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From YouTube: Committee on Legislative Oversight 12-7-2020
Description
The Committee on Legislative Oversight of the Council of the City of Philadelphia will hold a Public Hearing on Monday, December 7, 2020, at 2:30 PM, in a remote manner using Microsoft® Teams to hear testimony on the following items:
200485 Resolution authorizing the Committee on Legislative Oversight to conduct hearings to examine findings of racism, nepotism and mistrust within the First Judicial District, as set forth in a recently revealed report by The Center for Urban and Racial Equity.
B
Thank
you,
mr
chairman.
I
understand
that
state
law
currently
requires
that
the
following
announcement
be
made
at
the
beginning
of
every
remote
public
hearing
is
followed
due
to
the
current
public
health
emergency
city.
Council
committees
are
currently
meeting
remotely.
We
are
using
microsoft
teams
to
make
these
remote
hearings
possible
instructions
for
how
the
public
may
view
and
offer
public
testimony
at
public
hearings
of
city
council
committees
are
included
in
the
public
hearing,
notices
that
are
published
in
the
daily
news,
inquirer
and
legal
intelligencer
prior
to
the
hearings
and
can
also
be
found
on
phlcouncil.com.
B
Everyone
who
has
been
invited
to
the
meeting
to
testify
should
be
aware
that
this
hearing
is
being
reported,
because
this
hearing
is
being
recorded.
Participants
and
viewers
have
no
reasonable
expectation
of
privacy.
By
continuing
to
be
in
this
meeting,
you
are
consenting
to
being
reported
additionally
prior
to
councilman
jones,
recognizing
members
for
questions
or
comments
they
have
for
witnesses.
I
will
note
for
the
record
that
at
this
time
the
chat
feature
in
microsoft.
B
E
A
B
A
A
federal
judge
was
assaulted
at
a
home
and
they
her
child
lost
their
life.
I
think
it's
important
to
note
that
this
was
not
just
a
one-time
occurrence.
We've
lost
three
federal
judges
over
the
past
four
years,
the
us
marshal's
office
has
noted
thousands
and
thousands
of
threats
and
terroristic
threats
against
court
judges
and
officers.
A
H
It's
not
about
one
branch
of
government
versus
another
branch
of
government,
but
it's
about
transparency
and
addressing
the
issue
of
institutional
racism
in
our
first
judicial
district
and
making
sure
that
those
judges
that
work
in
the
first
judiciary,
district
those
staff
members
who
worked
in
the
first
judicial
district
are
supported.
Their
voices
are
heard.
The
issues
and
concerns
are
addressed,
and
when
we
talk
about
the
issue
of
institutional
racism,
we
recognize
that
it's
an
issue
that
we
cannot
be
selling
about.
H
H
A
Thank
you
so
much
member
johnson
if
we
can't
keep
our
judges
safe
and
the
court
officers
safe
and
the
witnesses
safe,
and
there
is
no
justice
and
we
can't
keep
that
system.
So
I
hope
that
this
will
come
to
ahead
that
it
will
be
discussed.
Sometimes
you
have
to
have
uncomfortable
conversations
and
you
have
to
get
better
at
being
uncomfortable
so
that
you
can
get
to
some
solutions
down
the
road,
and
I
hope
that
that
is
a
result
of
what
we
are
taking.
A
F
Here
is
a
research
training
and
consulting
group
based
in
washington
dc
for
a
team
of
researchers,
strategic
planners
and
facilitators
that
build
the
case
for
change
through
research
that
documents
gaps
and
identifies
opportunities
for
action.
The
cure
team
has
strong
ties
to
the
city
of
philadelphia,
including
a
team
member
who
lives
there,
and
I
personally
have
family
in
north
philly,
and
so
this
work
and
the
work
of
trying
to
transform
fjd
is
really
important
to
us.
F
F
This
is
the
same
process
that
we
conducted
with
fjd,
but
were
unable
to
carry
out
in
a
way
that
would
have
supported
fjd
and
implementing
necessary
changes
outlined
in
the
report
for
the
person.
I
will
go
into
this
a
bit
more
in
a
few
minutes.
For
the
purposes
of
the
assessment
we
defined
equity
as
the
proactive
creation
and
enforcement
of
practices,
policies,
values
and
actions
that
produce
fair
and
equitable
opportunities,
treatment
and
outcomes
for
all,
regardless
of
race,
ethnicity,
gender
and
other
forms
of
differences.
F
Organizational
assessments
to
us
provide
data
for
action
and
our
roadmap
for
informed
dialogue,
goal
setting
and
transformational
change
to
take
place.
We
like
to
say
that
the
assessment
process
is
like
holding
up
a
mirror,
allowing
organizations
to
engage
in
critical
self-reflection
that
needs
to
take
place
before
moving
into
an
action
planning
process
focused
on
race,
equity
and
inclusion.
F
F
We
found
that
while
staff
stated
that
fjd
included
culturally
diverse
employees
and
that
there
was
a
culture
of
belonging
when
we
drill
down
on
issues
of
equity
and
inclusion,
we
see
the
ratings
diminish
quite
significantly,
for
example
on
questions
related
to
leadership
at
fjd
employees
perceived
leaders
at
fjd,
as
only
demonstrating
a
mild
commitment
to
equity
staff,
generally
disagree.
That
leadership
includes
people
from
diverse
racial
or
ethnic
backgrounds
and
rated
fjd's
leadership
low
in
their
participation
and
support
of
issues
about
racial
bias.
F
But
the
judges
didn't
have
a
ringing
endorsement
of
leadership
and
culture.
At
fjd,
we
found
that
female
judges
and
female
judges
of
color
in
particular,
were
more
likely
to
rate
fjd's
leadership's
commitment
to
equity,
much
lower
than
white
male
judges
than
white
female
judges,
white
male
judges
and
male
judges
of
color.
Other
data
that
we
outlined
in
the
report
provide
supporting
information
that
female
judges
of
color
are
also
experiencing
bias
and
exclusion
at
fjd.
F
One
important
element
of
organizational
culture
and
practice
at
fjd,
highlighted
in
the
report,
is
the
issue
of
nepotism.
Nepotism
was
a
strong
and
consistent
theme
that
we
heard
in
working
group
meetings
and
in
focus
groups
in
all
three
focus
groups:
staff
brought
up
nepotism
without
being
prompted
and
within
the
first
few.
First
few
sessions
of
these
groups.
We
heard
many
stories
of
employees
being
hired
without
going
through
normal
channels
of
employees.
F
F
Interestingly,
there
was
no
major
difference
between
people
of
color
and
white
respondents.
Reporting
feeling
uncomfortable
because
of
their
race
when
we
drilled
down
and
looked
at
the
qualitative
data,
for
example,
than
open-ended
survey
respondents.
We
observed
that
several
white
employees
expressed
racial
resentment
and
made
claims
of
reverse
racism,
which
may
explain
the
comparable
level
of
white
fjd
employees
reporting
discrimination
because
of
their
race
compared
to
employees
of
color.
F
F
F
However,
the
group
was
not
empowered
to
make
recommendations
that
would
be
seriously
considered
in
part,
because
there
were
no
members
of
court
leadership.
On
the
working
group.
We
found
that
when
working
groups
lack
members
with
decision-making
power,
actions
recommended
by
the
working
group
are
often
questioned
or
take
or
not
taken
seriously
by
organizational
leaders.
F
F
We
also
would
recommend
that
the
working
group
include
staff
across
the
organization,
including
judges
time
will
need
to
be
spent
building
relationships
and
creating
a
working
group
culture
where
equitable
decisions
can
take
place
so
that
every
member's
voice
and
contributions
are
valued
and
staffs
do
not
face
repercussions
for
speaking
honestly
in
our
work
with
fjd,
we
perceive
a
strong
power
differential
between
staff
and
judges.
Fjd
must
actively
work
to
describe
distribute
power
across
the
organization
in
order
for
equity
to
take
root.
F
Indeed,
that
the
working
group
agreed
that,
in
many
conversations
with
judge
fox
and
judge
allen,
they
had
also
agreed
that
the
report
should
be
shared
before
a
decision
to
be
made
by
the
governing
board
not
to
share.
The
report
is
an
example
of
this
power
imbalance.
That
must
be
challenged
at
fjd
at
cure.
We
believe
equity
cannot
be
achieved
without
transparency
and
accountability.
F
In
all
our
engagements,
we
encourage
the
release
of
the
assessment
report
to
staff.
The
assessment
is
a
critical
part
of
the
change
process,
and
the
people
who
participated
in
the
assessment
must
be
a
part
of
that
process
by
having
a
chance
to
review
the
report
and
contribute
feedback
on
next
steps.
F
We
later
received
a
letter
approximately
a
week
later,
noting
that
the
contract
was
terminated
due
to
budget
reasons,
as
fjd
pursues
the
strategies
that
we
recommended
and
that
that
others
will
recommend.
We
highly
suggest
that
a
staff
person
dedicated
to
overseeing
and
monitoring
the
implementation
of
these
action
items
be
hired.
F
Unfortunately,
far
too
often,
these
positions,
such
as
chief
equity
officer
or
chief
diversity
officer,
are
set
up
to
fail
or
not
provided
with
the
resources
or
autonomy
to
facilitate
the
transformational
change
that
needs
to
happen.
So
to
avoid
these
outcomes,
we
would
highly
recommend
that
fjd
take
care
to
make
this
a
senior
level
position
with
a
budget
and
authority
to
make
decisions
that
will
not
be
undermined
or
overturned
by
court
leadership.
F
Organizations
are
comprised
of
living
feeling,
people
who
can
make
or
break
a
change
effort
without
inclusive
processes
that
facilitate
engagement
of
employees
in
decision-making
and
shaping
the
future
vision
of
the
organization.
Equity
efforts
can
encounter
resistance
and
lack
the
support
needed
for
effective
implementation
as
we
have
seen
unfold.
F
In
closing,
I'm
encouraged
that
the
court
has
external
and
internal
champions
who
are
invested
in
fjd,
becoming
a
court
system
and
workplace
committed
to
fairness,
equity,
transparency
and
accountability,
and
it
is
significant
that
the
council
has
taken
up
this
matter
to
ensure
that
fjd
begins
the
important
work
of
transforming
its
culture
and
practices
so
that
all
staff
are
situated
to
access
power
opportunities
for
advancement
and
have
the
individual
skills
to
practice
equity
in
the
workplace
and
with
the
community
served
by
the
court.
Thank
you.
A
A
You
you
get
to
show
the
doctor,
the
warts
and
the
blemishes,
but
that
is
all
a
part
of
a
process
of
getting
better.
If
you
don't
get
the
examination,
you
don't
know
how
to
get
the
cure,
and
so
thank
you
for
the
kind
of
work
that
you
and
your
organization
do.
I
want
to
ask
a
couple
of
quick
questions
in
in
the
process.
A
F
A
A
F
A
F
Yeah,
so
so
so
in
our
analysis,
we
mostly
compared
fjd
staff
as
a
whole
and
the
judges
that
participated
in
the
separate
judges
survey.
We
did
look
at
when
we.
When
we
looked
at
staff,
we
did
look
at
position
levels
and
the
courts
or
departments
in
which
they
were
located,
but
we
didn't
find
any
significant
or
notable
differences
between
how
staff
across
fjd
reported,
particularly
in
terms
of
position
levels.
When
we
look
at
fjd
staff,
not
including
the
judges.
F
Yes,
absolutely
and
to
highlight
that
in
the
report
right,
we
saw
consistently
that
staff
of
color,
but
particularly
particularly
when
we
did
the
analysis
by
race
and
gender
right.
We
really
see
those
differences
come
out
where
women
of
color
consistently
reported
having
different
experiences
and
perceptions
of
the
organizational
culture
at
at
fjd
differences
in
in
perceptions
of
opportunities
for
advancement
to
what
extent
that
fjd
is
actually
make
taking
additional
efforts
needed
to
bring
in
diverse
staff
within
the
organization.
F
F
A
F
Yeah
so
so
we
did
not
receive
that
information.
Part
of
our
process
is
typically
a
a
where
we
request
those
types
of
data.
We
provide
the
client
with
a
list
of
of
documents
that
we
would
like
to
see
to
really
help
us
provide,
assess
and
get
a
really
clear
picture
of
what's
happening
within
the
institution,
and
so
we
don't
have
that
data
in
terms
of
of
of
of
of
of
complaints
or
filings
related
to
employment,
discrimination.
