
Does
that
mechanism
really
exist?
D
So
I'm
not
really
talking
about
what
people
are
saying,
but
the
presence
of
decision
making
and
power
within
existing
businesses
which
are
viable
is
that
is
any
of
that
happening
right
now.
F
F
It's
and
I
just
you're
so
right,
I
I
don't
have
a
concrete
answer
to
that.
I
think
that
people
are
we're
still
trying
to
grow
to
that.
I
just
don't
think
that
that
is
very
solid
and
in
place
now
in
many
organizations.
Okay,.
I
F
D
So
I'm
talking
terminal
decision
making
last
thing
after
the
summer
love
back
in
2020
when
everybody
loved
black
people
and
people
said:
oh
wow,
you
know
we
didn't
know
it
was
this
bad.
We
want
to
address
and
we
saw
a
lot
of
these
pledges
and
diversity
statements
and
things
like
that
from
universities
from
corporations.
Even
from
you
know,
government
officials
there
there
was
going
to
be
this
addressing
of
all
these
racial
discrepancies-
and
you
spoke
lastly
about
a
number
of
businesses.
D
D
How
much
progress
do
you
think
has
really
happened
along
those
lines
going
back
to
the
first
question,
when
you
talk
about
serious
black
professional
presence
and
terminal
decision
making
in
these
businesses
that
show
so
much
black
love
in
2020
up
to
2022,
and
why
we
need
a
pledge
now
it
seems
that
a
lot
of
them
signed
pledges
and
made
statements
two
years
ago.
So
where
are
they
and.
F
Your
assessment,
you
know
we
are
assessing
them
right
now,
because
our
pledge
was
launched
in
2021
and
so
right
now
we
are
going
through
and
asking
them
to
take
a
survey
to.
Let
us
know,
because
I
don't
know
what
have
people
done.
Did
you
sign
the
pledge
and
just
go
away
and
I'm
just
going
to
be
very,
very
transparent,
as
we
are
right
now
trying
to
galvanize
that
data
we're
having
a
difficult
time
getting
the
responses
out
of
231
to
date,
I
have
about
17.
F
And
so
right
now
we're
taking
a
different
approach
to
how
we're
going
to
reach
out
and
get
folks
to
to
take
our
survey
just
to
tell
us.
Okay,
and
then
we
have
a
very
robust
toolkit
that
we
created.
You
sign
the
pledge
you
really
you
want
to
do
x,
y
and
z.
We
try
to
really
front
load
and
did
a
lot
of
research
to
create
and
stack
our
deck
with
a
lot
of
resources
for
companies
to
use.
We've
got
great
feedback.
The
toolkit
is
great.
We
got
people
out
of
other
states.
F
Can
we
copy
your
tool
kit
and
that
sort
of
thing,
but
we
got
a
ways
to
go.
Dr.
D
J
Hello
to
you,
dana
and
to
rachel
good,
to
see
you
both
okay,
first
a
comment
and
then
a
question.
First,
obviously
I
want
to
commend
you
in
the
work
that
you're
doing.
Thank
you,
as
was
just
said,
this
is
difficult
work
over
time,
there's
certainly
ebbs
and
flows
in
terms
of
the
energy.
What
I
appreciate
about
this
particular
initiative
is
that
it's
business,
helping
business.
I
J
Is
a
private
venture,
private
capital
trying
to
rise
up
other
people
who
want
to
start
a
business?
I'm
a
big
believer
in
free
markets,
big
believer
in
capitalism.
These
things
can
work
if
people
have
access
to
those
opportunities.
So
I
want
to
thank
you
and
commend
you
as
a
leader
within
gli
who's,
really
standing
up.
This
work
to
help
other
people
create
businesses
and
opportunities
for
themselves
to
feed
their
families
in
a
way.
F
J
Can
be
beneficial
for
their
whole
community
and,
quite
frankly,
in
a
way
where
they
won't
then
need
government
services
and
support,
because
they'll
be
able
to
do
things
for
themselves,
which
I
think
is
incredibly
important.
That's
the
comment.
Question
sure
is
this
in
your
thinking?
Do
you
think
this
is
something
that
can
be
replicated
in
different
communities?
As
was
mentioned,
lexington
has
its
own
questions
and
challenges.
There
are
different.
F
J
You
don't
have
to
answer
this
right
on
the
spot,
but
unless
you
know
what
would
that?
What
would
that
toolkit
look
like
is
in
I'll
use
a
general
phrase,
a
steering
committee,
if
you're
trying
to
start
something
up,
it's
got
a
typical
group
of
people.
It
might
have.
Some
pastors
might
have
some
education
leaders
some
business
folks.
That
probably
wouldn't
be
the
exact
dynamic
here.
But
what
in
your
mind,
would
that
toolkit
look
like
in
case
other
local
chambers
or
other
business
entities
want
to
start
something
like
this
up.
F
Yeah
well,
first
and
foremost,
black
owned
business
leaders
of
all
ranges,
folks,
who
have
who
have
done
very
well
and
some
who
are
starting.
I
think
we
need
to
have
a
diverse
group
of
folks
around
the
table,
your
community
leaders,
business
leaders
as
well
business
leaders
who
are
committed
to
diversifying
their
spend
and
helping
those
those
businesses
and
those
that's
where
I
would
start
the
business
leaders
and
the
business
owners
themselves
and
aspiring
business
owners
is
what
I
would
suggest.
That's
right.
Thank
you.
Thank
you.
G
Thank
you.
I
I
of
the
entities
that
we
work
within
at
in
lexington.
We
had
a
group
that
came
forward
after
the
the
the
brianna
taylor.
G
My
question
or
or
my
comment-
and
I
know
you
deal
with
the
the
business
community,
but
with
public
dollars,
local
state
and
federal
dollars
that
are
spent
in
our
communities
that
to
be
able
to
and
and
we
have
goals
in
lexington,
the
university
of
kentucky
has
a
ten
percent
goal.
Lexington
federal
county
government
has
a
ten
percent
goal.
G
G
If
we
can
start
to
have
a
full
commitment
on
the
local
state
and
federal
levels
as
to
what
it
is
that
we
say
we
want
in
terms
of
getting
out
of
supply
diversity
until
we
put
teeth
into
that
sure
and
and
and
understand
that
we
have
to
get
there
and
and
there's
no
excuses
for
why
we
cannot,
because,
if
we
put
our,
if
we
put
our
intellect
and
our
energies
and
our
cash
in
place,
we
can
certainly
make
a
difference.
Thank
you,
mr
chair.
G
E
E
You
know,
I
think
when
I
started,
I
started
a
small
business
in
2020
right
in
the
middle
of
the
pandemic,
and
you
know
starting
a
business
is
very
hard,
no
matter
whether
you're
in
a
rural
area
or
an
urban
area,
and
there's
a
lot
of
questions
that
you
don't
have
and
I
think
a
lot
of
times
in
leadership.
We
miss
the
point
of
let's
bring
people
together
and
actually
collaborate.
E
We,
we
all
have
tons
of
resources
and
we're
in
unique
positions
with
the
chamber
and
the
legislature
that
we
get
to
meet
all
these
wonderful
people,
and
so
let's
bring
them
together,
and
I
think
it's
very
courageous
that
you
did
that
to
really-
and
you
know
it's
a
long
journey.
You
know
these
things
take
a
lot
of
time
and
you
know
I
started
a
it's
called
small
business
babes
in
grayson
county
and
you
know
the
first
time
it
started.
E
It
really
didn't
work
out
because
there
were
two
different:
you
had
small
business
owners
and
then
you
had
another
type
of
own
business
owner
that
would
like
sell
essential
oils
and
stuff,
and
so
we
realized
that
we
had
two
different
goals
in
mind.
You
know
like
one
was
starting
from
scratch
and
one
was
starting.
