Give project sponsors informatis policy guidance early. So that they would know what weg about, how we are looking at thd what will be required, dependine demographics and the historicalt given project. We wanted both the planning come Historic Preservation commissioe tools in terms of community accy outreach and representation of e conversations that we have aboud plans so that folks would have r understanding about who are theo are the losers when we are debas and whose voices are heard the. We wanted to know why the worstd in the department, given this s. Why is it that we spend time ann some neighborhoods and not othes the criteria as compared to thiy statement that we have decided. Lets see. We wanted to make sure that rese available to do this work. And i heard you, director, about discussion coming up pretty soo. And i want to let the public kne keeping that in mind. And we also want to understand , you know, in terms of other regy infrastructures, both at the stl level, in terms of advancing tho have that also be part of the dn staff comes to us with these th. And then also pertinent to the n that we had this morning, we woe an internal work plan in the deo advance equity issues among our. And so while our staff is incred genderbalanced, i think the fao in the chain of command, that b. So we would like to have an intd proactive work plan that includl development and training, advant opportunities and intentionalits to giving folks the opportunityp leadership and decisionmaking t reflect Racial Equity lens. And lastly, we would like to seg education and more opportunitieo advance this work. And that also includes us. And the Historic Preservation c. I must say that i think since ie commission it was the first tima joint meeting with the historicn commission, and we really appreg that and just breaking bread tod getting into deep discussions is that also as an entire group ofa lot of things that we do that an projects that come to them and. But we dont often get a chancet together. So that was also a desire. And so with that, im going to y fellow commissioners before i ld ms. Jones come up, and to get yn what we went through and how weg with this work. Commissioner richards. Do we get a chance to speak c comment . Yes. Also. Okay. Ill wait. Oh, okay. Ill wait until public comme. Okay. Sounds good. All right. Ms. Flores, come on up. Investor know what you might. Im not lefthanded. Good afternoon commission presit staff. Thank you for the introduction. Im very thrilled to be bringinn of three years of our work befor consideration for adoption. Its been a significant lift fo. Because its not just a plan wis about culture change, process ca Serious Health assessment as ano see where we are doing well ands work to do. Before i jump into the presentao thank each of you for your suppn direction. I want to thank secretary jonast section we had two months ago. Director of Ad Administration sg this undertaking. Our plans and Lessons Learned aa model for other agencies. I would like to thank the steere which has been providing guidan. And i would like to thank the sm this work would not be possiblee internal commitment to action. Also rogers and chun for their d support and especially the coree to thank our director john ram g the initiative and standing fir. Excuse me. He did a lot of hard work. Dont always get this excited b. We want to tell you that we wous milestone without your engagemep and i also want to thank the coe support and technical assistanc. So im going to give a little bd during the presentation for thef members of the public who are te first time and just go over higl components of the initiative ane tackling implementation and thet steps. So president melgar alluded to s the department tackling racial l equity . We know disparities are increast and the housing crisis has madea lot of folks. City staff could be more diversr represent our communities, partn management. And we also know that governmene planning in particular have a hh significant racial and social i. For these reasons and because wc servants, we have a responsibile racial and social equity but ale are not exacerbating disparitie. I want to read this definition d because i hadnt noticed until t the legislation updated their d. But the city family has been us. What is Racial Equity . The systemic and fair treatments while recognizing the historicad harm done to specific racial gr. So we will update this definiti. And we used the prior definitior resolution. Our initiative is fulfilling cis to advance equity. Late mayor lee developed this. Under mayor breeds leadership s fiveyear Financial Plan includt strategy to advance his vision e greater accountability and equin city services. Most recently, the mayor and thf supervisors approved legislatiot august creating a new office ofy under the human rights commissi. This requires all departments tt we are doing, create racial equ. I would like to also highlight 3 which is Racial Equity report ca budget equity Assessment Tool. Commissioner melgar, you referr. We hope to be able to practice l very soon in the next few weeks. The responsibilities of city deo complete the plans by december s well as present publicly updatee years, give annual progress repd designate Racial Equity leaders. We are supposed to submit a stao make sure we are staffing appro. Theres also a nonretaliation e legislation. And we know the department has n advising this kind of work goino decades. The action plan will help us dor comprehensively in our internals external work. So what are the key components e initiative . Phase 1, which is what is in fry for adoption deals with our ints and has actions, strategies andn its inclusive of racial and soc. We completed our staff trainingf training, Baseline Survey and ra social and Racial Equity tool fn using on applicable projects asn implementation road map. Phase 2 is already also underwar external operations. We have begun doing individual e community, starting focus groupg brainstorms with staff. And theres all the ongoing worg and implementing and monitoringe