H
Yeah.
Thank
you,
mr
chairman.
I
want
to
also
thank
judy
for
her
hard
work
on
this
report,
which
is
very,
very
informative,
and
it's
really
just
a
reflection
of
where
we're
at
in
our
society
when
it
comes
to
addressing
the
issue
of
institutional
racism.
There's
a
couple
things
that
you
mentioned
when
they're
really
stuck
out.
H
One
was
the
lack
of
response
regarding
the
information
that
you
requested,
which
resulted
in
you
determinating
your
contract
and
the
resistance,
as
relates
to
providing
the
information
that
you
needed
to
do
a
thorough
and
complete
report,
which
it
is
very
thorough,
but
on
being
supportive
of
your
overall
mission
to
do
this
report,
and
so
for
me
I
I
recognize
that
again.
This
is
a
missed
opportunity
for
the
leadership
from
fjd
to
provide
this
information
in.
H
And
you
know
it
just
begs
the
question
that,
if
you're
not
taking
this
issue
serious
on
on
on
a
higher
level
as
it
relates
to
your
employees,
right
the
judges
and
the
staff,
then
what's
the
perception
and
the
attitude
toward
the
people
that
actually
come
in
front
of
the
judges,
the
people
actually
come
in
and
out
of
the
building
who
are
serviced.
And
so
can
you
give
me
an
idea
as
it
relates
to
any
of
your
recommendations?
H
F
Yeah,
so
so
so
we
like
to
tell
our
client
partners
that
you
may
think
of
yourself
as
this
self-contained
institution
or
organization,
but
people
come
in
to
your
institution,
living
and
swimming
in
a
society
that's
built
and
structured
on
racism,
and
so
people
are
bringing
these
ideas
into
the
workplace
and
we've
seen
particularly
over
the
past
10
plus
years.
You
know
this
increase
in
in
the
sense
of
racial
resentment,
particularly
we.
F
A
lot
of
these
sentiments
oftentimes
begin
to
surface
more,
which
is
part
of
the
resistance
right.
We
know
these
changes
don't
happen
easily,
and
we
know
these
changes,
don't
have
to
happen
happen
swiftly,
and
so
what
we
encourage
our
client
partners
to
think
about.
Is
you
give
people
time
to
get
on
board
and
part
of
that
process
of
getting
on
board
is
training
it's
putting
in
the
policies
it's
putting
in
the
practices.
F
It's
updating
your
organizational
mission,
your
value
statements
to
really
explicitly
say
and
show
that
equity
that
racial
equity,
inclusion,
diversity
is
important
and
central
to
what
we
do
and
that
we
are
going
to
make
changes
in
this
organization
in
order
for
us
to
live
that
out
in
practice,
and
if
you
you
were
going
to
have
time
to
get
on
board
and
if
you
don't,
then
decisions
have
to
be
made
about
whether
those
employees
belong
within
an
institution
that
has
to
practice
equity
that
has
to
practice
fairness
and
so
so.
Those
are
the
recommendations.
F
F
Certainly
when
you
have
explicit
examples
of
of
racism
and
and
discrimination,
those
need
to
be
handled
immediately
right,
because
that
sets
the
tone
right,
and
so
we
talked
about
in
the
report.
We
have
judge
simmons
here
right.
The
example
of
the
experience
that
judge
simmons
had
like
not
being
that
issue
not
being
sensitive,
not
being
taken
seriously
right.
F
That
sets
the
tone
for
the
organization
and
that
that
employees
can
can
can
perceive
that
issues
of
racism
and
exclusion
are
not
going
to
be
taken
seriously,
as
as
we
saw
in
the
report
right
that
we
had
several
questions
around.
If
something
happens
at
fjd
specifically,
if
a
racist
incident
happens
or
experience
of
discrimination
happens,
do
you
trust
that
fjd
would
do
the
right
thing
and
both
judges
and
staff
said
for
the
most
part
they
said
no.
H
Well,
mr
chair,
I'm
going
to
concede
my
time,
but
again
I
just
want
to
state
for
the
record
that
it's
really
a
sad
missed
opportunity
for
the
leadership
team
over
at
fjd
to
not
participate
in
this
hearing.
That
can
add
some
context
and,
as
relates
to
the
response
just
to
this
report,
I
think
for
the
president
judge
to
not
personally
participate.
I
come
from
the
air
that
leaders
lead
on
regardless
of
how
controversial
the
issue
may
be.
H
We
lead
and
to
not
show
up-
or
not
even
representative,
you
know,
is
very
glaring,
as
it
relates
to
her
attitude.
Her
team's
attitude
as
it
relates
to
the
issue
of
race
and
institutional
racism
in
the
first
judicial
district
and
really
is
totally
unacceptable
to
the
african-american
people
here
in
the
city
of
philadelphia.
A
Remember,
johnson,
you
can
delay
delay,
but
you
cannot
deny
they
have
to
come
here
for
their
budget,
correct,
you're,
going
to
get
to
absolutely
you
get
to
ask
these
questions
later.
It's
better
to
do
it
now
and
get
it
out
of
the
way,
and
you
know
hard
feelings
and
corrective
actions
start
than
to
kick
the
can
down
the
road.
A
You
know-
and
I
you
know,
I
know
how
you
are
remember
johnson
and
you
have
a
long
memory,
and
so
I
hope
that
we
can,
I
hope,
they're
watching.
I
hope
that
we
can
get
to
a
table
to
discuss
some
of
these
critical
issues
and
and
do
so
in
a
collegial
way,
and
if
not,
it's
gonna
happen,
so
we
might
as
well
do
it.
Thank
you.
Member
johnson,
chair,
recognizes
member
again.
C
D
Thank
you,
councilmember
kim
all
right.
Thank
you
accounts.
Member
jones,
I
know
navigating
these
teams
calls
are
very
challenging
a
lot
of
different
things,
but
I
appreciate
that
I
just
want
to.
I
do
have
some
questions
for
miss
lubin,
but
you
know
in
in
the
in
in
the
microphone
check.
Before
we
start
the
hearing,
I
made
a
statement
saying
I
I
I
received
a
letter
from
the
government
the
other
day
I
opened
and
read
it
and
I
didn't
mean
government.
I
meant
the
first
judicial
district.
D
I
think
some
people
know
the
rest
of
that
line
where
that
comes
from,
but
I
I
too,
like
councilmember
johnson,
have
a
very
long
memory.
I
I
don't
have
much
hair,
I'm
not
always
accurate.
Sometimes
I
make
errors
and
I
try
to
correct
them
when
I
can,
but
as
a
member
of
the
bar
and
the
fact
that
this
body
sent
a
request
to
the
first
judiciary
district
to
attend
this
hearing
and
just
like
they
are
a
co-eco
branch
of
government.
D
We
also
have
the
ability
to
do
subpoenas.
Generally.
We
don't
do
that
unless
we
need
to
and
generally
the
court
does
not
do
that.
Unless
they
absolutely
need
to
so
I
just
find
it
interesting
that
if
we
were
in
a
court
and
if
a
judge
asked
someone
a
member
of
the
bar
or
witness
to
come
to
chambers
for
a
proceeding,
they
would
out
of
courtesy,
be
inclined
to
do
that
without
having
to
do
an
actual
subpoena.
But
if
someone
fails
to
show
and
fails
to
acknowledge
that
request,
then
a
subpoena
occurs.
D
I
just
find
it
very
interesting
that
a
co-equal
branch
of
the
government
that
was
knowledgeable
about
this
issue
and
this
concern
would
not
appear
one.
I
thought
they
were
going
to
appear
by
mr
mcsorley.
Providing
testimony
because
judge
fox
can
could
not
be
here,
but
then
mr
sorely
is
not
here
and
a
letter
was
sent
in
lieu
of
his
appearance.
D
Although
this
is
the
issue
they've
been
working
on
for
some
time
and
actually
retained
miss
lubin's
organization,
so
I
just
I
just
find
it
baffling
that
they
would
not
be
here
to
testify-
or
at
least
listen
to
the
issues
that
have
been
raised
and
have
not
been
addressed.
So
in
that
regard,
I
just
have
a
few
questions
for
miss
lubin.
D
F
We
had
conversations
with
both
judge
fox
and
judge
allen,
and
at
the
time
they
had
agreed
that
they
would
share
the
report,
or
at
least
the
executive
summary
of
the
report,
and
we
were
told
that
the
governing
board
would
make
the
final
decision
and
how
the
report
would
would
be
shared,
and
so
that
was
in
september.
Our
last
meeting,
with
judge
fox
and
judge
allen
was
in
september
of
last
year.
We
went
over
a
training
training
plan
and
that
was
part
of
our.
F
We
submitted
that
in
october
and
and
and
didn't
hear
anything
after
that,
we
made
several
attempts
to
to
get
in
contact
with
the
judges
and
we
were
getting
concerned
because
the
trainings
were
supposed
to
start
in
in
january
of
this
year,
and
we
didn't
hear
anything
at
all
and
so
at
at
that
point
or
well.
Several
months
later,
at
the
beginning
of
february,
we
then
decided,
as
the
cure
team,
to
request
the
termination
of
our
contract
because
we
were
not
able
to
fulfill
the
the
obligations
of
the
contract
without
any
communication
from
fjd.
D
Now,
were
you
compensated
for
putting
together
I'm
assuming
you're
a
compensator
for
the
report?
Correct,
yes,
and
we
also
compensated
for
the
other
work
that
you
were
doing
after
the
report
was
delivered
in
reference
to
the
meetings
the
training
plan
was
put
together.
Were
you
compensated
for
that.
F
A
C
Sure
thank
you
and
I'm
sorry
that
we
lost
member
green,
although
I
know
he'll
be
back
soon
and
and
we'll
be
happy
to
make
a
break
for
for
him
to
conclude
his
remarks.
First
of
all,
I
want
to
thank
our
wonderful
chair
for
legislative
oversight
for
for
hosting
this
and,
of
course,
to
the
resolution
sponsor
councilmember
johnson,
who
has
been
really
diligent
on
this
whole
issue.
C
You
know
this
report
may
not
have
been
released,
because
I
think
it's
clear
that
that
that
had
a
profound
impact,
and
I
think
that
that's
an
important
aspect
of
what
we're
talking
about
here.
This
is
not.
This
is
about
the
caring
keeping
of
colleagues
about
the
care
and
keeping
of
our
broader
public
and
about
the
care
and
keeping
of
a
mission
towards
justice.
I
especially
want
to
thank
the
work
of
dr
lubin
and
and
cure
for
engaging
so
deeply
on
this
report,
and
I
had
just
a
few
questions
for
you.
C
F
Sure,
thank
you
so
much
councilwoman
for
your
question.
My
understanding
is-
and
this
is
just
our
perception
from
from
externally-
is
that
you
know
for
the
for
the
most
part.
During
the
the
terms
of
our
of
our
engagement,
we
we
we
had
a
pretty
good
working
relationship
with
judge,
fox
and
and
judge
allen
who
were
spearheading
or
hierarchy
contacts
at
fjd,
and
I
don't
know
if
it
was
something
that
happened
at
the
governing
board
meeting
in
which
they
decided
to
not
share
the
report.
C
And
that
was
september,
2019
2019..
Yes,
you
know
one
of
the
things
that
I
also
appreciate
very
much
about
your
report
is
your
compassion
and
care
and
keeping
in
terms
of
recommendations
for
black
women
in
particular,
who
are
at
the
courts,
affinity,
groups
and
support
networks?
I
think
are
so
key
and
important,
and
I
think
again
recognizing
that
the
experiences
that
we've
heard
from
not
only
black
female
judges
but
black
female
lawyers
who
come
before
the
courts,
black
women
who
come
through
family
courts
or
through
landlord
tenant
courts
and
others.
C
You
know
they
echo
the
experiences
that
if
we
struggle
to
treat
colleagues
equally,
those
who
come
before
the
courts
also
struggle
for
an
equal
vision
of
justice,
and
I'm
wondering
if
you
could
just
speak
a
little
bit
more
about
you
know.
As
was
said,
we
don't
have
the
courts
here.
Are
there
recommendations
that
any
external
body
or
a
higher
body
to
fjd
could
could
require
to
to
enforce
your
recommendations.
