I just hope the clerk next caller. I am a black woman that works for the department. I would like to thank the supervisors for bringing this issue and bringing awareness to the concerns and these issues. I am also in support of the black employee alliance. We need the tangibles and the demands listed specifically in the letter. We need a supervisor to focus on racist bias and racism [indiscernible] this person should focus on the departments where there are racially bad actor acto actors [indiscernible] terminations and medical releases. The Inspector General should or could also lead efforts on the following examples. One important one would be to abolish the d. H. R. , e. E. O. System [indiscernible]. Clerk could we have the next caller. My name is marco reed, an employee at the San Francisco m. C. A. I want to bring us back to some of the points around apprenticeships, pathways, and pipelines. M. C. A. Has embarked on an Aggressive Program to bring to light some of the things that were brought out in the plan and also some of the basic diversity issues that weve been struggling with for years. Jeffry tomlin has been trying to work out practical ways forward on these issues. I welcome the support and i welcome the mayors support in making these programs happen. I have been a city worker for over 30 years. There are a number of ways we can move this forward. I can tell you that we are in the forefront in San Francisco in the apprenticeships and pipelines, but we need to implement these things to all city departments, not just at d. H. R. And m. P. A. , but all city departments. If we can get all the city [indiscernible] clerk thank you for your comments. Can you hear me . My name is Sheryl Taylor and i work for the utilities commission. I would like to thank all of the supervisors as well as the office of Racial Equity and the Human Rights Commission for bringing and keeping the issue of antiblack racism to the fore. I would like to support and align and encourage you to implement some of the requests from the black employee alliance, one of which is to appoint a citywide Inspector General and have this person report to the mayor and be outside of the city process to the extent possible. I would like you to reopen the complaints during the tenure of the previous director due to the mishandling and abuse in the e. E. O. I am a data point, educated at stanford and m. I. T. , financial professional with nearly 25 years experience, and here i am having filed an e. E. O. Complaint against the city. I thank you for your attention and cede my time back. Clerk thank you for your comments. Mr. Coo, could we have the next caller. Can you hear me . Clerk yes. Thank you so much for your presentation [indiscernible] i am a black employee at the department of homelessness and supportive housing. I am a member of the black employee alliance, also a Racial Equity officer and someone who currently continues to deal with antiblack racism. I would like to share a quote of the center of what we are dealing with right now. It appears that my worst fears have been realized. We have made progress in everything, yet nothing has changed. I want to acknowledge all of the different presentations from the different departments, but i want to say before i list the demands sent that if we arent willing to name what this is, antiblack racism and that it permeates through individuals and leads to systemic antiblack racism and that is not going to be something that we can just meet about, that we have a serious problem. We have a lot of work to do and i dont know how many people are prepared to do that. One of the demands that is important to d. E. A. That we examine all the Civil Service list lists [indiscernible] there was a black female who ranked number one for a position last year, yet d. H. R. , its Employment Services director chose a white male who ranked below her clerk thank you for your comments. I want to say about what the previous caller was saying about nigel being passed over and a white male was selected to fill that position. In another position there was something called adrian kind. She had a masters degree and passed over for a promotion. They took a white male who was in the classification of a 1310 who was below her and promoted him over her. In the case of two other black female females, both with the city, they were exempted from the process to go through the competitive process for the h. R. Director position. Another employee at Public Health was passed over for director of Public Health. Even when were qualified, we have capable, competent, wellpolished and welleducated people at the city of San Francisco, there is still racial bias. Its not that were doing anything wrong, its that were not conforming to the antiblack bias. The waif in which were viewed when walking into those rooms needs to change. Its not that we have to change job qualifications because were not monolithic. We come in all shades and levels of experience and education. That needs to be validated, recognized, and appreciated. Right now its not clerk mr. Coo, can you put through the next caller. Hi, i was the only black accountant in my department. I am constantly singled out for discipline i believe because i am black. I have filed two official complaints of Racial Discrimination and as a result of these complaints i had no confidence my complaints are being taken seriously. As a black employee, i felt my own recourse was to seek outside outside of the system, which is why i needed to hire an outside counsel. This has cost me confidence in e. E. O. And h. R. I am in support of hiring an outside investigator. I want to thank you clerk next caller. Can you hear me . Clerk yes. Im also a local 21 member. I want to echo the requests of local 21 about what should be done about the e. E. O. Situation. I think its horrific. If our