doing. These are the initial five goal. The first four are hiring capacg budget, procurement contracting. And the fifth one points to thee need to do as part of phase ii. At the informational hearing ea, the matrix was still a blank sl. We were still thinking about hot doing this. Since then, we have developed oe are some draft key indicators fk and be accountable. Is anyone better off . How can we measure what we are . Our proposal is to work with thf Racial Equity once its up and o coordinate with the racial equid they have to produce to make sue tracking the right indicators ae measures and that the work is ae city. Similarly, when we last presente columns to the right of the acts slide were empty. Since then, weve come up with e measures, the specific timelinet to accomplish each of the actioe due date and the lead. And again, we want to refine the office of Racial Equity, partice performance measure so we are tg meaningful things and that we at with how they want to the pon that they will set for us. So almost all of actions that a2 and 3 are pretty much underway. But we chose kind of these arear the remaining of the fiscal year implementation. Training is not a onetime, sorn everyone and everyone gets equi. We have to have ongoing learnin. So we are prioritizing advancedr managers, fairness training, im. We want to create enhanced outrd recruitment lists for hiring ass contracting, so making sure potl contractors and organizations of opportunities of our other work. And we also want to develop guir criteria for hiring so managers, interview panelists are aware od not just bias but other racial y skills we might be looking for,l competency for certain position. Contractors are an extension of. They need to be aware of these d criteria. So we want to develop some scors well for them. And lastly, we already mentionee legislation requires that we an, the budget Assessment Tool willn the next few weeks. We included an interim assessmee first phase and staff have alreg practice and applying this. So we can work with each other y strategies for racial and sociao identify burden or unintended cn projects. I would like to sort of for exan example, connect the staff has y proactive. Not only do they have equity ase values but they have a comprehen which the rows are all the difff the project. I know they are hard to read bun the last two columns. They identify specific racial ay activities for each of the tasky associated a step of the tool tt relevant or most important. So theyve been very comprehens. At the request of commissioner e working with the market octaviay the tool to the project. Its a project thats already po its life. So we have been working with tho work through this process. And then a project that will beu today, also very proactive abouh equity goals and looking at unid consequences and burdens. So what are our next steps . As i said phase 2 focuses on the Department Operation areas, evew we do our Community Outreach ano our community development, data, preservation, enforcement and m. We have already begun doing bral as the community process. President melgar summarized they provided at the joint session af these things can fold into phass process. I would say the first two bullee can be part of our budget procet few weeks and then the third buo hiring is already encompassessef this work. So this is where we are in the s the big box on this chart. Some of the Key Highlights that, we already at the historic presr adoption in two weeks, december. And we will be the steering s meeting next week, and we are ge applying a budget tool with theg committee so we can inform the y the challenges or the needs ford shape this tool. And then 2020, we hope to be bae spring with a draft of the phasd bring a draft for adoption in l. And of course continue our ongog implementation and monitoring. So the proposed commission actit a resolution to adopt the phasen inclusive of the vision, directo implement the plan and finalizee implementation matrix and perfo, develop phase ii with communitye of Racial Equity and city agenco ensure that historically underss have act witable access to fund. In the spring well come back wn amendments to incorporate Racial Equity. One department alone cant cane racial disparities. We have to work as a city to mae and advance a more equitable an. It is an honor, this being natin history work, to bring this worr your consideration. Thank you. Thank you, ms. Flores. We will now take a public comme. I have two speaker cards. Cynthia gomez and alex lanceber. Anyone else who wishes to provit on this item, please do so now. Good afternoon, commissioner. Welcome, commissioner diamond. Youve seen me many times. Thank you for taking on the tas. The challenge is enormous and iy of you, its daunting because ae operating within a larger frames still designed to perpetrate ane inequities. I would quote the wonderful tonn she says the soil is bad for cef flowers. Certain seeds will not nurture,t will not air and when the land e acquiesce and say the victim hao live. He we are wrong, of course. I applaud you for making that sn and for using the tools that yod taking a leadership role and noa reactive role. Im looking forward to hearing f course, but to take that role iy important first step. There are specific tools, therel need to understand, but im vero understand with a union that isy immigrants, women of color, part immigrants, a lot of new speake. And we all of us fight like helb a dignified job to allow peoplea voice and play a leadership rol. The benefit of joining a union y more pronounced, the farther doe income earnings, the greater thf joining a union. For earners in the bottom 20 pet of joining a union is somethinga 20 percent bump. So youll hear me talk every tie and ask you to think about all s of equity, who gets the park and who has to contend with the cru . Who gets an atmosphere of opennc resources and who has to deal ws and limited hours . Who gets the attention and who . Well continue to talk about th. I want to urge you to think abof labor when it comes to questione