F
F
C
And
my
last
question
is
around
I'm
looking
through
the
recommendations
that
you
had
from
the
2019
report.
But
you
know
a
number
of
the
things
that
we
often
deal
with
are
situations
of
when
a
her.
When,
when
someone
experiences
harassment-
and
there
is
a
complaint
that's
lodged,
do
you
have
a
recommendation
about
the
best
practices
for
courts
like
the
fjd
to
figure
out
the
process
for
lodging
a
complaint
about
harassment
who
do
staff
go
to?
How
are
the
complaints
tracked,
audited,
reviewed
and
then
followed
through
on.
B
F
Such
that
staff
may
know
that
there
is
a
process,
but
if
we
don't
trust
the
process,
then
people
won't
even
engage
with
it
right,
and
so
we
noted
that
there
were
a
couple
of
we
heard
this
in
the
certainly
the
survey,
the
questions
that
were
around
like
the
grievance
process.
People
didn't
believe
you
know
in
the
grievance
process
and
then
when
we
we
asked
people
in
in
the
qualitative
methods
like
the
focus
groups.
F
You
know
people
said
that
they
just
wouldn't
bother,
because
they
didn't
think
that
their
complaints
or
grievances
would
be
would
be
taken
seriously,
and
so
part
of
it
is
is
its
culture
right
that
cult?
You
can
have
policies
and
practices
written
down,
but
if
the
culture
doesn't
support
the
practice,
then
people
won't
trust
the
the
practice
or
the
policy
right,
and
so
there
are
things
that
can
be
done
to
right
to
to
begin
to
create
this
culture,
where
people
feel
that
their
complaints
or
their
grievances
will
actually
be
heard.
F
One
of
the
things
that
it
sounds
really
small
and
simple
that
we
suggested
is
a
grievance
box,
some
way
for
people
to
to
to
provide
anonymous
complaints
and
a
way
for
which
leadership
at
fjd2
to
address
them
right.
So
people
see
and
hear
that
something
is
being
done,
and
sometimes
some
organizations
do
this
on
a
monthly
basis
in
which
they're
really
public
within
at
least
internally,
that
we
received
all
of
these
lists
of
questions
or
complaints
or
grievances
and
there's
a
way
in
which
they
respond
to
those
questions
either
through.
F
C
D
Yes,
I'm
not
sure,
maybe
some
people
didn't
like
the
questions
I
was
asking,
but
I'm
not
going
to
allow
that
to
stop
me
from
being
at
times
the
angriest
member
of
city
council.
That's
a
shout
out
to
my
fellow
barrister
and
lawyer,
michael
cord,
but
dr
lubin.
I
just
wanted
to
just
ask
a
few
more
questions.
I
hope
you
don't
take
the
the
the
tether
of
my
questions
being
directed
at
you.
D
D
D
Okay,
so
you
would
sound
like
you
may
have
been
paid
through
the
time
of
you
completing
a
report.
Is
that
correct,
correct
and
then
you
encourage
additional
work
product
in
reference
to
that
transition
document.
Other
engagement
that
you
incurred,
but
you
invoiced
but
have
not
been
paid
for
correct.
F
D
D
D
Okay,
so
so
obvious.
Well,
I'm
just
based
on
the
facts.
I'm
hearing
that
there
was
a
request
of
a
report
in
an
rfp
and
also
request
for
training,
but
then,
when
you
try
to
provide
that
training
following
up
from
the
report,
you
never
receive
the
response
in
reference
to
the
training
that
you're
suggesting
based
on
the
report.
F
Yes,
so
we
met
with
judge
fox
and
judge
allen.
After
we
delivered
the
report,
we
talked
through
strategies
for
how
to
share
the
findings
of
the
report.
I
mean
in
those
conversations
they
were
on
board
with
with
sharing
the
the
report,
and
then
we
had
a
follow-up
conversation,
a
follow-up
meeting,
in-person
meeting
in
which
we
this
was
at
the
end
of
a
a
working
group
meeting.
F
We
met
with
judge
fox
and
judge
allen
and
talked
about
the
training
plan
that
we
had
submitted
for
their
review
and
and
in
that
meeting,
they
asked
for
some
updates
to
that
training
plan.
We
submitted
that
updated
training
plan
a
few
weeks
later
and
at
that
point
the
communication
stopped
from
fjd.
Okay.
D
D
All
right
so
yeah,
I
just
I
just
find
it
interesting
that
or
an
entity
that
will
request
for
proposals
and
to
address
training.
Obviously,
as
an
organization,
they
saw
a
need
reached
out
to
various
entities
like
cure,
to
provide
an
assessment
and
also
ways
to
improve
upon
that
need,
but
then
decided
to
not
go
any
further
and
even
though
judge
fox
and
judge
allen
suggested,
the
report
should
be
shared.
D
They
as
an
organization
decided
not
to
share
that
information
and
decided
not
to
move
forward
with
the
exact
training
that
they
requested
through
their
rfp
and
did
not
finalize
or
continue
on
a
contract
in
which
they
contracted
with
you
for
it.
So
based
on
my
assessment,
unless
there's
other
information,
in
fact,
I'm
not
aware
clearly,
the
first
judicial
district
is
not
interested
in
moving
forward
in
training
to
address
the
issues
for
the
very
thing
that
they
saw
as
a
problem
and
why
they
asked
for
an
rfp
and
retain
your
services.
D
You
don't
need
to
respond
to
that.
I'm
just
saying,
based
on
the
facts
that
have
been
provided
at
this
time,
and
I
think
it
is
very
illuminating
that
they
would
also
not
be
here,
as
I
stated
in
the
beginning
of
my
questions,
to
answer
some
of
these
questions
and
concerns
that
have
been
raised
not
only
by
this
report,
not
only
by
the
facts
that
led
to
the
report
in
reference
to
the
treatment
of
women
of
color,
in
particular
african
american
honduras,
within
the
first
judicial
district
and
then
outside
of
just
those
issues
in
itself.
D
Just
would
not
provide
the
courtesy
to
a
equal
branch
of
government
that
also
has
the
responsibility
of
appropriating
dollars.
I'm
dr
lubin,
you
talked
about
accountability,
there's
accountability
in
a
whole
health,
a
whole
range
of
perspectives,
not
only
as
elected
officials
were
held
accountable
and
judges
are
also
held
accountable
as
well,
not
just
in
appropriation,
but
also
retention
and
other
matters
with
that.
Thank
you,
councilmember
jones,
for
the
opportunity
to
come
back
in
spite
of
my
technical
difficulties.
I
look
forward
to
engage
in
this
conversation
again
during
the
budget
process.
E
E
I
have
so
many
questions,
but
I
think
if
I
dive
into
all
of
them,
my
colleagues
will
probably
end
up
missing
dinner,
so
I'm
going
to
try
to
be
as
brief
as
possible
in
the
midst
of
some
of
my
questions
again
to
those
in
the
listening
public,
I
highly
recommend
that
people
check
this
report
out
because
it's
definitely
public
information.
It's
something
that
anyone
can
have
access
to
in
the
midst
of
looking
at
your
report
just
want
to
start
with
some
numbers,
there's
the
number
670.
E
F
So
that
include
that's
670
is
the
total
number
of
staff
that
participated
in
the
survey.
There
was
an
additional
45,
but
we
didn't
that
judges
that
completed
a
separate
survey
that
had
the
same
pretty
much
the
same
questions,
but
we
separated
that
that
data
now
that
data
analysis
out
so
that
we
can
clearly
distinguish
between
the
responses
from
the
judges
and
for
fjd
staff.
E
So
we're
looking
at
about
715
total
participants.
Okay,
so
just
out
of
curiosity,
because
I
I'm,
I
think,
I'm
going
to
keep
that
same
energy
of
council
member,
green
and
council
member
gim
and
other
folks
before
me
from
a
fiscal
perspective.
Do
we
know
how
many
people
work
there
if
we're
looking
at
670
people
who
actually
replied
how
many,
how
many
just
approximately,
how
many
staff
we
know
that
they
have
a
budget,
that's
well
over
100
million
dollars.
E
E
So,
okay,
all
right
that
that's
extremely
helpful,
so
out
of
2
400,
you
were
able
to
talk
to
about
700,
which
is
less
than
a
third
I'm
wondering
out
of
those
2
400.
You
see
that
it
seems
like
the
majority
of
the
people
who
participated
in
this
survey
were
actually
identified
as
a
female,
I'm
wondering,
based
on
your
knowledge
of
of
the
demographics
there
is
that
reflective
of
the
people
who
are
employed
there.
Are
we
looking
at
a
establishment
in
a
place?
That's
majority
female
employees.
F
E
For
the
record
I
just
want
you
know,
I
just
want
to
make
sure
that
we're
being
very
clear
like
for
the
record,
we're
given
the
perception
that
this
is
an
establishment
that
has
a
significant
number
of
females
employed
there.
And
I
just
want
to
be
clear
that
we
have
a
significant
number
of
females
who
responded
to
the
survey
and
that's
not
necessarily
reflective
of
the
hiring
practices
of
the
institution
in
our
reality.
E
E
Okay,
thank
you
now
councilmember
green
kind
of
touched
on
this,
but
I
would
like
you
to
do
a
deeper
dive.
There
are
folks
like
me
who
weren't
on
council
before
who
might
not
know
everything
that
you're
talking
about
as
it
relates
to
some
of
the
things
that's
been
discussed.
So
when
you
say,
judge
fox
and
judge
allen
requested
funds
for
training
and
that
trading
didn't
happen
and
then
over
dollars
didn't
get
spent.
Can
you
go
a
little
more
in
depth?
F
E
F
F
To
be
with
you
all,
so
yes,
so
we
were
told
that
there
wasn't
funds
to
to
to
move
forward
with.
So
so
let
me
backtrack
that
we
were
told
there
weren't
funds
to
to
hire
this
inclusion.
Equity
staff
person
that
was
part
of
our
contract
as
well,
was
to
help
hiring
with
that.
We
were
told
that,
because
of
the
the
computer
virus,
I
believe
that
happened
last
year
that
that
contributed
to
their
not
being
able
to
have
the
funds
available
to
support
the
hiring
for
for
that
position.
F
It
wasn't
until
february
of
this
year
after
I
sent
the
letter
requesting
that
our
contract
be
terminated
for
because
of
non
non-communication
from
fjd,
that
we
then
received
a
letter
from
fjd
saying
that
the
contract
was
terminated
for
budget
reasons
and
the
the
implication
there
was
that
you
know,
because
what
was
left
in
the
contract
was
the
training
that
there
was
no
budget
available
to
support
them.
Moving
forward
with
the
training.
A
A
B
I
Yes,
thank
you
good
afternoon,
chair
jones
and
members
of
the
legislative
oversight
committee.
My
name
is
nefertieri
cecoot,
acting
chief
diversity,
equity
and
inclusion
officer
in
the
mayor's
office.
I
am
here
to
offer
testimony
on
resolution
number
200485,
which
authorizes
hearings
to
examine
the
findings
of
racism,
nepotism
and
mistrust
within
the
first
judicial
district,
as
revealed
in
a
recent
report
by
the
center
for
urban
and
racial
equity.
I
The
equity
organized
organizational
assessment
report
of
fjd
highlights
some
progress
towards
workforce
equity,
but
also
demonstrates
that
much
work
remains
to
be
done.
This
finding
is
not
unique
to
fjd
as
organizational
barriers
toward
workforce
equity
are
generally
systemic
and
long-standing.
These
barriers
are
related
to
diverse
recruitment
and
hiring
processes.
I
Cultural
norms
regarding
belonging
and
inclusiveness
at
the
workplace,
professional
development
and
opportunity
for
promotional
advancement
within
the
workplace.
One
of
the
first
steps-
and
I
and
I
mean
the
the
initial
steps
towards
advancing
a
more
equitable
workforce
at
the
first
judicial
district,
has
been
completed,
which
is
the
report's
rigorous
data
analysis.
I
More
intentional
efforts
must
be
made
to
remove
institutional
barriers
that
impede
workforce
equity.
Only
through
a
systematic
foundational
approach
will
we
achieve
real
advancement
in
terms
of
greater
representation
of
and
participation
by,
employees
of
color
and
other
historically
marginalized
and
underrepresented
groups.