black and brown colleagues cant show up to work, then no one can. With my experience [indiscernible] we had an ombudsperson who issued a report. The results have not been issued. With the requests today, i hope that you really implement these and take them seriously. The costs of not doing it are greater than the costs of doing it. If we say it would be too hard or expensive, then how can we show up for our communities when we cant do this in our own four walls. Thank you for your time. Clerk thank you very much for your comments. Could we have the next caller please. Good afternoon. I am the president of local 21. I am a Construction Specialist at p. U. C. I am here because i myself have been a victim of discrimination and bullying and i am aware that many in my chapter will ask and other people of color have experienced the same. We are very discouraged to learn about the loss of faith in the e. E. O. And h. R. Due to the bad practices. Even more discouraged to learn that the system of justice that we rely on is no justice at all. I am here to support the black employ alliance and to call for the following. Create and implement clear and transparent e. E. O. Investigations, policies, and practices across all departments. An investigation of e. E. O. And h. R. , a credible and external investigator that is not part of the system in order to restore our Workers Trust and faith. And lastly a temporary freeze on e. E. O. s activities on making determinations until such time as the investigation of e. E. O. Has been concluded. Thank you very much. Clerk thank you very much for your call and your comments. Mr. Coo, could you connect us to the next caller, please. I want to raise an issue that is directly impacting a lot of black and Brown Workers in the city. The broader of supervisors had approved a cost of living adjustment for city nonprofit workers in the shelters and also people who are working in the welfare to Work Programs and workers covered under the minimum compensation ordinance. That wage raise has not been implemented. This is you know, it does a wage raise which is barely keeping up with inflation in the bay area. Its a tragedy that some of the lowest wage workers in the city are not seeing an increase that basically helps them keep up with the rate of inflation. Thank you, supervisors. Clerk thank you for your comments. Could we get the next caller, please. Is there a caller on the line . If youve just heard from the system that your line has been unmuted, this is your opportunity to make a comment. Hi, this is clerk go ahead. Youre connected. Is there a caller on the line . Yes. Can you hear me . Clerk yes. This is clerk ms. Rutherford, you had two minutes and each speaker only enjoys two minutes to speak. We need to keep it equitable for all in the process. Thank you for your participation. Could we get the next caller, please. Can you hear me . Clerk yes, we can. Im calling on behalf and in support of the black employees alliance. I want to discuss about the issues that black and brown people face. I used to work in a Public Utilities commission. There was problems there and in all the citywide agencies, particularly in d. H. R. Areas there needs to be some accountability that i want to discuss is pretty much the hiring and promotion inequities, payment and training inequities, pay inequities, and many others. I experienced that and also participated in recruitment of black and brown employees with a previous caller. I think this should be some type of independent investigation outside of the d. H. R. And e. E. O. And some of these Department Agencies because theyre part of the problem and not part of the solution. They need to contact former employees who were unlawfully and wrongfully terminated. There needs to be some support with the black employees alliance to work with them to fix the ongoing issues that hampers the problem in the citywide system for black employees. There needs to be some accountability and transparency along with the Department Heads and also some transparency providing public documents to the Sunshine Ordinance Task force. I know the city has been unwilling to provide information so the employees can present their case of discrimination clerk thank you very much for your comment. Could we have the next caller, please. Hello, can you hear me . Clerk yes, we can. I want to thank the supervisors to listen to us again. I am Jessica Brown, a current member serving with d. H. A. And i wanted to continue on what previous callers said our demands are and not only looking at the examination of all the exams, but also detaining a racial audit for the s. F. And d. H. R. Practices and policies, ensuring that we do a benefit burden analysis. Also doing a roll out of a 360 racial survey twice per year with a twohour feedback to hear from employees to tie into recommendations for the department of Racial Equity outcomes and a 360 feedback for employees. And also a reinstatement of all employees who have lost their jobs due to these inequities. As a new employee to the city, i witnessed black employees, their testimony of the ill treatment and criminal treatment and experiences that they have been facing from the city. I think its time to stop asking what are the issues and start moving to the action because we have been gracefully transparent and at risk of our own employment to come to you all clerk could you connect us to the next caller. We recently saw an admission from an employee that implicate the director of equal opportunity saying the director told the employee there would be no finding in a discrimination complaint submitted by a black female employee before the investigation occurred. In addition, several other h. R. Professionals from various departments from across the city say they have been told repeatedly to change language in harassment and