They
had
already
had
materials
from
our
company
provided
and
so
just
being
able
to
work
out
the
kinks
and
things
like
that.
It
takes
a
lot
and
so
just
even
having
the
courage
to
do
it.
E
E
It's
really
hard
to
look
at
the
pandemic,
because
that
changed
everything
and
I
think
all
of
us
here
are
very
ready
for
that
to
stop
being
part
of
the
conversation
of
oh
well,
this
was
code,
but
it
was
coveted
because
so
many
businesses
did
shut
down
because
of
covid,
and
there
were
a
lot
of
things
going
on
in
areas,
especially
in
louisville
with
looting,
and
there
were
so
many
things
that
necessarily
we
didn't
have
control
of,
and
so
I
really
look
forward
to
seeing
your
progress
with
this
accelerator
and
you
know
in
three
to
five
years
and
seeing
how
it
changes,
but
I
think
just
even
taking
the
first
step
of
bringing
business
owners
together
and
saying
this
is
how
we
can
help,
and
these
are
things
because
that's
what
we're
all
looking
for.
E
We
don't
all
have
the
answers
and
I
think
when
you
can
bring
a
group
of
people
together
and
you
can
relate
to
each
other
and
really
understand.
What's
going
on,
you
know,
because
until
I
became
a
small
business
owner,
I
had
no
idea
what
it
was
like
to
be
a
small
business
owner
and
someone
you
can
bring
groups
of
like
that
groups
of
people
like
that
together,
you're
going
to
learn
from
each
other,
because
you're
going
to
be
more
comfortable
talking
to
about
that.
You
know.
I
was
very
intentional
on
starting
a
women's
business.
E
E
So
I
look
forward
to
hearing
the
success
of
this
in
three
to
five
years
and
the
continued,
and
so
I
do
have
one
question:
do
you
all
have
you
know
so
you're
on
cohort
two
you
had
cohort
one
last
year:
do
you
all
do
any
type
of
like
social
gatherings
where
they
get
to
mingle?
You
know,
is,
you
know,
tell
me
a
little
bit
about
that.
We.
F
Do
so,
and
I
do
want
to
go
back,
it
is
a
minority
business
accelerator
with
the
focus
of
black
and
brown
businesses.
F
Is
a
few
we
do
have
a
few
other
nationalities
in
our
group.
I.
F
Okay,
so
I
wanted
to
be
very
clear
on
that,
and
we
do
where
tomorrow
night
is
well
tomorrow.
Afternoon
is
gli's
board
meeting
our
quarterly
board
meeting
and
so
we're
inviting
our
mba
participants
to
be
able
to
come
out
and
meet.
The
board
wants
to
interact
with
them
and
meet
those
folks,
and
then
we
will
have
a
gathering
we're
planning
to
cohort
one
to
meet
cohort
two
around
the
holidays.
We're
gonna
do
that
early
december
to
be
able
to
connect
with
one
another
and.
E
Just
you
might
mind
if
I
follow
up
with
that,
what
is,
and
if
you
don't
have
this
number
off
the
top
of
your
head,
that's
fine.
K
E
And
then
would
you
be
able
to
provide
the
other
minorities.
E
E
F
A
Thank
you
both
the
testimony
and
let
me
conclude
by
saying
director,
johnson,
the
glow
you
have
talking
about
this,
the
energy
you
have
around
it,
the
passion
you
have
for
it.
Success
in
organizations
is
directly
related
to
the
quality
of
the
people
leading
them,
and
so
congratulations
to
you
on
this
passion
and
keep
doing
this
very
important
work.
Thank
you.
So
much.
A
On
this
theme
of
economic
opportunities
excited
to
have
representatives
now
from
the
kentucky
chamber
foundation
had
the
chance
to
sit
down
with
them
via,
I
think,
was
zoom
last
time.
Wasn't
it.
It
was
a
conversation
by
zoom,
come
on
up
the
table,
we're
non-zooming
we're
in
person
today,
and
it's
so
good
to
have
you
both
here.
I
invite
the
chamber
representatives
to
the
table.
Please
introduce
yourselves
for
the
record
as
you
speak.
If
you'll
push
the
button,
the
green
light
will
come
on
on
the
microphone
and
please
proceed.
We're
excited
to
have
your
testimony.
L
Thank
you
so
much
senator
givens.
We
are
so
happy
to
be
here
and
it's
just
an
honor
to
speak
to
the
commission
on
race
and
access
to
opportunity.
Today
my
name
is
beth
davison,
I'm
a
senior
vice
president
with
the
kentucky
chamber,
and
I
lead
our
foundation.
So
all
of
our
philanthropic
efforts,
I'm
excited
to
be
joined
here
today
with
joe
frazier
and
ray
daniels,
who
are
going
to
introduce
themselves
now
joe,
is
joining
us
via
zoom.
I
think
we
can
pull
him
up
somehow.
L
I
can
see
him
here,
but
we'll
go
ahead
and
get
started
with
ray
introducing.
H
I
Testing
one
two,
I
don't
know
folks,
can
hear
me
yep,
okay,
good
afternoon,
everyone
I'm
joe
frazier,
I'm
the
executive
director
for
the
center
for
diversity,
equity
and
inclusion
with
the
kentucky
chamber,
and
I
appreciate
you
all
graciously
letting
me
tune
in
via
zoom
for
this
testimony
and
with
that
I'll
give
it
back
the
best.
L
Well
great:
well,
thanks
again
for
having
us
in
january
of
2021.
You
all
may
have
already
received
this
report,
but
the
kentucky
chamber
published
a
research
report
on
achieving
equity
to
build
a
stronger
kentucky.
We
within
this
report
published
three
different
pillars
of
research
that
came
out
of
it.
What
we'll
be
talking
about
today
will
be
on
economic
opportunity
and
that
we'll
be
sharing
the
data.
That's
underlining
these
inequities
and
possible
solutions
to
help
move
kentucky
forward.
L
One
solution:
the
kentucky
chamber
moved
ahead
with
was
the
launch
of
the
center
for
diversity,
equity
inclusion,
which
joe
frazier
represents
and
we'll
talk
to
you
more
about
later.
This
was
a
report.
Once
we
published
it,
we
knew
as
the
business
community
of
the
state's
largest
business
association.
L
I
You
I
appreciate
that
yeah
so
before
we
really
get
into
what
the
center
has
going
on
and
looking
specifically
at
minority
businesses
in
kentucky.
I
wanted
to
give
a
few
statistics
around
diversity,
as
it
relates
to
our
state
and
so
you'll,
see
on
this
slide.
When
we
talk
about
diversity,
equity
and
inclusion,
racial
diversity
in
kentucky
is,
is
relatively
low,
so
we're
currently
ranked
number
41
out
of
the
50
states
when
it
comes
to
diversity.
I
When
we
talk
specifically
about
race,
we're
ranked
number
43
in
the
workforce,
participation
having
the
seventh
lowest
employment
rate
population-
oh
I'm
sorry,
the
seventh
lowest
in
popul
employment
population
ratio
in
the
us
and
from
a
database
that
the
kentucky
center
for
statistics
published
earlier
this
year.
We
were
able
to
look
at
some
statistics
and
data
around
graduates
from
our
institutions
here
in
kentucky
and
found
that
less
than
half
of
the
minorities
that
graduate
high
school
or
receive
a
four-year
degree
in
kentucky
stay
and
are
employed
in
the
state.
I
Only
45
percent
of
our
minority
graduates
are
still
employed
within
our
state
and
if
we
can
go
to
the
next
slide,
please
and
then
a
few
more
statistics
around
that
we
see
there's
still
some
disparities
when
it
comes
to
pay,
comparing
our
underrepresented
minority
groups
urns
to
their
white
counterparts,
both
with
a
diploma
or
or
without
a
diploma
or
degree,
and
also
when
we
think
about
businesses
in
kentucky.