I
H
H
So
we're
not
just
having
a
hearing
for
the
simple
for
the
simple
fact
of
having
a
hearing
but
really
focusing
on
outcomes
and
being
the
chief
diversity
officer.
I
would
think
that
would
be
within
your
purview
with
the
backing
and
support
of
the
mayor,
which
is
why
I'm
sure
you're
here
today.
So
thank
you
very
much
for
your
testimony.
I
I
We
also
all
departments
are
also
going
to
complete
a
racial
equity
assessment
and
a
racial
equity
action
plan.
Their
fate
we're
phasing
it
in
through
three
cohorts
over
the
next
three
fiscal
years,
and
we
have
a
lot
more
intentional
work
focused
on
budget
equity,
procurement,
equity,
community
engagement
and
and
high
priority
services,
and
so
there's
a
lot
of
work.
Moving
on
this
side,
I'm
very
happy
to
share
it.
You
know
at
the
appropriate
time
and
please
feel
feel
free
to
follow
up
with
me.
A
E
Mr
chair,
before
you
move
on,
can
I
this
is
councilman
thomas,
remember,
thompson,
thomas
thomas
yup.
I
just
wanted
to
jump
in
real,
quick
and
say
congratulations
and
thank
you
and
my
office
would
definitely
be
reaching
out
to
you
about
the
work,
but
I
did
want
to
echo
the
sentiments
of
my
colleagues,
both
councilmember
jones
and
johnson,
as
it
relates
to
the
work
with
the
first
judiciary,
judicial
district,
being
something
that's
substantive
and
also
council
member
jones
and
his
advocacy
for
that
contract.
E
I
B
H
H
Mr
chairman,
in
all
seriousness
right-
and
why
does
this
issue
is
so
serious
right
is
because
these
two
sisters
who
have
taken
time
out
of
this
country
to
be
here
are
courageous,
right
and
they're,
also
setting
the
path
to
break
barriers
and
racism
for
the
next
young
samantha
williams,
right
who
decides
to
go
in
that
path?
And
so
we
want
to
thank
judge
simmons
and
thank
judge
covington
for
stepping
up
to
the
plate.
H
We
know
black
women
lead
black
women
lead
black
women
lead,
but
we
thank
you
for
for
being
here
today.
As
you
begin
your
testimony,
but
we're
paving
the
way
to
make
sure
we
break
down
the
institutional
barriers
of
racism.
So
when
young.
Ladies,
like
samantha
williams,
follow
your
footsteps,
she
doesn't
have
to
deal
with
the
same
type
of
discrimination
and
and
nonsense
right
that
you
are
addressed.
I
just
think
that,
for
the
record.
A
J
Good
afternoon,
everyone,
I'm
judge
karen
simmons
and
I've
been
a
judge
for
the
last
15
years.
I
want
to
thank
you,
chairman
jones,
so
much
for
holding
these
hearings.
I
want
to
thank
all
of
the
members
of
this
committee.
That's
present
today,
but
a
very
special
thank
you
to
you,
councilman
johnson,
for
always
being
there
and
not
letting
this
issue
die
and
go
to
the
wayside.
J
I
want
to
thank
you
for
this
invitation
and
opportunity
to
address
you
on
this
urgent
on
these
urgent
issues
of
race,
discrimination
and
equity
found
in
the
cures.
Equity
assessment
report,
I'm
here,
because
these
issues
continue
to
negatively
impact
the
citizens
of
philadelphia
generally
and
the
philadelphia
court
system
as
well
as
myself.
Most
specifically,
my
goal
is
a
lofty
one
and
that
is
to
end
the
institutionalized
racism
within
our
court
system.
J
I
also
spoke,
then,
to
a
couple
of
members
of
the
agb
that
I
trusted
and
had
a
refu,
a
relationship
with
and
talk
to
them
about
some
of
those
same
issues
and
as
a
result,
that's
how
we
got
part
of
the
contract
for
the
cure
report.
I
want
to
say
that,
while
america
is
purportedly
attempting
to
have
yet
another
reckoning
with
its
long-standing
racial
inequities
towards
black
americans,
our
court
system
remained
mirrored
in
the
disease
of
racism
throughout
the
country,
courts
have
issued
strong
proclamations,
denouncing
systemic
racism
and
particularly
racism
within
the
judicial
system.
J
J
We
continue
to
see
racialized,
policing
and
the
over-representation
of
black
americans
in
every
stage
of
our
criminal
and
juvenile
justice
systems.
Our
institutions
remain
affected
by
the
vestiges
of
slavery,
jim
crow
laws
that
were
never
dismantled
and
racist
court
decisions
that
were
never
disavowed
and
through
it
all.
J
I
personally
have
experienced
since
december
of
2018
by
members
of
our
court
and
even
members
of
specifically
of
the
agb,
because
I
continue
to
speak
out
about
the
systemic
racism
without
within
our
court
and
directed
and
continue
to
be
directed
towards
me
is
a
disgrace
and
it
must
stop.
I
want
to
believe
the
reason
you
don't
have
more
judges
here
today,
such
as
the
representative
of
the
international
bar
association.
Judicial
council,
is
because
of
fear
of
reprisal
and
not
of
indifference.
J
J
We
come
here
today
and
presented
this
these
same
issues
myself
and
mr
michael
cord
to
the
members
of
the
agb
number.
One
was
why
didn't
the
agb
immediately
release
the
cure
report?
Was
it
once
it
was
concluded?
This
is
a
legitimate
question
that
needs
to
be
addressed
and
communicated
to
our
court
and
to
you,
members
of
council.
J
The
inaction
can
make
all
of
our
judges
potentially
complicit
because
of
this
lack
of
action
and
a
lack
of
transparency
number
two
I
asked
her
and
we
asked-
and
I
hope
you
all
will
ask
why
the
threat
against
me,
in
the
words
of
the
cure
report,
was
not
taken
seriously
by
the
court
leadership.
In
my
words,
it
was
dismissed
and
not
addressed,
which
made
it
clear
that
the
leadership
at
the
time
in
its
collective
did
not
care.
J
J
We
all
knew
the
person
who
left
the
note
is,
and
maybe
still
it
was-
and
maybe
still
is
a
member
of
our
courts,
because
that's
the
only
people
with
access
to
a
robbing
room.
I
must
have
spoken
to
at
least
50
or
60.
Black
and
brown
judges,
employees
and
people
outside
of
the
courts
and
the
real
belief
and
perception
is
had
the
same
type
note
been
left
for
a
jewish
person
or
a
white
woman.
The
agv's
response
would
have
been
vastly
different.
There
would
have
been
a
strong,
clear
and
swift
response.
J
J
J
Some
two
years
later,
the
agb's
response
to
what
happened
to
me
is
disgraceful
and
brings
up
many
emotions.
The
third
number
three
is
that
the
agb
should
conduct
an
internal
self-assessment
of
their
board
and
of
our
judges.
It
should
incorporate
all
of
the
recommendations
outlined
in
the
cure
report
and
include
a
facilitator
to
work
with
every
judge
and
paid
for
by
the
agb,
with
our
same
tax
dollars
that
was
used
to
procure
the
cure
to
the
cure
organization.
J
J
We
are
committed
to
working
to
address
these
issues
and
create
a
first
judicial
district
that
is
representative
and
responsive
to
everyone.
While
the
cure
report
for
some
is
shocking
and
disheartening,
it's
not
a
shock
to
us
because
we
live
it
every
day.
It
should
be
looked
at
as
a
first
step
to
address
the
issues.
Many
of
us
experience
the
cure
report
must
finally
be
taken
seriously.
J
J
Fairness
within
the
judicial
system,
regardless
of
race,
is
the
essential
pillar
of
justice.
Where
fairness,
because
of
race
is
liking,
justice
cannot
be
fairly
dispatched
and
the
rule
of
law
will
no
longer
exist.
Inaction
will
allow
the
cancer
of
racism
to
mestasticize
within
the
court
system.
It
is
imperative
that
the
courts
hear
and
respond
affirmatively
to
this
call
of
action
for
social
and
racial
justice.
J
J
I'm
sorry
through
this
process-
and
I
thank
you
for
this
invitation
to
address
you
and
these
most
urgent
and
crucial
issues,
because
it
is
time,
as
representative
lewis
said,
that
we
get
into
some
good
trouble
and
some
necessary
trouble
to
bring
about
much
needed
change.
Thank
you
all
very
much
for
this
opportunity.
A
Thank
you
so
much
for
your
testimony
and
I'm
so
very
thankful
that
nothing
physically
happened
to
one
of
our
judges
and
that
I'm
gonna
ask
this
question
I'ma.
Let
your
colleagues
speak
before
you
answer
to
give
you
a
little
time
to
think
if
you
could
name
three
things
that
you
want
done
by
the
first
judicial
court
immediately
think
and
then
tell
us
what
they
what
they
are
for
the
record.
Please
state
your
name
and
begin
your
testimony.
Thank
you
for
your
patience.
K
K
K
Those
findings
affect
not
just
the
first
judicial
district
as
an
organization,
but
also
the
city
as
a
whole,
because
people
appear
before
this
governing
entity
and
if
it
affects
those
of
us
in
the
position
as
judges,
it
also
affects
the
people
who
appear
before
us.
So
if
we
as
judges
are
not
safe
from
the
problems
of
racism,
you
know
that
those
in
front
of
that
court
are
not
either.
K
A
One
of
the
most
profound
things
you
said
that,
if
our
judges
are
not
safe,
then
how
can
the
district
attorney
defense
attorney
the
victims,
the
accused
the
witnesses?
How
can
any
body
truly
be
safe
if
you
guys,
who
are
in
charge
of
the
process,
are
not
safe?
So
that
is
a
concern.
Let
me
ask
the
question
before
I
turn
it
over
to
the
sponsor
this
resolution.
K
After
the
incident
with
me,
I
was
initially
informed
that
there
was
no
process
in
place
previously.
However,
I
have
been
on
this
bench
for
10
years
and
I
am
well
aware
that
there
have
always
been
processes
in
place
always,
and
I
refuse
to
believe
that,
prior
to
2020,
there
was
no
process
in
place.
I
am
very
sure
there
has
always
been
a
process
in
place
for
the
protection
of
judges.
K
I
have
been
informed,
and
recently
we
were
all
provided
a
new
process
in
place,
a
new
process
that
has
been
put
in
place
for
the
protection
of
judges
upon
receiving
a
threat,
so
there
is
now
allegedly
a
new
process
in
place.
However,
I
find
it
simply
incredible
and
unbelievable
that
for
the
last
I
don't
know
30
40
years.
However
many
years
you
all
have
had
judges
on
the
bench,
I've
been
a
judge
for
over
a
decade,
and
I
find
it
simply
unrealistic,
wholly
incredible.
J
If
I
can
jump
in
that,
clearly,
there's
always
been
a
process
and
judge
covington.
It
does
just
boggles
one's
mind
to
even
think
that
that's
what
was
said
to
you,
because
I've
been
on
the
bench
since
2005
and
prior
to
that
I
was
chief
legal
counsel
for
the
police
department
for
a
good
decade
before
that
unto
police
commissioners,
johnson,
antimony
and
the
process
was
clearly
outlined,
and
it
was
a
joint
process
that
included
dignitary
protection
with
the
philadelphia
police
department,
as
well
as
with
the
sheriff's
department.
K
A
H
I
thank
you
for
speaking
the
truth
to
power
around
this
issue
and
really
fighting
a
system,
a
system
that
has
been
embedded
in
our
country
and
something
we
have
been
dealing
with
for
as
african-americans
for
the
last
400
years,
and
so
we
know
this
isn't
an
easy
fight,
and
so
I
want
you
to
do
this.
For
me,
jules
simmons
just
take
us
as
a
committee
on
that
and
give
us
an
overview
of
the
day
that
you
came
to
work.
J
J
J
We
had
observed
or
had
been
brought
to
my
attention
on
municipal
court
so
on
that
morning,
which
happens
to
have
been
the
week
before
the
president
judge
election
and
you
know
just
a
little
asterisk.
You
know
I
had
so
many
of
my
colleagues
commit
to
support
me
or
I
never
would
have
run
for
president
judge
and
I
know
that's
water
under
the
bridge.
