We have concerns about the accountability section of the plan. Specifically the lack of clarity around how feed paback will wor. Furthermore, we would like to see key indicators and metrics for successful implementation of the Racial Equity action plan shared at the beginning of each quarter with various Infinity Groups within the agency. Thank director borden for your comments. Sfmta executive team and our m. T. A. Board of directors on the implementation of the plan including proactive plan to report on key indicators and metrics as well as the opportunities to address challenges within the plan as they arrive. We know this is a draft. We might have to pivot. We want to make sure that Infinity Groups are part of that conversation in office of engagement. We are supportive of the plan and ensure right processes in place to ensure effective implement takes. Director tumlin, you mentioned you havent been able to meet with all at the groups. We to look forward to you attending your first latinx meeting. We will be very happy to have you there. Chair borden thank you so much. Board members, did you have any questions . Vice chair eaken i want to pick up on your comment around idea of more staff. Understand, i hear that loud and clear, we have heard a lot about the Budget Constraints and reality. I think its in los angeles they have an office of sustainability with a very small staff. The various departments are also ask to designate lead for their department. I want wonder if were in position where we dont have funding for other staff to build out that gap. Can you look at interim strategy of designated like a Racial Equity lead for each of the division at least touch point for the different areas of the agency who could meet with with the Racial Equity lead with some frequency and put some portion of brain space towards this topic. Its not a perfect solution. I wonder if it would help take a step providing more capacity for that person . I think thats a great point. We started like that what happened because the pandemic, lot of the Staff Members that were involved in the Racial Equity action plan, lot of us have done quite fine because of the pandemic. During this time, its been really hard, even under the model what youre describing, to add this work because were trying to do essential government work. Pandemic aside, that can be a great model. Pandemic with the do of the challenges, it adds another challenge to implement effectively. If i may chime in. Board members, you understand the situation that were facing. Director tumlin were working quickly as possible to shrink the agency. We have to shred as many workers as attrition to avoid layoffs. What that means reducing our services. Were having to cut back on every single thing that the agency does. We need to cut back further in order to allow existing staff to be able to do this necessary Racial Equity work. Im grateful to the project Management Team, the Racial Equity action plan, many of whom have been working far beyond their usual 40 hour weeks to accommodate this plan. That is not sustainable. In order to do this work, weve got to reallocate staff time and reduce the amount of services we deliver to the public. That is decision that we need to make in an era of constrained resources. Particularly given m. Complaints that you heard from the public and well continue to hear about increase the services that we provide to the public and reducing the cost of the services to our customers, we are operating in an era of constrained and rapidly shrinking resources. Im committed to continuing to do this work. It does come at a price. Chair borden are there any other questions . Thank you so much for your presentation. We look forward to hearing from you more frequently on our action plan. Thank you all for supporting each other. Its a really critical work. Thank you. Next up we have tracy good afternoon everybody. My name is tracy nagucci. The work we do is a group as not in isolation. Its coordinated with colleague of color and Infinity Groups. Were here to support request from our colleagues and baag and the latinx Infinity Group. We like to acknowledge all the tremendous work that our colleagues put in this plan. We like to recognize the current climate and context for this plan. As mayor pointed out, city data shows persistent inequities with respect to wages and promotional opportunities. Most notably black employees with lower paying positions its only as good as execution, it is not the end of the work we need to do towards Racial Equity at sfmta. It became clear that not everyone was on the same page about the state of our agency or the need to improve outcomes. Many of those who wrote this plan were low level staff who approached the work close whichs outside their normal work. They have not always met universal support. This shows the need much more normal station around antiracism, how to recognize racism when you see it and what to do when its pointed out to you especially if youre white. We recognize this is constrained project. We urge the board to hold the agency fully accountable for the implementation and progress were counting on to make this plan a success. We support this plan. We look forward to real change at sfmta to improve the outcomes we see. Some of the truths weve heard of the inequities at sfmta make us uncomfortable as white people. We urge all of the white people in the highest positions of power listening here today, t to sit with that discomfort and instead of pushing it away. When our colleagues who are black and indigenous or people of color tell us they are experiencing racism, believe