I
The
percent
of
minority-owned
businesses
is
at
7.7,
which
is
below
that
12.4
percent
we
saw
that
represents
just
the
population
of
urms
in
kentucky
as
a
whole,
so
at
least
the
latest
data
that
we
were
able
to
get
in
2018.
We
see
7.7
of
those
businesses
are
minority
owned
in
kentucky
and
from
here
I'm
going
to
pass
it
over
to
ray
daniels
to
talk
a
little
bit
more
about
the
state
of
minority
business
enterprises
here
in
our
state.
H
So
joe
prepared
these
slides,
so
I'm
gonna
try
to
stick
to
some
of
it,
but
I
may
talk
around
some
of
it.
Obviously,
it's
we.
We
are
well
aware
of
that.
There's
many
barriers
for
minority
businesses.
We've
discussed
that
johnson
talked
a
lot
about
that
that
we
have
to
overcome.
H
I
think
we
can't
state
enough
or
say
enough
that
capital
is
the
number
one
barrier
for
every
minority
business
capital
to
get
started
capital
to
properly
fund
your
business
for
a
number
of
days,
capital
to
have
a
rainy
day,
fund,
capital
or
lines
of
credit
for
issues
for
growth.
H
H
Banks
felt
comfortable
lending
or
giving
ppp
dollars
to
organizations
that
had
a
tradition
or
a
history
of
borrowing
money
from
them,
and
so
that
left
a
lot
of
minority
companies
out
good
good
news
is
the
sba,
came
up
with
other
programs
other
ways
for
minority
companies
to
access
money.
So
that's
the
number
one
thing.
H
The
second
thing
is
that
that
access
to
capital
and
partnership
with
a
with
a
with
a
financial
institution
doesn't
allow
you
it
is
dr
jones
said
it
really
puts
you
under
the
pressure
to
grow
your
business
and
scale
your
business
in
a
very
short
period
of
time,
and
that
leads
you
to
make
sometimes
poor
decisions
when
managing
your
money
in
your
business.
And
so
we
we
talk
a
lot
about
minority
companies
and
how
to
get
started.
But
what
really
happens
is
the
scalability
of
the
minority
companies.
H
What
leads
to
its
ruin
is
not
having
the
ability
to
scale
and
grow
your
business
and
hire
the
proper
amount
of
people
that
it
takes
to
grow
your
business,
because
you
either
don't
have
that
banking
relationship
or
that
line
of
credit
or
the
opportunities
that
you
are
pursuing
are
so
big
and
not
put
into
pieces.
When
I
talk
about
rfps
and
you
do
government
work
or
you're
doing
public
work
and
you
go
after
rfp
opportunities.
H
Most
of
those
rfps
are
written,
purposely
written,
so
minority
companies
can't
achieve
the
ultimate
goal
of
winning
the
rfp,
and
we
we
need
that.
We
need
to
own
that,
and
that's
that
that
is
one
of
the
things
that
my
company
tries
to
do
is
work
with
organizations
on
looking
at
strategies
around
how
you
present
and
work
with
an
rfp
and
are
there
ways
to
break
rfps
into
smaller
components.
H
Now,
historically,
you've
got
to
get
once
again
relationships.
A
lot
of
relationship
building.
You've
got
to
get
procurement
departments
to
agree
that
that's
an
issue
and
work
with
you
and
you've
got
to
get
general
gcs
who
are
used
to
winning
a
lot
of
these
bids
to
work
with
you
on
that
too.
So
you've
got
to
you've
got
to
understand.
Part
of
the
issue
is
the
scalability
and
once
again
comes
back
to
the
capital
part
of
it,
which
is
always
going
to
be
something
that
minority
companies
have
to
deal
with.
H
We
are
in
a
competitive
part
of
the
country
with
states
around
us
that
have,
quite
frankly,
easier
procurement
processes
to
work
with
and
what
happens
is
joe
outlined
the
amount
of
minority
students
that
we
lose
in
the
amount
of
minority
companies
that
we
lose
a
lot
of
that
is
due
to
because
the
light
bulb
eventually
comes
on,
and
you
realize
it
might
be
better
for
me
to
set
up
an
office
across
the
river
in
cincinnati
and
if
I
go
to
cincinnati,
I
might
as
well
keep
on
going
and
head
up
to
indianapolis
or
I
need
to
go
to
nashville,
and
so
what
the
kentucky
chamber
is
doing
is
critical.
H
They
are
making
this
a
workforce
issue.
We
have
a.
We
have
a
problem
of
of
keeping
our
population
workforce
talent
in
the
state,
and
you
can
add
minorities
to
that
list
and
and
part
of
the
issue
is
we're
not
addressing
it
from
an
economic
standpoint
and
that's
why
minority
companies
and
minority
students
get
their
education
here
and
cut
the
teeth
here
and
grow
somewhere
else.
So
I
I
looked
at
that
list
that
you
had
miss
johnson
several
of
your
companies.
H
I
know
are
growing
faster
in
states
that
are
not
kentucky.
I
talk
to
those
companies
and
those
companies
will
have
decisions
to
make
down.
The
road
is
whether
they
keep
an
office
here
where
they
continue
to
grow
here,
or
they
emphasize
their
growth
in
other
states,
and
these
are
companies
that
employ
other
minorities.
Minorities
employ
minorities,
and
so
it's
really
the
economic
impact
of
this
is
really
it's
a
huge
multiplier.
H
Most
of
the
minority
companies
that
are
anchoring
her
program
that
anchor
the
accelerator
program
that
we
have
in
lexington.
H
They
employ
a
lot
of
people
with
good
paid
jobs
and
part
of
what
I
try
to
do
is
make
sure
that
those
companies
are
being
fed
and
that
they
stay
in
our
market
and
stay
focused
in
our
market.
So
I
would
say
those
are
the
those
are
my
barriers
and
hopefully
I've,
blended
yours
in
joe
as
well.
I
was
actually
asked
to
speak
about.
What's:
what's
working,
what's
having
an
impact,
so
there
are
some
things
that
are
working
that
are
having
an
impact.
H
So
the
fact
that
we
have
dui
directors
all
around
the
state
in
different
roles
with
different
companies.
The
fact
that
we
have
our
chambers
of
commerce,
hiring
di
directors
and
focusing
on
accelerators
the
fact
that
we
have
advocacy
that
is
going
on
actively
with
our
non-profit
organizations,
urban
leagues
and
so
on
and
so
forth,
makes
an
impact
and
and
the
fact
that
you
guys
are
taking
undertaking
this
challenge
is
going
to
have
a
long-term
impact
if
we
have
some
good
outcomes
that
come
from
this
group.
So,
lastly,
what's
what
I?
H
What
I
feel
was
needed
before
I
take
any
questions
or
joe
takes
any
questions.
I
think
I
know
the
kentucky
chamber
is
working
on
a
database
and
I
think
a
database
is
needed
and
I
think
data.
What
joe
brought
to
us
early
on
in
his
slides
is
data.
You
need
data,
you
need
the
mind
data
because
you
have
to
track
progress
and
you
have
to
report
it
out
because
that
creates
the
transparency.
That's
always
been
missing.
H
Now
we
can
actively
pull
that
data
and
mind
it
and
finally
hold
people
responsible,
and
so
I
think
you
know,
one
of
the
things
that
has
to
happen
is
that
we
have
to
have
a
database
that
the
kentucky
chamber
is
working
on
it.
It
needs
to
be
robust,
and
these
not
only
list
companies
it
needs
to
list
what
they
do.
It
needs
to
list
the
bonding
capacity
of
these
companies
because
that's
that's
critical
needs
to
list
their
credentials.
You
know
what
what
what
are?
What
can
they
do
specifically?