J
As
a
result
of
that
I
found
out
maybe
the
day
before
I
received
the
note
two
days
before
I
received
the
note
that
members
of
our
court
were
getting
calls
from
certain
political
leadership
saying
that
judge
simmons,
you
know
she's
a
nice
lady,
but
reminding
them.
How
they
got
on
the
bench
and
reminding
them
where
they
support
to
be,
and
anyone
who
knows
me
the
first
thing
I
do
think
I'm
nice,
but
that
is
not
a
phrase
where
most
people
would
use
to
describe
me
as
a
nice
lady.
J
We
went
into
I
put
on
my
robe.
I
walked
after
that
court
opened
from
8
30
and
because
I'm
one
who
I
think
you
know
I'm
not
in
a
rush,
I'm
just
wanting
to
get
it
right.
I
had
been
on
the
bench
which
was
supposed
to
be
an
early
day,
because
one
of
my
colleagues
was
coming
in
for
a
one
o'clock
list
to
handle
his
post
trials.
Well,
in
my
normal
fashion,
I
was
still
on
the
bench
at
one
o'clock
and
I
had
not
gotten
off
the
bench
from
the
time.
J
She
took
the
envelope
and
didn't
think
anything
of
it,
because
interoffice
mail
is
frequently
left
and
I
wrote
in
a
judge's
roping
room,
because
you
could
either
do
that
or
go
up
to
chambers
as
we
look
back.
Both
of
us
took
note
that
there
was
nobody
that
was
unusual
or
that
we
wouldn't
have
anticipated
that
walk
through
my
courtroom
to
the
back
area,
but
there
is
a
bike
elevator
that
you
can
get
to
the
roping
room
and
there's
also
another
courtroom
that
that's
next
door.
J
That
would
share
that
same
hallway
and
it
wasn't
until
you
know
we
took
the
elevator
up
to
the
13th
floor,
got
in
chambers
and
opened
the
actually.
My
secretary
opened
the
inner
office
mail
and
then
she
I
heard
her
gas
and
she
handed
me
the
note
and
when
I
read
it
I
just
couldn't
believe
it.
I
I
mean
not
that
I
thought
I
was
special
or
these
type
things
would
happen
to
me,
but
I
didn't
think
these
type
things
would
happen
to
me.
J
But
I
must
say
that,
after
getting
that
note,
what
happened
afterwards
to
me
was
worse
than
what
happened
in
the
note,
because
the
note
was
just
one
coward
who
thought
that
by
sending
that
that
that
was
going
to
stop
me
from
being
me.
So
they
clearly
didn't
know
anything
about
me,
but
and
and
that
had
to
be
some
weak
person.
J
But
then
what
happened
is
that
we're
talking
about
this
whole
system,
this
whole
justice
system
and
all
the
leadership
as
we
talk
about
from
the
top
down
that
took
that
and
didn't
do
anything,
but
send
me
a
few
well
wishes
and
and
notes
about
how
sorry
they
were
individually
about
this
happening.
To
me.
J
J
Well
what
the
outcome
was,
but
she
was
also
disciplined
because
of
her
reaction
to
being
called
some
type
of
animal
or
and
a
black
or
something
of
that
nature,
but
she
ended
up
being
disciplined.
So
that's
what
you
see
or
that's
what
publicly
once
see.
I
think
that
it's
been
so
clear
that
many
of
the
staff
they
will
find
a
person
like
myself,
maybe
like
judge
covington
or
other
judge,
that
they
trust
that
they
believe
will
speak
up
for
them.
J
And
I've
done
that
on
more
accounts
than
I
can
at
more
times
than
I
can
even
mention
or
or
kept
strike
up
to
try
to
speak
up
for
them
to
say
something
has
to
change,
but
they
also
see,
as
we
talk
about
nepotism,
that
that
really
don't
get
you
far.
You
know
I
use.
I
often
use
my
ex
judicial
tip
step
as
an
example,
and
I
know
she's
thankful
and
I'm
thankful
that
judge
dugan
promoted
her
and
gave
her
a
promotion,
but
the
reality
is
naja.
J
Davis
has
a
master's
degree
and
nausea
has
almost
probably
more
than
20
years
experience
and
she's
the
deputy
to
someone
in
court
administration
she's
his
assistant,
who
doesn't
have
nearly
the
education.
It
may
be
similar
experience
and
he's
a
nice
person,
but
we
have
to
call
a
thing,
a
thing.
You
know
when
you're
more
qualified,
when
you're
more
experienced,
when
you're
more
educated,
when
you
think
out
of
the
box.
J
K
H
This
and,
and
also
we
recognize
that
you're
putting
your
lives
on
the
line
right,
you're,
making
some
decisions,
some
rulings
on
that
some
will
agree
with,
and
some
very
well
don't
take
us
to
it.
How
your
day
unfolding
that
resulted
in
you
getting
it
for
breakfast
by
someone
and
how
it
was
addressed.
K
I
mean
well
councilman
johnson,
it's
I
mean
it's
sad
to
say
this
could
be
par
for
the
course
it's
in
the
line
of
work.
Basically,
I'm
in
my
courtroom
hearing
cases
like
most
judges,
as
judge
simmons,
explained
our
assistant.
Our
secretary
opens
the
mail
because
generally
judges
don't
open
their
mail
because
you
don't
know
what's
contained
therein.
It
may
be
ex
parte
communication.
K
K
Worrisome
this
actually
was
the
second
threat
that
I
received.
My
secretary
is
very
savvy.
The
first
threat
I
received
they
as
far
as
the
investigation
of
this
matter.
They
claimed
they
could
not
fully
investigate
it.
The
first
time
because
we
touched
the
envelope
in
the
paper
and
they
couldn't
pull
finger,
prints
and
other
things-
they
basically
blamed
it
on
us.
K
So
this
time
you
know
with
covid.
My
secretary
was
already
wearing
gloves
and
other
things,
but
she
made
copies
of
it
immediately
and
brought
it
downstairs
and
put
it
back,
but
she
notified
me
immediately
and
the
nature
of
the
threat
was
very
frightening
and
when
someone
says
I'm
going
to
find
you
I'm
going
to
rape,
you
I'm
going
to
kill
you
and
threats
were
also
made
to
my
family
members.
K
So
I
went
through
all
of
that
and
I'm
you
know
my
secretary's
being
interviewed.
I
have
to
interrupt
my
court
list,
my
business
for
the
day
to
handle
interviews,
but
I'm
still
trying
to
do
my
court
list.
Knowing
now
that
someone
is
out
to
kill
me
and
I
waited
at
court
till
6
7
pm
for
my
protective
detail
to
be
told
that
oh,
we
don't
have
the
manpower
to
give
you
detail.
K
E
K
A
A
J
H
A
All
right,
I
just
have
one
pushback
judge:
simmons,
you
said
you
don't
have
to
be
respected.
You
just
need
to
be
acknowledged.
I'm
gonna
push
back
on
that.
Yes,
you
do
have
to
be
respected.
You
have
to
be
respected
as
a
human
being.
First,
a
a
and
a
judge.
Second,
I
mean
you
you
I
remember
when
you
were
elected.
A
D
D
Unfortunately,
where
we
currently
are
in
this
day
and
time
as
you
were
talking,
it
made
me
think
about
the
fact
that
you
know
it
was
so
hard
for
us
to
get
people
of
color,
especially
african-americans,
and
in
particularly
african-american
women
on
the
bench
it
wasn't.
That
long
ago,
when
getting
becoming
a
member
of
the
bar
in
the
commonwealth,
pennsylvania
was
a
significant
challenge.
D
There
was
a
picture
requirement
and
it
was
a
committee
led
by
then
professor
peter,
leo
chorus
before
he
became
the
head
of
the
temple
law
school
and
then
the
president
temple
university
to
help
lead
in
an
effort.
Effort
that
you
know,
prime
ambassadors
like
carlson
and
others
were
part
of
that
removed
the
picture
requirement
and
then
all
of
a
sudden
after
the
picture
requirement,
was
removed
from
the
application
process
to
become
a
member
of
the
bar.
The
increase
of
african
americans
started
to
go
up.
D
I
wonder
why,
because
of
that
picture
requirement,
and
so
the
same
issues
that
we're
dealing
with
back
then
obviously
we're
still
dealing
with
today,
and
it's
a
shame
that
you,
as
members
not
only
of
the
bar
but
of
the
bench
who've
had
distinguished
careers,
that
jurists
have
had
to
go
through
these
issues
and
not
getting
the
full
respect
that
you
have
earned
and
are
due
as
individuals
as
judges
and
as
professionals
and,
more
importantly,
as
african-american
women
in
our
city.
So
I
just
want
to
make
that
comment.
D
A
A
K
C
C
You
is
absolutely
unacceptable
that
it
was
not
dealt
with
in
a
serious
manner,
and
I
hope
that
you
will
consider
all
of
us
on
council
to
be
partners
in
making
sure
that
things
will
change
and
that
we
can
work
together
to
figure
out
how
to
do
that.
If
we
can't
do
that,
necessarily
you
know,
we
should
be
working
together,
making
sure
that
the
broader
community
is
engaged
and
active.
I
said
this
a
little
bit
earlier,
but
you
know
this
is
not.
C
That
brings
a
body
of
experiences
and
temperament
and
brilliance
and
insight
into
the
issues
that
that
philadelphians
face
when
they
come
before
the
before
our
first
judicial
district,
and
certainly
while
I
wouldn't
equate
what
happened
to
you
with
what
happens
to
others.
But
if
there
is
indifference
to
what
you
experienced
black
lawyers
who
come
before
the
judiciary,
you
know
individuals,
those
who
are
seeking
justice
who
come
before
family
court
and
in
front
of
landlord
tenant
court
and
in
front
of
our
criminal
courts.
C
It
is
hard
to
ensure
justice
if
fellow
jurists
on
the
court,
if
their
concerns
are
not
taken
seriously
and
when
there
is
a
level
of
violence.
When
there
are
threats
when
there
is
a
feeling
of
being
excluded
and
not
brought
in
those
things
are
taken
very
seriously.
So
I
want
to
thank
you
again,
as
as
my
colleagues
have
done,
for
testifying
for
coming
forward
and
then
for
helping
us
figure
out
better
solutions.
E
E
I'm
wondering
how
can
we
support
you
and
help
improve
improve
that
component
of
things
moving
forward
again,
I
know.
For
me
this
has
been
very
very
alarming.
This
is
a
lot
of
information,
but
I
think
we
can
try
to
find
some
space
in
places
where
we
can
work
together
to
see
more
of
a
collaborative
effort
with
the
courts.
Clearly,
that
would
have
to
be
a
judge
by
judge
situation.
Some
folks
are
definitely
willing
to
work
with
us,
while
other
folks
won't
even
come
to
our
hearings.
E
But
how
can
we
at
least
address
that
gap?
I
I
mean
you
really
hit
my
heart
when
you,
when
you
talked
about
that
issue,
and
I
can
only
imagine
what
it
feels
like
and
what
it
what
the
perception
that
you're
doing
this
by
yourself.
So
what
can
we
do
to
partner
and
collaborate
and
work
together,
not
just
with
council
but
other
organizations
across
the
city
who,
who
can
be
a
voice
and
an
advocate
and
help
with
some
of
the
advocacy
efforts?
That's
needed.
J
J
Since
she
know
me-
and
I
know,
judge
dumas
hadn't
and
I
realized
this
because
it
hit
at
the
core
and
it
hit
at
everything
about
me
as
a
person,
because
one
of
the
few
things
I
know
that
I've
done
my
very
best
at
it's,
not
about
being
I've,
not
done
my
best
to
being
a
wife
that
being
a
daughter,
but
it's
other
than
being
a
mother.
Being
doing
my
best
is
being
a
judge
like.
J
J
I
think
it's
that
we
talk
a
lot
about
implicit
bias,
but
the
reality
is
this:
this.
These
are
issues
of
explicit
and
overt
biases
and
discrimination,
and
I
think
that
when
I
think
of
council
and
and
other
partners,
it's
number
one
bringing
attention
to
it
and
not
trying
to
sweep
it
under
the
rug.
I
think
it's
a
huge
start
and
it
really
speaks
volumes.