particular tool of looking at cs is a great tool to look at thatu to really use that and to thinke different ways that each projece you can either exacerbate the it nobody wants to see exacerbatedy at it piece by piece. Thanks very much. I look forward to hearing more. Thanks, ms. Gomez. Next speaker, please. [please stand by] today, however, the labor movement, as cynthia said before me, at work for people for race, gender, national origin. Plain an simple, unions raise workers wages, give working people a voice in our democracy. And they are how our general, racial and social equity concern become material realities in peoples lives. What does this mean in practice with the construction trades, who i work with . Apprenticeship programs are the first step in the construction career ladder, with wages that allow workers and their families to thrive, not just merely live. Were proud that nearly 70 of apprenticeship enrollees pretty much statewide, since the recession, have been nonwhite. Even for higherpaid mechanical crafts, nonwhites make up half of the enrollees. What all of this really comes together is calling on you to take these equity considerations seriously in your work and to take the question of work seriously in your decisions. Look at the project sponsors first hiring forms, like actually indepth to see if the contractors reflect those values in their labor relations. Ask if Development Agreements negotiated by the Mayors Office of economic development, further equity goals in projects, construction and operation. Ensure local hiring from the top of the from the bottom of the hole to the top of the building and in operations. [bell dings] and make sure that these commitments arent just taken on faith, but strictly enforced. I look forward to the ongoing dialogue. Next speaker, please. Commissioners, connie ford, San Francisco labor council. First, chairman melgar, your leadership here has been extraordinary, that you bring up this issue. I havent read the whole thing, i have to be honest. But its right here. The first thing that stood out to me is that you have in this document a definition of structural racism. I dont think ive ever read a government document that was 75 pages long talking about racism, that included the definition of structural racism. So i know that everybody is digging deep. This is a big this is a big hurdle and a big job to cast. By coworks alex and cynthia took away a lot of my points i wanted to emphasize. However however, i think the issue of jobs and work have to be and ive been up here many times talking about, i read d. D. A. S, i have read the Community Benefit agreements. They always talks about jobs sometimes, but enthusiastic never talk about the quality of jobs. A good job, as you know, has a living wage and benefits a part of it. And its structural and its important. And we shouldnt gust jib developers a write on perform if they say were going to produce 4,000 jobs. We should be asking what kind of jobs and who will they serve. Thats important. Thats a structural thing. We talked before about maybe having a worksheet where people can check it off. This you know, to know our ft system is all set up. Its a good system. But guess what its not enforceable. Its like if you want to do it, you can. If you dont want to do it, you can. We need to hold these developers and hold these people accountable. Because in the end, just like alex said and cynthia, its these jobs thats going to address the racial inequity situation in our city. We all know that the wage disparities, economic disparities in our city are larger than practically anywhere else in the world. We have an opportunity we have an opportunity to really show our oomph and change the system to some degree. I support doing your internal work, the internal Department Work has got to be done in every department in every city, and in every department. Thats true. But lets look at the broader. [bell dings] lets look at the broader. Thank you very much for this position. Thank you very much for giving me some nighttime reading and i look forward to working with you on this. Thank you, miss ford. Next Public Comment, please. Good afternoon, commissioners. My name is sabrina hernandez. And any time theres an opportunity to speak up for racial equality and diversity, im there. So thats why im here today. Im a member of i. B. W. Local 6, in fact, a 32year member. I. B. W. Local 6 i started out as an apprentice. And its its something i celebrate, but something that always brings me a lot of pain. In my second year as an apprentice, i bought my first house. I bought my first house as an apprentice. This was 30 years ago. Its something i feel blessed by, but something thats painful to me. As we all know, cost of living here in San Francisco is very high. Represents are very high. Developments are very expensive. And there are a lot of people that are unable to continue living in this city. I. B. W. Local 6 has been my professional home for a while. I carried tools for about half of my career and for half of my career ive been a business representative. And whether it was carrying tools or as a business representative, i have always, always carried the experience of women of color at the forefront and people of color at the forefront. And people coming from disadvantaged backgrounds at the forefront. Because thats who i am. Thats where i came from. And as a lot of the speakers said before me, unions offer one of the great opportunities, as they did to me, to be able to continue living in this town. But i want to share a reality with you. You know, i go and see the apprentices every tuesday, i stop into their classes, just to provide a connection to the local union, answer any questions. The reality for the average apprentice coming in, big picture numbers are going up in terms of women participating in our program. In terms of people from disadvantaged zip codes in freelance being accepted into our program. Very strong relationship with city build, providing a flood of great candidates to come into our apprentice progr