H
So
I
commend
the
kentucky
chamber
of
undertaking
that
database.
I
think
we
need
to
really
dissect.
The
central
kentucky
is
coming
out
lexington
with
a
disparity
study,
no
matter
where
you
stand
on
disparity
studies.
We
need
we
need
to
pull
that
information
and
prune
it
and
use
it
for
future
development
and
growth.
So
I
think
we
need
to
be
able
to
mine
disparity
studies
that
are
going
on
and
then
figure
out.
H
H
I
think
it's
critical
that
a
company
does
not
go
out
of
business.
That
is
getting
a
lot
of
business,
so
we
keep
and
we're
smaller,
so
we're
smaller.
So
we
keep
those
companies
in
and
we
use
those
companies
strategically.
This
is
just
stuff
that
I've
learned
we
use
those
companies
to
backfill
or
use
new
companies
to
backfill
those
companies,
and
so,
in
other
words,
part
of
the
issue
is
when
you've
been
around
and
you've
been
an
accelerator
and
we
build
relationships
and
we
introduce
you
to
organizations
that
can
that
can
help
bring
you
business.
H
You
can
get
the
scale
problems
really
quickly.
You
can
get
too
busy.
You
can
be
the
minority
guy
to
call
a
company
to
call
or
female
to
call
for
a
construction
job
and
so
on
and
so
forth.
So
we
figured
that
out
and
realized
that
we
needed
to
backfill
that
with
new
companies
on
our
accelerator
that
can
support
some
of
those
high
growth
companies.
So
we
we
have
established
companies,
we
have
emerging
companies
and
then
we
have
incubator
type
companies
and
we
try
to
we're
trying
to
work
on
defining
those
levels.
H
So
those
emerging
companies
can
help
the
established
companies
backfill
some
of
the
work
that's
coming
their
way
because
of
reputationally
or
relationship
wise.
We
have
pushed
a
lot
of
work
in
their
direction,
so
I
think
that's
I
think
accelerators
are
needed
and
and
they're
needed
at
every
level
at
the
state
and
it,
but
it
needs
to
it
needs
to
work
with
where
the
data
is
saying
that
we
have
opportunities
for
for
growth
and
opportunities
to
build
relationships.
A
A
I
had
great
discussions
on
this,
this
networking
and
relationships
and
how
vitally
important
these
are
and-
and
you
shared
an
example
in
our
conversation
prior
to
this-
and
you
touched
on
it
again
today,
if
I'm
a
mature
company
and
I'm
looking
for
I'm
struggling
with
accounting,
you've
got
a
network
of
folks
that
do
accounting
you've
helped
some
companies
grow
they're
an
emerging
company.
A
Your
your
position
lets
you
network
those
among
each
other
to
help
help
grow
both
businesses
at
the
same
time,
and
so
the
importance
of
networking
and
relationships
in
minority
communities
and
all
businesses,
but
especially
minority
communities,
is
something
I
think
now
in
our
previous
testimony.
I
want
to
spend
a
minute
on
this
representative
brown.
I'm
going
to
need
your
help
with
this.
Okay,
all
right!
That's
he's
over
here
a
moment
ago,
you
put
a
charge
to
me.
A
A
G
J
Yes
to
add
to
that,
because
we
we've
had
this
conversation
to
some
degree
a
couple
years
ago,
a
friend
of
mine-
and
I
and
part
of
the
challenge
is
the
the
data.
Aren't
they
aren't
available
in
two
different
levels?
One
if
you
are
a
business
that
does
business
with
the
commonwealth
of
kentucky,
you
don't
necessarily
have
to
put
the
put
your
race,
so
you
yeah
it's
self-reported,
so
you
could
be
a
minority-owned
business
and
you
just
don't
put
that
so
it's
hard
to
know.
J
So,
there's
that
aspect
towards
the
gap
of
the
data
so
a
specific
chart.
Well
and
then
the
second
thing
would
be
gathering
that
from
the
cabinet
for
economic
development
and
how
how
seriously
they
get
that
information
now
seriously
they
get
those
data,
so
the
the
charge
would
be
for
brandon
and
staff,
the
of
the
existing
businesses
who
list
race
under
ownership.
J
That
would
be
a
specific
question
and
then
to
bring
in
as
representative
brown
was
talking
about
to
bring
in
leaders
within
the
cabinet
for
economic
development
who
are
charged
with
this
particular
responsibility
spend
capital
access
that
the
state
has
access
to
for
economic
development.
What
are
they
doing
or
what
have
they
done
to
get
a
better
understanding
of
who.
I
J
J
So
there
are
legitimate
reasons,
sometimes
why
business
owners
don't
do
that,
but
it
would
be
bringing
in
that
person
or
those
people
within
the
cabinet
so
that
specific
charge
and
then
figuring
out
the
exact
spend
based
on
the
information
that
we
do
have
those
those
those
will
be
the
ways
that
I
might
offer
it.
A
H
Ray
yeah,
I
I
mistakenly
cut
off
joseph
frazier
from
his
line
of
discussion.
I
wanted
to
make
sure
this
is
more
about
him
than
me,
and
so
joe
has
some
thoughts
around
this
too
and
a
couple
other
things.
So
I
apologize
about
senator
gibbons,
no.
A
No
worries
there
was
a
pause
there
and
I
didn't
know
if
we
were
done
or
not.
I
was
suspecting
joe
had
more
to
say
because
I've
heard
joe
speak
and
he's
got
passion
for
what
he
does,
but
the
pause
is
long
enough.
I
thought
he's
handing
the
ball
back
to
me,
so
I've
got
to
go
with
it
so
joe
take
off.
Please.
I
No,
no
worries
no
worries,
that's
my
fault
for
not
being
there
in
person,
but
yeah.
So
you
know
what
everything
that
everyone
is
saying.
Everything
that
everyone
is
saying
is
very
legitimate,
and
you
know
true
when
it
comes
to
minority-owned
businesses
and
just
the
data
that's
available.
A
couple
of
things
that
I
did
want
to
highlight
that
that
are
actually
on
this
last
slide
and
ray
spoke
to
the
minority
owned
business
database
that
we're
currently
building
through
the
chamber.
I
So
this
database
is
gonna,
be
the
first
of
its
kind,
I
would
say
in
the
nation,
but
especially
in
the
state
of
kentucky
where
we
are,
including
all
minority-owned
businesses
that
have
been
certified
through
the
secretary
of
state
was
the
financing
revenue
cabinet,
the
transportation
cabinet
and
then
we're
also
using
louisville's
hrc
that
certifies
minority-owned
businesses
and
so
they'll
all
be
featured
in
this
directory.
I
That
businesses
can
use
to
find
folks
based
on
their
service,
their
naics
code,
location
and
their
type
of
certification,
and
you
know
with
this
database
as
well,
it's
going
to
be
free
to
use
so
there's
no
charge
associated
with
it
and,
to
my
knowledge,
those
three
certifying
entities
that
are
being
featured
right.
The
business
certified
through
them
are
the
ones
in
this
database.
I
Those
certifications
don't
cost
now
if
they
were
certified
through
tri-state
or
nmsdc,
they
do
pay
for
those
certifications.
But
to
my
knowledge,
the
ones
through
our
state
entities
are
our
free
certifications
that
they
can
get,
and
I
would
also
anticipate
with
the
launch
of
this
database.
I
I
I
just
wanted
to
mention
that
most
of
those
data
points
were
compiled
from
the
minority
development
business
agency,
who
did
a
report
in
2016
of
disparity
studies
across
the
nation
and
kentucky
was
not
included
in
those
so
that
you
know
that
was
in
2016
when
it
came
to
states
that
did
a
disparity
study
and
I
know
that
lexington
is
wrapping
up
theirs.