J
So,
while
I
think
the
conversation
is
extremely
important
to
be
highlighted,
I
think
there
should
be
accountability
for
and
answers
as
to
why
the
report
was
suppressed
and
accountability
for
what
happens
next,
because
if
this
happens
in
any
other
organization,
it
would
be
not
just
we
didn't
release
it,
and
now
we
released
it,
but
there's
consequences
as
to
why
it
wasn't
released.
And
what
are
we
going
to
do
now
and
to
actually
create
some
type
of
committee
group?
Something
to
say
we
have
to
work
on
these
issues.
K
K
White
judges,
black
judges,
who
have
tried
who
have
come
together
to
say,
hey?
What
can
we
do
about
it,
and
these
are
people
outside
of
the
agb
who
are
interested
in?
You
know,
trying
to
come
together
and
work
on
the
issues
and
to
get
the
conversation
moving,
so
that
never
would
have
happened
without
the
work
of
city
council
in
ensuring
that
the
report
in
and
of
itself
has
been
released.
K
So
at
least
you
know
there
are
people
who've
identified
themselves
as
hey.
We
want
to
do
the
work
we
want
to
come
together.
We
want
to
make
changes.
We
want
to
have
a
conversation
which
you
know
are
taking
steps.
Of
course.
That
is
something
that
needs
to
be
done
in
a
professional,
educational
and
training
setting
as
well.
E
H
J
J
The
second
thing
would
be
the
hiring
of
an
outside
diversity
and
inclusion
officer,
which
needs
to
be
it
shouldn't
be
now
we
didn't
like
the
report
of
cure,
whose
president
happened
to
be
black,
so
now
we're
going
to
get
a
non-black
person
to
come
in
and
and
finish
the
work,
but
to
hire
a
black
person
or
person
of
color
to
address
these
issues.
Who
would
have
power
to
implement
change
and
conduct
equity
studies
for
pay,
as
well
as
equity
studies
for
the
the
positions
themselves?
J
And,
finally,
I
would
say
training
for
all
judges
and
staff
and
employees
on
racism,
anti-racism
diversity
and
equity,
not
implicit
bias,
but
specifically
explicit
and
over
overt
biased
training,
and
I
guess
the
little
asterisk
or
three
and
a
half
would
be
more
specifically
to
me.
I
just
want
the
retaliation
and
the
retribution
that's
been
directed
at
me
to
stop
because
they,
while
it
may
continue,
I'm
not
going
to
stop
that's
my
commitment
and
promise
to
all
of
you,
I'm
not
going
to
stop
doing
and
what
I'm
doing
and
speaking
out.
So.
M
K
A
G
It
is
not
good
after
you,
everyone
thank
you,
chairperson
jones
and
council
person,
johnson,
for
inviting
the
bearers
association
to
speak
on
this
matter.
I
know
that
a
statement
was
issued
back
in
july
of
this
year,
and
so
I
wanted
to
basically
reiterate
that
and
also
submit
that
for
consideration
with
my
testimony
and
then
add
any
additional
statements
that
I
might
have,
because
I
did
not
necessarily
draft
this
statement.
G
G
Now
that
was
issued
earlier
this
year
and
sadly,
based
on
the
testimony
that
I
heard
today,
I
see
the
needle
has
not
moved
and
nothing
has
happened.
There
was
one
more
note
that
was
not
highlighted,
highlighted
in
our
previous
statement
that
I
did
want
to
bring
to
the
attention
from
the
cure
report
that
I
felt
like
wasn't
mentioned
earlier,
and
I
think
it's
also
extremely
problematic.
G
Now,
with
my
testimony
today,
I
would
like
to
say
that
the
barrister
still
stands
by
the
statement
that
was
issued
back
in
july
and
that
we
still
feel
the
same
way
that
there
needs
to
be
something
done
to
address
the
racial
inequities.
That
is,
that
goes
into
despair,
treatment
of
female
judges
of
color
that
are
currently
sitting
on
the
bench
as
well
as
it
relates
to
salary
inequities
that
were
also
found
by
the
report.
G
I
don't
understand
how
anyone
is
getting
a
fair
day
in
court,
as
it
relates
to
lawyers
that
are
advocating
and
as
it
relates
to
constituents
of
philadelphia
and
with
that
being
said,
I
do
echo
dr
lumen,
as
she
highlighted
earlier,
that
there
was
supposed
to
be
diversity,
training
that
should
have
been
conducted
in
conjunction
with
the
cure
report
and
at
this
time,
the
barristers.
Along
with
this
official
statement,
I
do
want
to
update
to
highlight
that
we
are
requesting
that
that
training
occur.
It
is
clearly
there
is
an
issue
that
is
going
on.
M
Mr
court,
mr
chairman,
thank
you
very
much.
I
appreciate
not
only
what
you're
doing
I
appreciate
what
councilman
johnson
did
in
sponsoring
this
or
introducing
this
and
then
the
sponsors
who
I
believe
include:
council
persons,
guardier
and
thomas
and
greene.
I
appreciate,
I
believe,
councilman
squilla
and
gim
were
also
on
this
call
a
part
of
it.
So
I
want
to
thank
you
all
for
that
and
the
second
thing
I
have
to
say
before
I
begin
my
prepared
statement,
which
is
only
going
to
be
about
five
minutes
long.
M
I've
often
testified
in
council
hearings
and
each
one
that
I've
testified
at
council
has
taken
the
matter
seriously,
but
there
has
never
been
a
hearing
that
I
was
a
part
of
where
council
members
treated
an
issue
as
serious
as
you
are.
I
mean
you
all
are
attentive
you're,
asking
probing
questions,
you're,
asking
follow-up,
and
it's
not
for
sure
you
all
are
serious
about
this,
and
I'm
so
glad
you
are.
M
Having
said
that,
and
I'm
going
to
paraphrase
what
councilman
green
talked
about
in
quoting
a
few
lines,
from
a
song
by
public
enemy
from
way
back
in
1988
black
steel
in
the
hour
of
chaos,
and
to
paraphrase
it
what
they
said
basically
is
this:
we
got
a
letter
from
the
judicial
branch,
the
other
day
we
opened
and
read
it.
It
thought
we
were
suckers
and
that's
exactly
what
they
must
think
you
all
are.
M
I
mean
the
degree
of
disrespect
and
I
would
argue,
racist
disrespect,
because
you
can't
tell
me
that
if
there
were
a
city
council
that
consisted
primarily
of
irish
folks
or
jewish
folks
or
asian
folks
or
any
other
ethnic
group
and
a
member
of
that
group
had
been
attacked
that
the
judicial
council
would
not
be
front
and
center
in
dealing
with
it.
Then
you're
deluding
yourself.
M
Having
said
that,
and
somebody
else
alludes
the
fact
that
if
the
disrespect
is
being
directed
toward
the
judges,
black
judges
and
it
is-
and
the
disrespect
is
being
shown
to
not
only
city
council
but
a
predominantly
black
city
council,
what
happens
to
raheem
from
the
projects
when
he's
accused
of
a
crime
and
walks
into
the
courtroom?
If
you're
going
to
dis
the
judge,
if
you're
going
to
this
city
council,
then
raheem
and
laquisha
don't
have
a
chance,
and
I
think
we
ought
to
keep
that
in
mind.
M
I
noticed
the
language
of
the
resolution:
two
zero
zero.
Four,
eight
five.
It
talks
about
its
concern
in
connection
with
the
cure
report
regarding
racism,
nepotism
and
mistrust,
and
I
appreciate
the
way
it
was
framed
and
the
way
it
was
laid
out.
But
I'd
make
the
argument
that
the
word
nepotism
and
the
word
mistrust
both
of
them
were
unnecessary
because
they
it's
all
about
racism,
because
nepotism
means
that
you
hire
and
promote
people
like
you,
your
friends,
your
relatives.
M
M
I'm
going
to
limit
myself
to
an
additional
three
or
four
minutes,
because
you
all
have
the
gist
of
what
we're
talking
about
here
and
what
we're
talking
about
here
is
institutional
and
structural
racism
within
the
courts,
and
normally
I
speak
very
fast,
but
I'm
going
to
try
to
slow
down
what
I
say
to
avoid
getting
myself
in
trouble
and
what
I
mean
by
that
is
this
big
shout
out
to
the
sisters
who
stood
up.
I
mean
we
got
judge
simmons
and
we
got
judge
covington
and
we
have
the
president
of
the
bars
association,
miss
ward.
M
I
wish
I
could
sit
here
as
not
just
the
only
man
in
the
courtrooms
every
day
who
who's
not
afraid
to
speak
up.
Am
I
saying
that
the
other
black
lawyers
who
go
to
the
stout
justice
center
every
day
are
afraid?
No,
not
necessarily
am
I
saying
black
male
lawyers.
Am
I
saying
the
same
thing
about
black
male
judges?
No,
I'm
not,
but
I
wish
they
were
here
like
judge
simmons
is
here
I
wish
they
were
here
like
judge.
M
But
in
that
letter
I
point
out
that
on
june
4
2020
the
washington
state
supreme
court,
including
each
of
its
seven
white
justices,
along
with
its
one
black
and
one
brown
justice,
published
a
powerful
letter,
necessarily
proclaiming
the
following
and
what
they
wrote.
This
is
the
washington
state
supreme
court.
It
sounds
like
something
I
wrote
as
the
angriest
black
man
in
america,
but
I
applaud
these
justices
for
calling
it
what
it
is.
Here's
what
they
wrote,
impertinent
part
the
devaluation
and
degradation
of
black
lives
are
a
persistent
and
systemic
injustice.
M
We
continue
to
see
racialized,
policing
and
the
over
representation
of
black
americans
in
every
stage
of
our
criminal
justice
system.
Our
institutions
remain
in
2020
affected
by
the
vestiges
of
slavery,
jim
crow
laws
that
were
never
dismantled
in
racist
court
decisions
that
were
never
disavowed.
So
you
have
a
supreme
court
acknowledging
that,
but
it
wasn't
just
that
supreme
court.
M
You
got
the
supreme
courts
of
alaska,
california,
connecticut
dc
georgia
hawaii
and
about
eight
or
nine
others
that
are
using
that
same
language
in
2020,
unfortunately,
of
those
approximately
20
supreme
courts,
it
doesn't
include
the
pennsylvania
supreme
court.
It
doesn't
include
philadelphia's
first
judicial
district,
so
I'm
wondering
what's
going
on,
and
I
love
the
fact
that
the
washington
state
supreme
court
talked
about
racist
laws
that
were
never
dismantled
and
racist
court
decisions
that
were
never
disavowed.
M
M
Not
only
has
the
dred
scott
decision
they've
been
overturned
four
years
ago
in
2016,
the
solicitor
general
of
the
state
of
kansas
cited
the
dred
scott
decision
in
a
brief
file.
Think
about
that
for
a
second
that
the
top
lawyer
of
a
state
in
the
united
states
just
four
years
ago
cited
the
dred
scott
decision.
In
his
brief.
If
anybody
wants
to
get
more
information,
just
google
holds
versus
smith
h-o-d-e-s.
M
That's
holds
versus
smith,
a
2016
case
coming
out
of
kansas.
So
when
the
washington
state
supreme
court
talks
about
racist
court
decisions
that
have
never
been
disavowed
they're
talking
about
things
like
that,
let
me
quickly
jump
to
the
second
page
of
my
four-page
letter
and
I
promise
I'm
going
to
wrap
this
up
in
two
minutes.
The
letter
goes
on
to
talk
about
that
very
same
devaluation
and
degradation
of
black
lives
as
a
persistent
and
systemic.
M
Just
injustice
happens
right
here
in
philadelphia,
and
nobody
in
authority
is
saying
anything
about
it
or
doing
anything
about
it,
and
the
fact
that
the
cure
report
addresses
it.
That's
a
wonderful
thing
because
we
need
to
see
what's
going
on.
Philadelphia's
judicial
system
is
like
a
kitchen
from
a
distance
from
a
distance.
M
The
kitchen
might
be
you,
but
you
look
at
the
kitchen,
you
say
wow,
that's
a
beautiful
kitchen
and
it
looks
wonderful
from
a
distance,
but,
as
you
get
close
up
to
it
and
then
turn
the
lights,
the
rats
and
roaches
begin
running
around
in
the
kitchen.
You
don't
see
them
when
it's
dark,
but
you
all
of
a
sudden
in
that
beautiful
kitchen
in
this
beautiful
courthouse.