discrimination complaints before theyre accepted and yet the e. E. O. Director still remains in her position today. How is this possible . . This is systemic and cultural. New leadership needs to be instituted across the city, particularly at d. H. R. Where these problems need to be addressed consistently. This is organized assault against the black employees in the city of San Francisco. If nothing is done to resolve these issues, there will be classaction lawsuits taken by employees that they should not have to go through and this is so unfortunate. There needs to be change. Please clerk thank you very much for your comments. Could we have the next caller, plea please. I am a member of e. E. A. And i want to back up what Jessica Brown said, which was brilliant. I have experienced four years of discrimination in the department and its been really difficult to see the compromise e. E. O. And d. H. R. Have had. So i fully support what is being asked because i want the city to be using its resources to correct discriminatory and damaging practices to employees and other people of color. I dont want it prioritizing to protect the liability of the city, but to reconstruct the system to hold everyone to account and be treated with respect and to be able to support your community. I want us to reach our communities of color who are disproportionately impacted by systemic racism. So please, please back up and support the propositions that e. E. A. Have. Clerk thank you very much for your comments. Mr. Coo, could we have the next caller, please. Is there a caller on the line. Clerk mr. Chair, that completes the queue. Thank you so much, operations and mr. Clerk. Public comment is closed. I want to thank all of the callers who spoke out during Public Comment and also particularly thank the black employs alliance and local 21 for all of your advocacy on these really urgent issues. I thank you for your leadership in calling for this hearing today and for introducing this resolution. Supervisor walton, you have some remarks and would you like to make the motion. Thank you so much, chair mar. If director eisen is here, i have one question before my remarks and the motion. Yes. Thank you so much. I do just now have one question. A lot of issues and concerns were raised in the course of the hearing during the course of Public Comment. Something just dawned on me. I dont know how many other Department Heads are around, but i would be interested if you took the management exam and if the other Department Heads had to take that exam. Im going to go back and check. I believe that i did. As i recall im not sure if it was in place at the time i came back to the city, but ill check. I believe that we were experiencing so many complaints about our management ranks and the inconsistencies out there about people being promoted who were perhaps good in their occupation, their professional occupation, but really were failing at managers, that was the point at which h. R. Developed the test for anyone who was there to be a manager [indiscernible] supervising others and so on. Its been years and i dont exactly remember. When i was hired back in the city, i was hired in a charterexempt position defined in the charter. It would be good to know how many managers have [indiscernible] that would be good information to have. Happy to look at it. Thank you. I do want to again thank chair mar [indiscernible] for having this hearing today. I know it took us a lot to get here, but this is very important and we see a lot of great information. I also want to thank our departmental leaders and employees who presented and called in as well as labor leadership. [indiscernible] this is something that we need to make reforms and take immediate action on. I know weve had several hearings and talked a little bit about a timeline. I know everyone is worried about making sure that we have action and i will jump into that because we are here for action. We want to see true changes and true reforms. We have heard so many recommendations from affected employees, other city managers. Supervisor peskin and i requested another hearing to receive recommendations and to reform the equal Opportunity Office here in San Francisco. Just to note, thats why we didnt have a lot of specific conversations about the e. E. O. Office here in San Francisco because we will be having this hearing. And a review of the best practices with e. E. O. Offices, including Core Functions of the e. E. O. In overall city structures and general oversight. We are also requesting the department of human resource, budget, and legislative analysis and office of controller to present. So we will be digging in and coming with recommended changes for moving forward. I also requested three pieces of legislation from the citys tawrns office. One to create working groups for africanamericans on city employment which will be appointed by the board of supervisors and the mayor, to create legislation to mandate the department of Human Resources to work with the on all cases, create an independent investigate to look at the claims. We will see work coming forward in terms of those areas of legislation, keeping in mind what recommendations have been brought forth. Our main goal is to ensure that all e. E. O. Complaints are properly investigated with adequate support and that all of our employees are treated equitably here in San Francisco. This is something thats been long overdue. I want to thank everyone for participating in the hearing. More importantly, i want to thank my colleagues and leadership and folks to Work Together on tangible solutions. Chair mar, i would love it if we could continue this hearing to the call of the chair, i definitely want to keep this open and make sure we do our Due Diligence to come up with strategies. This is something we need to do again. I just have