I
know
that
louisville
is
is
starting
one,
but
that's
one
of
the
needs
or
things
that
would
be.
I
I
think
good
to
look
into
is
the
potential
disparity
study
for
kentucky
that
will
get
down
into
the
nitty-gritty
when
it
comes
to
the
utilization
of
minority-owned
businesses.
The
chamber,
when
we
compiled
our
report
last
year,
the
achieving
equity
for
stronger
kentucky,
and
I
know
that
was
sent
out
to
some
legislators.
I
I
The
state
cabinet
for
economic
development
should
be
directed
by
state
law
to
produce
an
annual
report
on
all
of
its
economic
development
support
programs
and
resources
that
includes
demographic
breakdowns
by
race,
geography
and
size
of
businesses
supported
six
months
after
completion
of
the
initial
review.
The
cabinet
should
recommend
administrative
and
or
legislative
solutions
to
problems
of
desperate
investment.
Disparate
investment.
I
The
state
finance
cabinet
should
be
directed
to
produce
an
annual
report
on
the
implementation
of
small
or
minority
or
small
minority
owned
businesses,
business
set-aside
programs
and
to
recommend
administrative
and
or
legislative
solutions
to
improve
effectiveness,
identify
and
raise
awareness
of
barriers
faced
by
people
of
color
to
employment
and
housing.
Public
and
private
sector.
I
Identify
and
advocate
for
programs
that
reduce
the
black
white
gap
in
economic
opportunity,
create
a
state
black
entrepreneurship
council
to
guide
initiatives
in
support
of
the
development
and
growth
of
black
owned
businesses
and
the
success
of
black
entrepreneurs,
including
the
creation
of
a
public
private
program
to
provide
startup
grants
that
develop
and
implement
a
program
to
assist
black
owned
businesses.
To
attain
certification
needed
for
participation
in
local
and
state
contracting
programs
develop
and
maintain
and
publicize
an
online
portal.
And
that's
what
we're
doing
with
the
minority.
I
Business
database
identify
employment
opportunities
for
people
of
color,
leaving
the
criminal
justice
system.
Spotlight.
Businesses
that
are
using
effective
programs
to
recruit
employ
retain,
promote
and
hire
more
minorities
into
leadership
and
management
positions
and
use
those
best
practices,
as
well
as
developing
and
soliciting
support
for
a
public
pledge.
I
For
the
state,
by
employers
to
ensure
greater
diversity
in
the
workplace
and
the
the
last
thing
that
we
also
have
up
here
on
the
slide
is,
through
the
chamber,
we're
working
on
standardizing
some
de
I
trainings
and
workshops
that
we're
hoping
employers
can
use,
especially
in
their
new
employee,
onboarding
programs,
but
to
help
set
the
stage
for
what
an
inclusive
workforce
looks
like
and
hopefully
address.
Some
of
these
issues
we're
seeing
around
the
retention
of
our
minority
talent
in
the
state.
L
L
And
all
the
data-
and
we
are
really
excited
about
the
the
minority
business
database-
and
you
know
ashley
watts
our
ceos
and
here
and
she
will
tell
you
the
number
one
call
the
chamber
gets
is
from
our
members
and
they
are
always
asking:
where
can
we
find
more
minority
businesses?
We
want
to
use
them
in
our
supply
chain,
but
where
can
we
find
them?
L
And
so
this
platform
that
joe
has
got
up
and
running
very
quickly
that
we
will
be
launching
in
the
next
couple
months
will
be
really
an
opportunity
to
get
the
business
community
really
diversifying
their
own
supply
chain
and
their
minority
spend.
We
are
also
really
excited
about
the
accelerators
models
we
loved
hearing,
what
dan's
doing,
obviously
in
louisville
they're
doing
a
great
job
lexington
as
well
with
esg
solutions.
L
H
L
Six:
six
businesses,
all
within
two
years,
three
years,
three
years
they
doubled
because
of
the
business
development
opportunities
that
have
come
to
them.
In
the
guidance-
and
I
know
senator
givens
we've
had
such
a
great
opportunity
to
speak
with
you
about
the
accelerator
model
and
we're
seeing
it
start
to
pop
up
in
these
pilot
forms
and
great
cities
like
lexington
and
louisville,
and
I
think
one
more
recommendation
we'd
love
to
see
is
to
see
a
regional
approach
where
more
communities
are
taking
on
an
accelerator
model
and
then
helping
these
minorities
to
grow.
J
Yes,
thank
you
for
the
presentation.
Obviously,
as
we've
had
a
number
of
different
conversations
on
this
since
the
beginning,
so
I'm
always
happy
to
see
you
all
up
here
again.
If
you
could
please
go
back,
I
think
one
slide,
because
I
want
to
make
sure
maybe
another
one
before
that
this
one
right,
you
you
were
mentioning
these
bearers
of
discriminatory
behavior
is
this.
Is
this
something
that
you
are
seeing
directly
in
kentucky
like
through
kentucky
policy?
I
guess
this
can
be
anybody
joe
ray
beth
are
we?
H
The
government
yeah
the
commonwealth's
procurement
policy
yeah,
so
I
was
at.
I
was
a
board
member
at
fayette
county
schools
and
we
we
we
were
desperately
trying
to
get
our
numbers
over
10
percent
and
and
the
the
biggest
encumbrance
to
all
of
that
was
the
procurement
code
that
schools
had
to
operate
under
and
because
of
that,
that
really
led
us
to
really
work.
J
If
I
may,
mr
chairman,
please
now,
I'm
gonna
poke
the
bear
a
little
bit
on
this
one
procurement
code
and
how
state
government
chooses
business,
I
think,
is
sometimes
an
area
that
can
be
ripe
with
corruption,
and
this
would
certainly
be
an
area
if
this
was
taking
place.
As
you
mentioned,
where
there
is
corruption
going
on.
If
a
business
meets
the
requirements
based
on
the
code,
they
should
have
equal
opportunity
and
equal
access
to
these
bids.
What
what's
listed
here?
J
Double
or
higher
standards
employing
capability
stereotypes
manipulating
bid
processes,
if,
if
that
kind
of
thing
is
going
on
as
it
relates
to
business
owners
of
any
kind
minority
business
owners
here,
specifically
directly
that
that
is
the
form
of
discrimination
that
would
be
illegal.
I
think
there's
an
opportunity
if
we're
providing
staff
responsibilities.
J
Ms
chairman,
I
won't
over
overstate
my
authority
here,
but
I
think
there
would
be
an
opportunity
to
look
at
that
procurement
code
up
against
these
four
specific
instances
and
maybe
ray
if
it's
work
with
you
work
with
the
team
of
the
foundation
or
some
of
the
businesses
that
you've
worked
with
to
say
based
on
these
codes.
J
What
specifically
would
be
holding
you
back
from
a
a
vantage
point
of
it
being
again
we're
talking
about
a
procurement
code?
That
is
a
system
of
government,
so
in
this
instance,
how
would
it
be
systemic
in
a
way
that
could
be
changed,
that
that
could
be
a
direct
way
to
respond
to
some
of
these
charges?
J
A
Great
charge
noted
staff
has
taken
note
of
the
question
and,
as
we
travel
a
journey
of
the
next
few
meetings,
dr
olaka,
what
you
just
did
is
perfect,
let's
mark
things
that
we'd
like
to
have.
If
we
had
the
ability
to
fold
the
page
down
in
the
moment
that
we've
just
enjoyed
we've
folded.
This
page
down
in
our
last
meeting
of
the
session
of
this
interim
we're
going
to
sit
down
and
say
these
are
the
pages
we
folded
down.