M
When
the
light
comes
on
and
the
cure
report
is
that
light,
it's
showing
them
the
mice,
it's
showing
the
rats,
it's
showing
the
roaches
and
somebody
ought
to
do
something
about
it.
You
would
think
that,
since
this
council
is
saying
hey,
you
know
we
are
interested
in
serving
as
exterminators
to
get
rid
of
the
rats
and
roaches
hey
fjd.
M
Are
you
willing
to
come
to
us
and
tell
us
what
part
of
the
kitchen
the
roaches
are?
The
rats
are
the
mice.
Are
you
can
help
us
do
something
well,
for
whatever
reason
the
first
district
has
decided
to
allow
the
kitchen
to
remain
as
infested
as
it
is.
I
also
go
on
the
letter
to
point
out
that
the
report
exposes
this
is
critically
important.
There
are
several
conclusions
drawn
by
the
cure
report,
but
I
highlight
for
them
and
very
quickly
number
one
philadelphia's
court
system
is
immersed
in
quote
racial
tension.
M
Unquote,
that's
important
racial
tension
inside
of
a
courthouse,
that's
some
serious
stuff
number,
two
among
some
white
judges
and
white
court
staff.
There
is
a
quote
troubling
pattern
of
racial
resentment
uncool.
Why?
In
the
world
any
white
person
would
ever
have
any
racial
resentment
toward
any
black
person
is
mind-boggling
to
me
all
we
did
was
get
kidnapped.
All
we
did
was
get
enslaved.
All
we
did
was
get
sharecrop
and
jim
crowed
and
mass
incarcerated.
M
Whatever
kind
of
resentment
you
would
have
toward
us
is
literally
mind-boggling,
but
for
me
number
three
is
critically
important
in
terms
of
what
was
exposing
the
cure
report.
Number
three:
some
white
judges
do
not
believe
quote
that
institutional
and
structural
racism
even
exists.
Unquote.
Think
about
that
there
are
judges
who
don't
believe
that
there
is
institutional
and
structural
racism.
M
It's
three
o'clock
in
the
morning,
you're
driving
down
broad
and
you'll,
see
some
more
licensed
sirens
from
a
police
car
go
off
behind
you
and
as
that
cop
approaches
you
you
could
be
a
black
driver
or
a
white
driver
which
one
would
you
select?
Everybody
would
choose
a
white
driver.
Why?
Because
of
institutional
and
structural
racism
and
number
four,
some
white
judges
and
white
court
staff
quote.
M
Believe
that
reverse
racism
is
as
significant
as
anti-black
racism,
I'm
not
going
to
use
the
profanity
that
went
through
my
head
when
I
first
read
that,
but
the
fact
that
a
white
person,
especially
somebody
went
to
college,
went
to
law
school
graduated
passed,
the
bar
became
a
judge,
so
they
have
some
intellect.
They
have
to
understand
that
racism
is
a
systemic
thing,
not
an
individual
thing.
A
black
person
can
be
prejudiced,
a
black
person
can
be
bigoted,
but
a
black
person
can't
be
a
racist,
because
racism
is
about
a
systemic
thing.
M
You
look
at
the
most
powerful
black
man
in
american
history
in
terms
of
politics,
president
barack
obama,
he
couldn't
even
get
done
what
he
wanted
done
and
he's
a
black
man
so
clearly
for
a
judge
to
say
that
reverse
racism
that
reverse
racism,
one
exists
and
two
that
is
significant
as
anti-black
racism
is
mind-boggling.
I've
never
heard
of
a
white
person
who
was
kidnapped
from
europe.
I
never
had
a
white
person
that
was
enslaved
in
america,
lynched
and
raped
and
castrated
and
shared
cropped
in
all
that
stuff.
M
But
the
fact
that
they're
judges
on
the
bench
who
have
awesome
powers
one
they
can
take
away
your
property
by
imposing
a
fine
too.
They
can
take
with
your
freedom
by
throwing
you
in
jail,
for
they
can
take
away
your
children
through
a
custody
order,
for
they
can
take
real
life
to
the
death
penalty,
that
these
white
judges
with
those
four
awesome
powers
think
that
there's
a
such
thing
as
reverse
racism,
absolutely
horrible
and
I'll
wrap
it
up.
M
By
going
into
a
little
bit
of
detail
more
detail
than
the
honorable
judge,
simmons
did
about
what
happened
to
her.
Let
me
just
read
what
I
wrote
in
the
tribune
shortly
after
this
happened
and
I'll
wrap
this
up
in
less
than
a
minute
and
a
half
two
minutes
on
december
11
2018,
someone
with
official
access
to
the
roving
room,
which
is
a
private
area
for
judges
in
the
juanita
kids
style
justice
center
left.
M
Then
inter-departmental
envelope
addressed
to
the
honorable
judge,
karen
simmons,
who
at
the
time
was
one
of
three
candidates
running
for
president
judge
municipal
court
inside
that
envelope
was
a
note
to
her
stating
verbatim
in
all
caps
quote.
There
will
never
be
a
black
running
our
court,
you
won't
be
president
judge.
Three
exclamation
points:
keep
m.c
court
great
two
estimation
points.
Nobody
has
been
there's
nothing.
In
fact.
Let
me
just
read
this
this
last
part.
M
I
was
so
outraged
that
I
reached
out
to
some
of
my
friends
in
the
nation
of
islam
to
provide
foi
security
and
protection
for
the
judge.
It
shouldn't
be
incumbent
upon
me
to
find
some
black
men
to
protect
a
black
woman
judge.
The
court
system
should
do
it
itself.
Finally,
three
things
that
I'm
asking
for
the
honorable
karen
simmons
is
asking
for,
and
every
other
courageous
black
judge
is
asking
for.
This
is
in
the
letter
number
one.
M
A
H
D
M
Well
I'll
start
out,
the
answer
is
not
only
would
I
I've
done
that
I
was
on
my
way
to
harrisburg
about
a
year
and
a
half
ago
a
judge
called
me
by
the
question
and
based
on
the
fact
that
that
is
a
judge
and
I
wasn't
in
another
courtroom.
I
just
made
a
u-turn,
traveling
45
minutes
back
to
philadelphia
to
spend
four
minutes
answering
a
question.
The
judge
has
it's
a
matter
of
respect
and
as
a
lawyer
in
that
courtroom,
I
felt
that
judge
as
a
judge,
an
elected
official
deserved
that
respect.
I
gave
it.
G
M
D
So
I
just
wanted
to
just
continue
that
understanding,
because
I,
from
my
understanding
back
when
I
was
practicing
as
an
assistant,
district
attorney
or
other
matters,
if
a
judge
asked
me
to
come
to
a
courtroom,
I
would
do
that.
I
would
not
have
to
make
a.
I
would
have
to
receive
a
subpoena
to
do
so.
It's
just
a
matter
of
respect
and
courtesy
that
I
think
that
people
of
co-equal
branches
would
receive
just
to
appear.
I
mean
my
understanding.
D
Initially,
we
received
a
letter
that
a
representative
of
the
court
system
would
be
here
to
testify,
and
then
we
received
some
additional
information
that
we
received
a
written
statement
in
lieu
of
that
testimony
and
our
adventure
both
for
attorneys,
ward
and
court,
that
if
you
had
received
a
request
that
you
learned
about
from
a
judge,
you
would
not
say.
Oh,
let
me
write
down
a
written
statement
and
have
someone
deliver
it
to
that
judge
on
your
behalf,
in
response
to
their
request
for
you
to
appear
in
court
regarding
questions
that
that
judge
may
have.
C
I
just
had
a
brief
comment,
mr
chairman.
The
chair
recognizes,
remember
kim.
Thank
you
very
much.
I
also
wanted
to
thank
michael
for
your
searing
testimony
here
and
just
laying
it
out.
I
think,
with
the
amount
of
frustration
you
know
and
and-
and
you
know
like
try-
also
trying
to
figure
out
what
we
do
next
and
then
you
know
dominique
it's
a
pleasure
to
to
reconvene,
although
under
circumstances
that
we
would,
you
know
really
like
to
to
not
to
not
confront.
G
Well,
I
don't
want
to
misspeak,
because
our
advisory
board
and
our
executive
board
are
made
up
of
individuals
at
different
points
in
their
career
and
different
facets.
So
I'll
speak
on
behalf
of
myself
and
things
that
I
would
try
to
lead
the
barristers
as
a
charge
with,
and
I
would
have
to
take
it
back
to
them
for
a
final
confirmation.
G
First
and
foremost,
I
actually
am
quite
close
with
judge
simmons.
She
is
like
an
adoptive
adopt
a
parent
to
me
so
when
everything
happened
with
her
and
that
note,
I
remember
that
very
clear
as
day
and
so
as
a
result
that
was
a
personal
affront
to
me,
as
well
as
other
black
women
that
practice
in
this
area
and
so
to
see
things
evolve.
G
The
way
they
have
it's
a
personal,
a
personal
effort
in
my
mind,
and
efforts
for
us
to
really
work
closely
with
the
legislative
branch
as
well
as
the
judiciary,
in
order
to
make
sure
that
things
are
actually
being
done
to
move
this
needle.
We
spoke
out
back
in
july.
Initially
after
the
cure
report
came
out
and
again,
as
I
stated
in
my
testimony,
we
are
still
a
proponent
of
making
sure
that
there's
some
real
articulation
changes
that
are
going
on.
G
I
would
definitely
be
supporting
of
the
fact
that
if
there
was
a
diversity
training
that
was
enveloped
with
this
report
and
the
recommendations
again
as
in
our
statement-
and
I
still
support
to
this
day-
we
again
along
with
michael
kord
and
josh
simmons-
we
are
asking
the
first
judicial
court
to
implement
the
recommendations
that
were
given.
I
mean
the
cure
institute
is
a
very
robust
organization.
This
is
their
specialty.
They
know
what
they're
doing
they're
an
expert
in
this
area.
G
I
don't
think
any
of
the
recommendations
were
lists
that
were
unrealistic
or
unfair
or
biased.
I
think
they
were
valid
and
they
were
as
to
me
as
as
accurate
as
you're
going
to
get
from
somebody
looking
at
this
coming
outside
it.
This
is
not
something
this
is
not
legislative
branch
bearers
or
somebody
asking
them
to
do
something
that
they
should
not
be
willing
to
do.
G
If
you
don't
think
that
they're
starting
off
at
a
handicap,
if
you
feel
like
they're,
asking
for
a
handout
or
believe
this
is
a
reverse
racism,
I'm
quoting
things
directly
from
the
conclusions
then
automatically
your
own
biases
are
going
to
bleed
into
your
ability
to
actually
adjudicate
them.
Justice
is
supposed
to
be
a
blind
entity.
G
I
don't
know
how
you
can
be
blind
if
you're
walking
into
believing
that
everyone
is
trying
to
get
a
hand
out
or
into
some
degrees,
is
acting
in
a
space
where
they
are
just
trying
to
get
over
on
the
system,
and
that
was
what
I
pulled
from
my
interpretations
from
the
conclusion
reports.
So
I
would
definitely
support
that
also.
I
do
feel
wholeheartedly
that
training
helps.
G
C
Yeah-
and
I
hope
that
you
know
other
associations-
asian
american
bar
association,
appaba
and
others-
the
bar
association
overall
can
also
take
this
up.
This
is
not
on
the
black
community
to
be
dealing
with
like
this
is.
It
is
not
right
that
and
and
while
of
course,
absolutely
at
the
leadership
of
addressing
it,
but
it
is
in
the
broader
interest
of
the
justice
community
to
see
a
judiciary
that
is
responsive
and
responsible
for
addressing
race,
sexual
violence,
gender
issues
and
all
the
other
issues
that
we
see
all
communities
come
before.
C
We
are
not
going
to
seek
justice
as
a
broader
community,
and
so
you
know
if
there
are
other
ways
that
you
know
we
could.
I
can
be
supportive
and
other
ways
that
councils
should
be
picking
up
this
call
and
ensuring
that
you
know
deeply
grateful
that
the
barristers
has
been
such
a
proud
and
strong
voice
and
leader,
but
other
associations
representing
lawyers.
The
legal
community,
professional
associations
need
to
recognize
that
all
of
us
have
something
at
stake
here
when
these
issues
are
swept
under
the
rug.