them. When outcomes are statistics show us that racism here at sfmta recognize that and dont try to argue it away. James ball wi baldwin, nothig can be changed until it is away. White supremacy largely manifest itself in tiny judgments we make. They stack up. Our approach to interviews and approach to promotions, things we let slide from other white colleagues, thing we dont back up black and brown colleagues on. We would like likely argue their experience or diminish. We need to be able to see White Supremacy in our decisions and actions as white people or we will never change the system that we created and maintained. Resist the urge to defend the status quo. It wont be comfortable. Thank you. Chair borden thank you so much. Thank you for being such a great ally. Board members you have any questions . Thank you so much. Were going to have Public Comment. There might be questions. I want to ask grace, who presented the Racial Equity plan if she wanted to add anything to the Infinity Group. Generally, i agree with everyone that spoken from the other groups. We stand in solidarity. Definitely support the plan. Im looking forward to seeing accountability and making sure the plan goes into execution. Ill leave it at that. Chair borden great. Are there any pressing questions . If not i will open to Public Comment. Moderator, open the line for Public Comment. First speaker please. Good afternoon. Im a Transportation Planning manager who has been at sfmta for other five years. Im part of the white people working against racism group. I want you to know that racism is a alive and well at sfmta. You might miss it as a white person and you can see it everywhere from the lack of diversity of leadership and Management Team to the shocking disparities in discipline. Im here to ask you to listen to black and brown colleagues. The agency is facing a tough budgetary situation. Please challenge us to do more with the resources that we have and prioritize Racial Equity work. Challenge us to fully staff office of Racial Equity and inclusion. What i hear my black and brown colleagues saying, what sfmta doing now is not enough. I see the data showing the same thing. Please expect more of us, please listen to what they are asking you today. Thank you. Chair borden thank you very much. Next caller. My name is devon anderson. Im the employee with sfmta 9160 transportation operation specialist. Im calling to im also a part of the baag group as well. Im calling to relay my support of the Racial Equity action plan. It is important and long time coming. We need the board, the director of transportation and rest of the team to invest their support and dedicate funding so that the plan can be realized. Thats all i have to say. Thank you. Chair borden next speaker please. As an m. T. A. Rider, i think its great that you guys are making this effort. I want to touch on something regarding equity being extremely important. I think the idea of calling discipline may not be the best. Pulling back from that may get us to a point where we have issue like with police union where its nearly impossible to discipline folks. The core issue is now the hopefuls are applied. This falls on your managers, if you have a manager with high level of direct reports, any company that indicates a poor manager. Is should not pips should not be a common thing. One thing i didnt hear constitutes is ensuring that the union is diverse among leadership and who it represents. Just as you can have managers who discipline unequally, they can be enabled by a union that defends its members. I would encourage sfmta when youre looking at an overall Racial Justice plan, not only look internally look at the composition of the Union Leadership that you are partnering with. If the union itself is heavily white, you can run into the same sort of subconscious conscious issueissues that you trying to eliminate from yourself. Chair borden next speaker please. Hello. I wanted to say on this item, i think lot of the issues start with the disconnect between management and front line employees. I seen it happen at bus terminals will inspectors will sit in their truck and not say anything to an operator, two weeks later theyre in the office. Theyre getting written up for being not having correct sign and they got it from it inspector. Instead of getting out the truck, they sat in the truck wrote a report without communicating. Its key of communicating to people and instead of management hiding in their offices and truck and not ever connecting with employees. I think its really important to get the board, get managers, riding the buses and connecting with front line employees, seeing what its like. As much as you can thank the employees, if you dont really know what it is that they are dealing with, you cant make informed decisions on anything. Thats my comment. Chair borden thank you. Next speaker please. Im a member of the black and africanamerican Infinity Group. Im also part of the communications division. I want to support all the Infinity Groups that i want to uplift the comments made from councilmember earlier. Especially looking to equity as part of a subcommittee. I want to get your support and other Board Members to ensure that we have open communications from the executive team as well as all the Infinity Groups. Thank you so much. Chair borden next speaker please. My name is charles. I use pronouns, he, him. Im 24year employee at sfmta and member of sfmtas white people working against racism. These comments are my own. I support the statement and presentation of the sfmta black and africanamerican Infinity Group. If black sfmta