A
C
Thank
you
chairman,
and
I'm
going
to
piggyback
a
little
on
what
doctor
like
it
was
saying,
my
understanding
and
what
I've
seen
of
the
procurement
process
is
probably
a
few
years
old
at
this
point,
but
it
struck
me
as
a
very
obscure,
very
byzantine
apparatus,
one
that
was
just
impossible
to
understand
or
penetrate
and
was
ruled
ruled,
with
very
little
oversight
or
accountability
by
procurement
officers
and
other
gatekeepers.
C
So
my
concern
here
is-
and
I
applaud
everything
that
you're
doing.
I
agree
with
these
barriers
and
the
solutions
that
you've
come
up
with,
but
my
concern
is
that
the
entire
system
is
completely
rigged
and
it's
rigged
towards
these
huge
companies
that
will
get
the
prime
contract
and,
as
you
alluded
to
will
partner
on
whatever
level
whatever.
That
means
to
respond
to
these
huge
rfps,
of
which
everyone
is
trying
to
get
a
little
peace,
and
you
could
make
a
good
living
getting
a
little
piece
of
these
huge,
huge
rfps
that
are
put
out.
C
My
concern
is
that
no
matter
what
you
do
in
addressing
these
barriers
and
implementing
the
solutions,
the
way
the
system
is
set
up
is
you're,
going
to
always
have
these
giant
prime
contractors
that
get
the
rfp
do
whatever
they
need
to
do
to
partner
with
a
minority
owned
business,
a
veteran
owned
business,
a
woman
owned
business
or
all
of
the
above
and
get
a
portion
of
those
set
asides
as
well.
So
they
get
all
of
this
pie
plus
a
little
bit
of
this
pie.
C
The
groups
that
we're
talking
about
trying
to
empower
will
never
get
past
a
certain
point,
which
is
the
partnering
with
the
prime
contractor,
because
that's
how
everything
is
set
up,
so
I'm
I'm.
I
understand
what
you're
saying
and
what
you're
going
to
try
to
do.
But
how
far
are
you
going
to
get
with
a
system?
That's
set
up
that
way.
H
I
agree
with
others,
I
mean
that's
what
needs
to
happen.
It's
a
complete
overhaul.
If
you
look
at,
we
have
not
approached
this
as
a
full
workforce
issue
as
joe
has
presented
the
stats
we
have
surrounding
states
that
are
looking
at
this
as
a
workforce
advantage
and
we're
looking
at
it.
As
you
know
competitively,
we
are
working
at
a
disadvantage
and
we
have
to
change
our
approach.
It's
doable,
you
can
do
it
in.
We
have
done
it
in
small
focus
groups,
so
fayette
county
schools.
H
At
one
point
we
had
eight
primes
that
were
going
to
bid
on
us
on
a
middle
school
and
we
had
to
get
them
to
agree
ahead
of
time.
This
took
a
lot
of
work
took
a
lot
of
meetings.
It
took
lawsuit
threats
and
a
lot
of
stuff,
but
they
all
eventually
agreed
because
of
the
advocacy
that
was
going
on,
that
they
would
have
15
spend
in
their
eventual
bid
and
every
one
of
them
did
it,
but
you
can't
put
that
in
every
individual
situation.
H
We
ask
them
to
enter
into
this
agreement
before
we
went
forward
with
that
school
at
that
time.
So
the
problem
is,
we
are
working
in
a
deficit
in
a
disadvantage
and
we
have
surrounding
states
that
are
using
this
to
their
advantage
and
being
very
aggressive
with
minority
female
and
veteran-owned
businesses.
And
I
think
that
that
mindset
needs
to
shift
because
it
is
a
workforce
retention,
talent,
issue
that
we're
dealing
with.
C
C
Would
love
to
follow
up
with
you
all
on
on
that
I
mean
I
don't
know
what
we
can
do,
but
one
of
the
things
I
would
like
to
add
to
the
list
is
is
have
somebody
come
to
us
and
present
very
transparently
and
very
thoroughly
what
the
procurement
process
is
like
what
happens
if
I
want
to
start
a
business
and
I'm
interested
in
something,
and
I
see
an
rfp
or
I
want
to
do
some
business
with
the
state
or
the
federal
government.
What
do
I
do
and
there's
a
lot
of?
C
K
Thank
you,
mr
chairman.
I
was
gonna
not
say
anything
today
and
then
the
conversation
got
good
well.
First
of
all,
let
me
let
me
just
say
I
I
really
take
my
head
off
to
the
work
that
the
presenters
are
doing
gli
as
well
as
well
as
on
the
state
level,
because
I
I
know
how
difficult
that
is
to
do
that.
I
hear
your
words.
K
I
hear
you
the
aspirations
in
your
strategies
that
you
espouse,
but
I
also
know
that
this
is
a
huge
task,
there's
no
simple
route
to
this
it's
complex
and
because
it's
entrenched
in
a
way
not
just
to
state
but
private
business.
K
If
we
talk
about
the
state
and
private
business,
doing
business
with
the
state,
how
that
has
been
part
of
the
culture
of
these
relationships,
some
of
them
very
tight,
I
don't
want
to
get
to
the
question
of
corruption
and
all
of
that,
what
I
want
to
get
to
is
a
word
that
you
use
that,
I
think,
is
right
at
the
bottom
of
all
of
it.
If
you
want
to
make
change
and
that's
the
words
you
use
called
transparency,
you
see
20
25
30
years
ago.
K
K
Thank
you
so
much
this
thing
of
transparency,
as
it
relates
to
policies
and
processes
on
these
multiple
levels
in
multiple
areas
that
people
who
are
dealing
and
the
transparency
of
people
who
want
to
do
business
with
the
state
of
kentucky
has
to
be
uncompromising
and
very
strategic
in
terms
of
information
that
it
acquires
and
makes
a
requirement
for
doing
business
with
the
state.
If
we
from
a
policy
standpoint
focused
on
that
area
and
did
that
very
smartly,
uncompromisingly
reasonably
of
course,
but
uncompromisingly,
it
will
be
a
sea
change.
K
I
Yeah,
so
you
know
the
issues
I
in
my
experience,
I
don't
have
anything
to
to
dismiss,
or
you
know,
disagree
with
anything
that
you
said
policy
wise.
I
definitely
have
to
refer
to
kate
who's,
president,
that
works
with
the
policy
and
stuff
on
behalf
of
the
kentucky
chamber
since
we're
here
in
the
foundation.
I
You
know
my
my
background
again
is
mostly
in
in
sociology
and
so
I'm
all
about
the
data
and
can
speak
to,
or
you
know
really
rely
on
what
the
data
shows,
and
I
think
it's
hard
for
us
in
in
kentucky,
because,
like
you're
saying
a
lot
of
that
data,
it
just
it
doesn't
exist
anywhere
or
we
we
don't
have
it.
We.
I
Yes,
yes,
and
I
think
that
that
really,
you
know
solidifies
that
need
for
that
disparity
study,
to
give
us
that
that
kind
of
grounding
and
really
understand
the
landscape
that
we're
working
with
before
we
can
move
forward
and
and
even
base
it
off
of
or
take
action
based
off
models
that
other
states
have
done.
But
the
first
thing
that
that
they
do
is
is
a
disparity
study.
K
Thank
you
so
much,
he
seems
to
say,
but
you
said
it
very
carefully
that
you
didn't
see
any
fault
in
what
I
just
said.
From
the
extent
you
were
aware
of
what
I
was
saying
with
your
background,
mr
chairman.
What
I
want
to
say
is
this:
is
that
30
years
ago
that
data
didn't
exist,
we
tried
for
a
disparity
study
then,
and
we
were
cut
short
by
the
agencies
of
the
state
in
terms
of
taking
it
to
the
second
step
when
they
realized
they
didn't
have
sufficient
information.
K
If
you
do
not
have
a
policy
that
requires
the
acquisition
and
the
accumulation
of
data
specifically
designed
to
understand
exactly
what's
going
on
to
get
the
answers.