C
H
A
Thank
you
remember,
johnson,
for
setting
that
straight
so
panel
judge,
higginbotham
ben
johnson.
I
remember
him
you
might
have
to
google
him,
but
also
cease
will
be
more
right.
Now
would
be
clapping
saying
that
the
future
for
law
in
the
city
of
philadelphia
is
bright
because
of
the
two
of
you,
and
I
thank
you
for
your
testimony.
B
L
Problem,
it
was
a
well
worth
wait.
I
heard
a
lot
learned.
A
lot
saw
some
familiar
faces
and
I
want
to
thank
you
for
having
this
session
a
lot
of
the
council.
Members
are
probably
familiar
with
myself
as
I've
come
to
many
of
your
offices,
or
I've
actually
reached
out
to
you
via
email
or
text.
As
you
know,
I'm
actually
an
aunt
who
is
in
the
midst
of
fighting
a
really
four-year
battle
of
the
judicial
system,
who
has
I'm
in
family
court
and
right
now.
L
L
L
Courtroom
is
even
close
to
close
family
members,
meaning
the
grandmother
can't
enter
the
aunt
can't
enter
and
basically
that's
a
real
detriment
for
the
children,
because
they're
being
put
in
foster
care
and
by
the
time
we
attain
lawyers
to
get
in
there.
The
judge
is
saying
where
you
been
all
this
time.
L
So
if
I
had
three
ass,
I
would
ask
that
parents
are
always
given
a
choice
of
having
a
a
quarter
put
a
lawyer,
but
what
I
would
ask
is
that
they
be
allowed
to
select
their
lawyer
from
the
list
of
the
ones
that
are
given.
I
recently
read
an
article
where
there
are
some
attorneys
who
have
over
300
cases.
So
that
means
a
hundred
cases
per
month
are
what
they're
using
dealing
with.
So
they
can't
possibly
give
quality,
whereas
some
lawyers
only
have
20
or
30
off
the
less.
L
I
actually.
My
second
ass
was
to
open
up
the
courtrooms
and
even
maybe
just
to
family,
so
that
family
can
get
in
there
and
show
that
they
are
willing
and
able
to
take
care
of
these
children
that
are
put
in
the
system.
And
then
my
third
ask
is
to
maybe
have
the
parents
decide
whether
or
not
the
judge
makes
the
decision
or
maybe
there's
a
trial
by
their
peers,
because
what's
happening
right
now
in
the
family,
court
system
must
end,
because
it's
just
not
right.
Thank
you
for
allowing
me
to
testify.
A
L
Courtrooms
and
that's
up
to
the
parents
choice:
if
the
parent
decides,
they
don't
want
the
courtroom
open.
That's
fine
parents
should
be
able
to
decide
whether
they
would
have
a
jury
trial
by
their
peers,
based
on
their
evidence
and
for
parents
to
be
allowed
to
select
from
the
list
of
court
appointed
attorneys
just
one
given
to
them,
and
that's
just
what's
happening
right
now.
The
judge
decides
who's.
The
attorney
for
the
parent.
L
A
N
Evening,
everyone,
my
name-
is
april
mcbride.
I
too,
along
with
bridget
powell,
have
had
many
issues,
but
not
many
just
one
particular
issue
with
the
family
court
system,
and
actually
I,
before
I
begin,
I'm
gonna
speak,
speak
on
the
mistrust
and
also
the
racism
in
family
court.
I
was
just
I
just
did
an
article
in
the
philadelphia
inquirer.
N
I
don't
know
if
y'all
could
see
it
or
not
wait.
Let
me
put
my
camera
up
and
this
it's
about
being
placed
on
a
registry
without
a
hearing
placed
on
the
child
abuse
registry.
Without
a
hearing,
and
not
only
me,
I
could
send
you
a
copy
of
also
through
email,
but
but
not
only
me,
but
not
only
me,
but
thousands
of
people
have
been
placed
on
the
registry
and,
like
bridget
powell
said
in
family
court,
you're
proven
guilty
you're
guilty
until
proven
innocent.
Now
on
paper
they
have
me
guilty.
N
I
know
I'm
innocent.
My
lawyer
said
I
was
innocent
and
I
went
my
but
the
judge
also
blocked
my
superior,
my
appeal
to
superior
court.
I
have
actual
proof
documentation
in
regards
to
the
judge,
doing
that
and
then
also
at
the
my
very
last
transcript
of
my
court
transcript
because
my
case
closed
within
three
months
once
they
realized
that
I
had
a
pay
in
lawyer
and
my
so
my
the
case
closed
in
three
months.
The
judge
well
with
dhs.
Excuse
me
a
child
abuse
which
was
totally
false.
N
They
didn't
have
any
substantial
evidence,
no
doctor
report
anything
it
was
just
retaliation
because
I
stood
up
for
my
rights
now
the
judge.
My
my
lawyer
asked
the
judge
at
the
end
of
my
hearing.
His
request
had
nothing
to
do
with
custody.
It
was
the
aspect
of
him
ordering
my
character
as
a
child
abuser.
The
judge
then
said
I
didn't,
I
didn't
say
anything
about
child
abuse.
N
Today
I
was
never
deemed
a
child
abuser
from
this
from
so
far
from
what
this
judge
is
saying,
but
cls
was
doing
the
child
child
abuse
registry
and
I
applied
for
it
and
in
the
child
abuse
registry
from
the
staff
attorney
from
the
cls
she
said.
Unfortunately,
we
cannot
help.
You
appeal
your
child
abuse
record
because
you
are
passed
due
to
the
pill
which
we
appeal
but,
like
I
said
it
got,
kicked
back
because
the
family
court
judge
already
made
a
finding
that
you
committed
child
abuse.
N
I
could
go
home
and
live
life
as
normal
with
my
with
my
daughter,
but
I'm
stuck
in
this
system
for
almost
three
years
with
my
name
on
the
registry,
I'm
in
the
medical
field,
I
work
for
the
federal
government
and
I've
been
working,
my
behind
off
to
get
this
stuff
overturned,
and
I
have
proof
actual
proof
that
I
had
to
send
to
the
inquirer
reporter
for
her
to
do
this
story.
She
wouldn't
did
this
story
out
of
just
you
don't
be
saying
it
happened.
N
I
have
all
documentation
a
transcript
stating
this
judge
said
he
never
called
me
an
abuser
and
I'm
not
an
abuser.
So
why
is
my
name
on
the
registry?
That's
number
one
and
I
need
it
needs
to
be.
It
needs
to
be
taken
off
a
set
and
number
two
like
I
said
I
had
documentation
from
when
my
when
I
paid
1700
for
my
lawyer,
my
paid
lawyer
to
appeal
this
judge's
reconsideration
and
the
judge
did
not
want
to
reconsider.
You
know
his.
N
I
have
all
the
proof
right
here
and
he
also,
and
they
also
stated
that
he
had
substantial
evidence
of
what
he
was
stating
that
I
was
accused
of,
but
in
the
document
of
the
transcript
it
states
that
he
was
not
calling
me
there
or
characterizing
that
you
probably
can't
see
it,
but
I
can
come
to
your
office
and
show
you
everything,
so
I
have
actual
proof
that
first
of
all,
my
constitutional
rights
were
violated
because
he
real
he
purposely
railroaded.
My
appeal,
my
case
was
never
a
fast-track
case.
N
He
put
it
on
fast
track
and
also
said
he
had
substantial
evidence
that
I
did
this.
There
was
no
reports,
no
medical
reports.
Nothing
then.
My
daughter
testified
that
I
didn't
do
anything
inside
of
the
judge's
chambers
and
they
concealed
her
document.
They
concealed
her
testimony
on
the
documents.
My
lawyer
was
there
as
a
witness,
so
just
because
I
stood
up
for
my
rights,
they
retaliated
against
me
now,
I'm
sitting
here
with
my
name
in
the
system.
N
N
Not
at
all,
so
I'm
happy
that
this
is
definitely
coming
to
the
forefront
and
once
again
like
bridget
powell,
I've
been
coming
to
the
you
know
to
all
of
the
meetings,
the
resolution,
hearings,
etc.
You
know
helping
out
with
councilman,
you
know.
Councilman,
oh,
has
been
helping
us
out
and
councilwoman
cindy
bass.
You
do
it
as
well.
So
as
the
resolution
that
was
passed,
but
me
I'm
still
in
the
clutches
trying
to
get
my
name
clear.
A
B
All
right,
well,
I
just
caught
well,
I
was
I'm.
I
figured
that
I
would
be
cold
now
get
on
now,
I'm
on
my
way
to
work,
so
I
had
to
pull
over
I'm
calling,
because
I
mean
you
know:
I've
been
going
through
all
the
court
systems
with
this
illegal
eviction,
identity,
theft,
mortgage
fraud,
it
started
at
municipal
court.
I
appeal
I
couldn't
even
get
no
legal
representation,
whatever
they
had
by
my
name.
I
couldn't
even
get
legal
representation.
B
B
You
know
the
superior
court
is
the
next
highest
court
of
the
united
states.
I
appealed
I
had
to
google
how
to
do
a
brief
on
my
own.
I
turned
in
a
brief
and
they
still
ruled
my
case
and
ruled
in
favor
of
the
the
landlord-tenant
thing,
which
was
illegal,
because
I
have
no
idea
who
the
person
was
that
took
me
to
court.
Mind
you.
It
shouldn't
even
left
the
municipal
court.
B
A
B
Right
and
in
the
mix
of
that
the
police
came
out
there,
the
sheriff
office
was
there,
the
police
was
there.
I
was
tased
taking
a
friend's
the
frankfurt
area
hospital
to
take
the
things
out
and
then
taken
over
to
friends,
hospital
and
they're
trying
to
keep
sweeping
everything
up
underneath
the
rug,
but
I
told
him
already
it's
not
going
down
like
that.
I'm
sorry!
It's
not
going
down
like
that.
B
Oh
they
removed
all
my
belongings
from
the
house
which
superior
removing
the
storage
works
for
the
city
of
philadelphia.
They
contract
with
the
city
of
philadelphia.
All
my
son
plays
state.
He
had
four
different
consoles
game
consoles.
All
his
games
were
stolen.
My
grandmother
is
no
value
to
that
ring.
That's
my
late
grandmother's
ring.
J
B
A
A
H
When
you
have
constituents
who
take
time
out
of
your
schedule,
I'm
gonna
give
public
comment
and
talk
about
their
interactions,
and
so
obviously,
if
we
can't
get
it
right
at
with
the
leadership
at
the
executive
level,
then
surely
those
individuals
who
are
coming
to
get
service
by
our
court
system
probably
aren't
receiving
a
fair,
shake
and
again
I'll.
Go
on
a
record
of
saying
that
the
lack
of
having
no
representation
here
by
fjd
is
just
indicative
of
the
entire
environment
that
is
being
operated
over
in
our
court
system.
H
But
more
importantly,
it
goes
to
a
wider,
systematic
issue
around
being
indifferent
to
basically
black
issues.
I
mean
there's
nothing
more
to
say
other
than
that,
and
so
I
will
regroup
with
my
colleagues
and
we'll
continue
to
advocate
and
work
with
the
judges
around
particularly
black
judges
around
on
this
particular
issue.
So
I
want
to
thank
everybody
for
their
comments,
their
questioning
and
their
concerns
around
this
very
important
issue.
Thank
you
very
much.
D
D
D
Is
it
my?
I
just
want
to
make
sure
I
understand,
for
the
record,
both
from
the
sponsor
of
this
resolution.
Councilmember
johnson,
the
chair
is
committing
that
this
resolution
of
matter
will
probably
be
as
to
the
call
of
the
chair
and
that
we
are
in
a
four-year
session
of
this
legislative
body.
This
will
make
sure
that's
my
understanding
basis
of
mine.
H
D
The
first,
I
think,
first
tuesday,
of
this
year
that
in
the
rules
that
were
adopted
by
this
body,
which
was
passed
as
a
resolution,
it
includes
in
that
language,
unlike
in
years
past.
That
currently
council
has
the
ability
to
use
other
means,
if
necessary,
like
subpoena
and
other
matters,
without
having
to
introduce
a
resolution
to
do
such.
I
think,
that's
also.
My
understanding
under
the
current
rules
of
council
that
were
adopted
by
the
17
members
of
council
by
resolution
is
that
my
understanding
is
correct.