employees were the only ones impacted by Structural Racism at this agency, it would require that we address and eliminate antiblackness at this agency. It goes further. Individuals who perpetuate antiblack policies are also harming themselves and are harming our public. Antiblackness is preventing this agency from putting out its best work by forcing us to direct the energy that could be spent serving the public into dealing with the effect of antiblack actions. I believe the time spent on eliminating antiblackness and other racism from the agency will be more than covered by improved productivity from staff who can focus fully on their work. I urge the sfmta board and sfmta director to support this change both by policy and by deed. Especially Restorative Justice process. I support the statement and presentation of the sfmta black and Infinity Group. Thank you. Chair borden thank you for calling in. Next speaker please. Let me first begin by thanking the Infinity Groups for their hard work and also i long have mentioned to others that support is integral in this process. Jeff tumlin has been somewhat, i would say, truthfully supportive. As i stress to him from the beginning, communication is key in the organization over 6000 and transparency. Most i want to thank donte king for his work. Wearing five hats, one person, i was surprised they didnt have a nervous breakdown. We have to have adequate staffing. He did not. I ask more than three times mr. Tumlin and ms. Kimberly ackerman when that position will be filled. Lot of progress was made with donte king. He touched on subjects that normally and now still make people uncomfortable even though he provided extremely high quality education information and helped us come together as a team as coworkers to without rancor, understand and become educated as how racism works, how systemic and builtin it is in the sfmta. I totally support the Infinity Groups with their work. I support the plan but theres much more work and accountability to believe that. Thank you. Chair borden thank you so much for calling in. Next speaker please. Hello sfmta board of directors. My name is jesse moore. Implementation of the Racial Equity action plan and regarding implementation of the Deloris Blanding report. You will hear presentations Current Conditions can are better than they are. Its too hard or too expensive. I watched best colleagues leave sfmta. Theres outrage. After having been at the agency and seeing the crises around john haley and seeing lack of action to address the harm that john haley inflicted. I watch my colleges breakdown and cry at work. Now another crises is occurring at e. E. O. This is the backdrop trying to put our best foot forward and service to the public. I thank you. Chair borden thank you for your comments and sharing your experiences. Next speaker please. Good afternoon chair borden, Board Members. My name is dustin white. Im also an sfmta employee, i work as a transportation planner. Im also a member of the white people working against racism group. Im here today to lend my voice and support for black and brown colleagues and ask you urgently prioritize every tool at your disposal to address the ongoing racial inequities. As we continue to cope with the pandemic, difficult tradeoffs must be made. As we consider these tradeoffs, i believe we will do a great disservice, look to our employees and public if we fail to adequately resource the Racial Equity action plan. Prioritize continued actions to dismantle Structural Racism within our agency. Im very grateful for the dedicated staff who have gone above and beyond far normal job duties to develop the Racial Equity action plan. To gather feedback from across the agency. It is unrealistic to expect this plan to be successful if we rely on existing staff to implement, update and track progress. As a starting point, i believe this work requires the hiring of Racial Equity and inclusion officer along with a team of supporting staff. I look forward to your leadership to ensure that we do not continue to fall short of our agencys values of racial outcomes. Thank you. Chair borden thank you. Next speaker please. Good afternoon. Directors, im tracy lens. Im the acting chiefly equity strategic within the sfmta Emergency Response team. Im also member of the asian Infinity Group. I speak personally for myself. Im in support of the six action items with the black and africanamerican Infinity Group as shown in the data conveyed by sfmta staff and my lived experiences and the experiences of my black and brown colleagues, theres much work to do to address racism. There must be concrete action and there must be true decisionmaking power for the office of Racial Equity and inclusion. This is the nature of all equity work within our agency as well as within our daytoday job as staff of color. We deserve to have our work to be respected, heard and acknowledged and have narrative believed and prioritized. Even worse, talking about change without meaningful action is equivalent gas lighting everyone who helped develop that framework. We have lot of to do but installs the right organizational structures and taking the right action, we can greatly advance sfmtas antiracism work today. Thank you. [please stand by] i urge the board and the executive team to acknowledge and address this in advance of onboarding a race Equity Inclusion officer so we do not cause the same harms to any other employees of color working at Racial Equity. Thank you. Clerk thank you. Next speaker, please. You have two questions remaining. Clerk next speaker. Caller hi, yes, good afternoon. My name is mareiany mag