That
may
not
sustain
what
you're
saying,
but
I
trust
given
the
history.
It
probably
will,
if
you
don't
do
that
in
this
particular
area,
you're
not
really
doing
a
big
thing
from
a
policy
standpoint
as
it
relates
to
the
state
I
just
want
to
lay
there
on
the
table.
K
I
could
be
wrong,
but
my
involvement,
historically
as
an
attorney
being
involved
in
a
lot
of
these
kinds
of
situations
over
the
last
few
decades,
have
confirmed
that
to
me
over
and
over
again,
so
I
asked
this
committee
to
give
some
serious
thought,
and
this
is
sort
of
directed
staffer
as
well,
that
we
begin
to
see
who
can
answer
these
questions.
K
A
Before
I
go
to
representative
brown,
I'm
going
to
follow
up
senator
neil
great
line
of
questioning
and
reasoning
and
thought,
and
I
was
going
to
close
with
this,
but
you
teed
it
up
so
beautifully.
I
think
I'll
do
it
now
the
state
chamber.
We
appreciate
so
much
you
all
being
here,
I'm
not
closing,
but
this
is
the
close
I
would
have
done.
If
I
were
closing
state
chamber.
We
appreciate
you
all
so
much
for
truly
for
being
here.
I
still
have
images
of
the
leaky
bucket.
A
A
We
need
to
come
up
with
a
image
for
this
conversation
and
joe
I'm
going
to
turn
to
you.
You
don't
have
to
speak
to
it,
but
your
recommendations,
one
two
and
three-
are
specific
legislative,
related
sort
of
ra
recommendations
with
the
work
the
state
chamber
has
done
over
years
to
move
policy
and
and
with
the
credibility
that
this
chain
that
this
chamber
has,
I
think,
there's
an
opportunity
here
for
us
to
focus
at
least
on
the
top
three
of
those
recommendations.
A
A
G
Chairman,
I
think
that
that,
with
all
that
we've
talked
about
with
this
commission
on
race
and
access
to
opportunity,
I
think
we
finally
got
to
a
place
that
I
think
is
very
very
important.
I
think
that
the
barriers
that
minority
owned
businesses
face-
I
won't
read
them
and
be
redundant,
but
I
think
we
need
to
fold
that
pay
fold
that
that
slide
to
make
sure.
G
We
don't
forget
that
the
other
thing
that
I
think
is
very
very
important
as
it
relates
to
these
barriers
that
minority
firms
face
is
the
model
procurement
code
47a
that
that
that
does
not
or
is
interpreted
not
to
allow
set-asides
it.
It
is
con.
It
is
conveyed
and
and
understood
by
everybody
using
the
model
procurement
code
that
that
the
only
thing
that
you
can
have
are
goals.
A
D
Thank
you,
chair
givens,
some
data.
We
don't
have
some
data.
We
do
seems
to
me
of
all
the
talk
we've
had
today.
D
This
piece
on
kentucky
demographics,
I
think,
is
one
of
the
most
powerful
I've
seen
the
reaffirms,
something
that
most
of
us
who
look
at
race.
No,
mr
daniels,
you
said
something
important.
You
said
you
know
when
people,
minorities,
blacks
and
others
look
at
kentucky
some
of
them.
You
know
business-wise,
say
hey,
you
know.
Maybe
I
should
you
know,
get
on
up
to
cincinnati
or
or
indianapolis
or
down
to
nashville.
D
Indiana
is
the
birthplace
of
the
ku
klux
klan.
So
it's
incredible
that
you
have
minorities
choose
indiana
rather
than
kentucky
when
you
look
at
the
history
of
this.
So
when
we
look
at
what's
going
on
incredibly
monochromatic
state,
we
have
here
basically
88
percent
white,
seventh
lowest
employment
population
ratio
in
the
u.s.
We
actually
have
you
know.
Being
a
professor
of
pan-african
studies.
We
talk
about
brain
drain.
You
talk
about
college
graduates,
high
school
graduates,
especially
minorities
who
are
leaving.
D
We
have
others,
certainly
throughout
the
country
who
are
not
coming,
and
there
are
others
who
are
leaving
even
more.
We
actually
were
losing
black
population
in
the
state.
I
don't
know
about
other
minorities,
so
two
questions
for
me.
I
may
be
the
only
member
of
the
committee
who
is
not
a
native
kentuckian,
I'm
not
a
native
louisvillium
from
atlanta.
D
I've
been
here
for
a
while,
but
there's
still
some
things.
I
don't
understand.
One
thing
that
I
don't
understand
is
how
conversations
sometimes
get
skirted.
We
see
where
we
are
with
race.
So
one
question
is:
how
did
we
get
here?
Why
do
these
realities
exist?
Second
thing:
we
seem
to
balkanize
these
conversations.
You
know
kind
of
bifurcate
them.
We
want
to
talk
about
certain
little
things
in
education
or
certain
little
things
in
business,
but
then
there
seem
to
be
some
overarching
through
lines
and
themes
that
keep
coming
up
again
and
again,
help
me
with
this.
D
Am
I
off
in
that
assessment?
Am
I
you
know
just
kind
of
insane
in
that
assessment
and
if
I'm
not
off,
would
it
not
behoove
the
state
to
take
a
good
long,
hard
look
at
that
ideological
and
cultural
reality
that
is
driving
so
much
of
what
goes
on
in
the
state,
because,
speaking
as
a
black
person,
you
know
we're
in
the
21st
century.
D
You
know
I
remember
when
I
was
coming
out
of
graduate
school,
I
was
offered
a
job
at
the
university
of
nebraska,
and
I
looked
at
lincoln
and
I
looked
at
the
university
of
nebraska
and
said
you
basically
have
a
two
percent
black
population
here.
There
is
no
way
I'm
coming
seems
to
me
to
kentucky
may
be
reaching
a
tipping
point
where
you
know
it's
not
a
time
where,
where
black
folk
are
happy
and
bragging
about
being
the
only
black
family
on
the
street,
nobody
wants
to
be
a
21st
century,
ruby
bridges.
D
H
Yeah,
I
don't
know
if
joe
wants
to
answer
that,
but
I
will
absolutely
sir
and
I
think,
if
we
don't
start
dealing
with
this,
our
race
as
a
whole
in
the
state
we
we
will
be
down
that
path.
We
will
be
under
10
minority
base
population
in
the
state
I
mean
everything
is
trending
in
that
direct
direction.
I
Sorry
yeah,
I
would
just
add
to
that.
You
know
prior
to
coming
into
this
role.
A
lot
of
my
work
was
in
higher
education
at
bellarmine
university
and
at
virginia
tech,
doing
diversity,
equity
and
inclusion
work
and
one
of
the
opportunities
that
I'm
excited
about
through
the
chamber.
I
Going
back
to
you
know
in
the
slides
we
mentioned
the
e
and
our
trainings
setting
a
standard
for
those
and
what
those
could
look
like
in
the
workforce
and
around
that.
I
think
it's
the
perfect
opportunity
for
us
to
implement
trainings
in
the
workforce
where,
by
virtue
of
employment,
more
kentuckians
would
be
exposed
to
concepts
around
inclusivity
in
the
workplace.
I
Microaggressions
that
sort
of
thing,
with
the
hopes
that
while
employees
are
learning
this
in
their
job,
those
messages
and
lessons
can
transcend
out
into
the
communities
that
they
were
part
of,
because
you
know
when
we
think
about
diversity
in
kentucky.
Louisville
and
lexington
are
probably
the
main
places
that
come
to
mind,
maybe
bowling
green.
We
in
in
some
parts
of
northern
kentucky
closer
to
ohio.
When
we
think
about
you
know,
where
would
you
find
more
black
and
brown
people
in
the
state?
I
And
you
know
we
have
employers
who
want
to
diversify
and
who
reach
out
to
me.
You
know
constantly
about
what
are
some
strategies
and
techniques
we
can
use
to
recruit
a
more
diverse
workforce,
but
if
the
region
itself
still
has
a
perception
of
being
hostile
towards
minorities
right,
there's
still
places
where
people
feel
like
man,
I
don't.
I
don't
drive
out
the
this
part
of
kentucky
at
night
right.
I
I
wouldn't
be
caught
out
there
after
dark,
regardless
of
whether
or
not
the
community
actually
is
that
way,
or
you
know
they
could
be
great,
I'm
not
from
kentucky
either.
I
just
moved
to
the
state
in
2018,
and
you
know,
I've
had
a
great
experience
living
in
louisville,
but
when
these
stereotypes
about
different
communities
still
exist,
it's
keeping
folks
from
you
know
wanting
to
move
out
into
these
different
areas.
You
know
it's
hard
for
a
business
to
diversify.
I
If
everyone
thinks
that
town
that
they're
in
is
going
to
be
be
hostile
towards
them,
and
so
you
know
what
everything
everyone
is
saying
is
is
legitimate
and
I
don't
think
there's
an
easy
answer.
I
I
am
confident
and
hopeful
that,
as
we
get
more
employers
to
also
take
on
dei
trainings
for
their
employees,
that
we
would
see
some
benefits
of
that
filter
out
into
the
community,
because
otherwise
I
don't
know
how
we
would
expose
people
from
other
communities
to
these
kind
of
trainings
that
you
know
normally
they
might
say,
I'm
not
interested
in
that
and
not
attend.
I
If
it
was
a
you
know
an
option
or
something
presented,
but
through
the
workforce
you
know
that
can
be
something
mandatory
for
employment,
where
we
can
at
least
know
that
people
got
exposed
to
some
of
these
concepts
at
some
point
in
their
lives.
L
And
if
I
could
just
add,
I
do
agree,
kentucky's
got
to
get
a
lot
better
at
this
yeah.
I
think
right
now,
we've
got
about
a
hundred
thousand
jobs
that
are
open.
I
think
there's
two
jobs
for
every
one
person.
That's
seeking
and
our
population
is
not
growing
very
much
and
we
have
got
to
get
much
more
intentional
about
recruiting
diverse
talent
into
the
state
and
then
once
they
come
making
it
comfortable
so
that
they
can
stay
here.
L
You
know,
I
think,
I'm
also
from
louisville,
and
these
stats
are
a
couple
years
old,
but
I
think
back
in
2016
about
three
percent
of
c-suite
jobs
were
held
by
black
and
brown
women,
not
very
much.
L
I
saw
that
come
into
play
with
with
friends
of
mine
that
could
not
get
to
that
ceo
level
that
they
were
so
deserving
of
and
were
getting
ready
to
move
or
did
move
just
before
because
they
couldn't
it
happens,
a
lot,
and
so
the
kentucky
chamber
is
very
much
behind
a
talent
attraction
platform
campaign,
something
the
state
has
got
to
do
to
open
up
our
state
borders
and
bring
much
more
diverse
talent
into
the
state.
And
if
we
don't
do
it
now
we're
going
to
be
behind.
L
I
think,
if
you
look
at
where
the
population
is
heading
by
2015,
you
look
at
you
know,
white
will
no
longer
be
the
majority
population,
black
and
brown
citizens.
Our
minorities
will
make
up
the
majority.
So
if
we
don't
start
thinking
now
of
a
state
of
how
we
recruit
in
diverse
talent,
we're
really
going
to
be
without
by
thousands
of
2050,
and
we
need
the
talent
desperately.
I
mean
it's
not
just
ethically
the
right
thing
to
do,
but
it's
it's
a
smart
thing
to
do.
D
Brother
chair,
if
I
could
these
things
one,
I
don't
think
we're
going
to
be
behind.
I
think
kentucky
is
already
behind
me
far
far
behind
that's
one
and
two.
When
these
conversations
come
up,
I
think
it's
interesting
that
people
consistently
talk
about
stereotypes
or
perceptions.
We
need
to
really
figure
out
whether
or
not
they're
stereotypes
or
if
this,
this
ideology
and
the
hostility
that
is
bred
by
that
ideology
is
a
reality
and
if
it
is
a
reality
that
it
needs
to
be
addressed,
I
I
would
argue
that
it
is
a
reality
and
we
see
it.
D
You
know
across
the
board
and
when
you
talk
about
behind
we're
farther
farther
behind
in
the
college
of
arts
and
sciences
at
the
university
of
louisville,
when
we
talk
about
education,
I've
talked
to
brother
brown
and
brother
neal
about
this.
We
started
with
24
black
faculty
members
at
the
university
of
louisville
in
arts
and
sciences.
At
the
beginning
of
last
school
year,
out
of
400
full-time
faculty
members,
we
lost
six
during
the
school
year.
We
are
now
down
in
the
teens
in
2021,
and
half
of
that
number
is
in
my
department
in
pan-african
studies.
A
So
I'm
excited,
we've
ended
on
this
slide.
This
may
not
be
something
we
fold
down
to
say.
We
can
fix
immediately
your
mark
for
future
conversation,
all
right
as
we
wrap
up
the
meeting,
I'm
going
to
take
the
prerogative
of
the
chair
and
highlight
a
conversation
we
had
earlier
when
director
johnson
was
here
at
the
table,
and
I
didn't
ask
this
question,
but
I
was
sort
of
saving
it
in
my
mind,
because
this
is
one
of
those
light
bulb
moments
for
me
directors.
A
A
A
You
said
we
had
to
tell
some
they
weren't
ready
yet,
but
we
handed
them
off
to
these
other
organizations
and
in
my
mind
I
heard
you
even
go
ahead
and
say
it
even
though
you
didn't
say
it,
I
heard
you
go
ahead
and
say
and
when
you
get
ready,
come
back
we'd
like
to
have
you
back,
we
want
you
to
do
this,
but
I
think
that
the
brutal
honesty
is
something
we've
all
got
to
be
true
and
transparent
about,
especially
as
it
relates
to
the
business
world.
We
want
successful
entrepreneurs.
A
F
You're,
thank
you
for
acknowledging
that,
because
we
wanted
to
not
just
push
those
businesses
away
and
not
just
because
you
weren't
ready
for
our
program,
and
we
don't
want
to
didn't
want
to
project
that
we
are
the
program
that
has
it
right
or
we're
at
a
particular
level
and
you're.
Not
so
that's
why
we
were
very
intentional
about
partnering
with
those
particular
those
other
particular
incubators
and
accelerators
to
say,
certainly
go
get
like
I
said.
F
One
of
the
particular
accelerators
is
called
button
up,
go,
get
buttoned
up,
get
your
certificate
and
please
come
back
absolutely
and
we're
keeping
a
log
of
all
those
folks
who
we
were
able
to
who
acted
upon
it.
Not
everyone
went
and
said.
Yes,
I
do
want
to
be
a
part
of
this
program.
That
program
are
the
other
ones
that
I
know
of
today,
but
certainly
when
you're,
when
you're
at
that
level
to
be
able
to
to
com
to
be
in
ours.
We
certainly
welcome
you.
A
Great
all
right,
any
members
have
anything
to
add
before
we
wrap
up
for
the
day.
I've
got
one
charge,
I'm
going
to
give
all
of
us
if
you'll
take
a
look
at
the
calendar.
Our
next
meeting
is
august,
the
23rd
at
3
pm
and
we're
going
to
try
to
do
for
those
that
are
able
and
interested
we're
going
to
try
to
do
maybe
a
light
dinner
together.
Afterwards,
staff
is
going
to
have
some
details
to
follow
later
understand.
Senator
neil
said
he
was
buying
for
all
of
us.