Committee room is cltsed. Committee members will attend the meeting through Video Conference and are participating in this meeting as if they are present in the chamber. Youll have opportunity to speak and provide comments by phone by dialing 4156550001. When connected you will hear the meeting discussion. When item of interest comes up dial star 3 to be added to the speaker line. Please wait until the system indicates you have been unmuted and you can begin your comments. Best practices is to call from quiet location, speak clearly and turn down your radio or streaming device. Alternatively, you may submit Public Comment in the following ways you may email me im john carroll. If you submit Public Comment by email, i will include it part of legislative file. You can also submit your commentary in writing through the post and direct your letter to our office in city hall. The address there is one dr. Carlton b. Goodlett place. Finally mr. Chair, items acted upon will appear on the board of supervisors agenda october 27, 2020 unless otherwise stated. Supervisor mar thank you so much mr. Clerk. Please call item number one. Clerk reenactingment of emergency ordinance to temporarily require private employers with 500 or more employees to provide Public Health emergency leave during the Public Health emergency related to covid19. Members of the public who wish to provide Public Comment on this ordinance should call the Public Comment number now. That number is 4156550001. Im in receipt of an memo. Supervisor mar thank you. There are no changes being considered today. I will be brief. Colleagues this will extend for further 60 days, Public Health emergency which provides an additional two weeks of fully paid leave to hundreds of thousands of San Francisco workers. I urge your support today to maintain this crucial policy as more businesses reopen and workers go back to work. Why dont we go to Public Comment on this item. Are there any callers on the line . Clerk operations checking to if we have callers in the queue. For those who already connected, please press star followed by three to be added to the queue if you wish to speak. For those already on hold, please wait for your prompt to begin. That prompt will say, your line has been unmuted. I have one caller. Mr. Chair, that completes the queue. Supervisor mar thank you so much mr. Clerk and operations. Public comment is closed. I like to recommend this item to the Committee Report october 20th meeting board of supervisors meeting. Please call the roll. Clerk motionoffe [roll call vote] three ayes. Supervisor mar thank you. Mr. Clerk, please call items two and three together. Clerk agenda item number two hearing on the state of africanamerican employment and economic mobility in the city and the office of economic and Workforce Development citywide workforce prames and their impact on africanamerican employment. Number three is a resolution affirming board of supervisors commitment to advancing Racial Equity and affirming the city and county of San Francisco to addressing existing inequities in policies and services. Now is the time to call in if you want to get in line to speak on this item. Please wait until the system indicate that you have been unmute the and you may begin your comments. Supervisor mar thank you. I want to first thank supervisor walton for your leadership on these items. And other important issues around equity and justice. I want to apologize for the long delay in getting this hearing scheduled. Im really looking forward to really important discussion today about equity and justice for africanamericans in our city. Thanks again supervisor walton. The floor is yours. Supervisor walton thank you so much chair mar. As you know, rest of my colleagues know and everyone in the city knows, we are in a challenging time with covid19. We understand that some of this takes a little bit more time and appreciate the committee allowing us to have this hearing today. Thank you supervisor peskin and supervisor haney as well as all of you know, this is a continuation of hearings. For years, we have continued to learn about Workplace Discrimination on behalf of San Francisco department of Human Resources and some of our citys larger departments. There has been documented instances of racial bias in hiring of black people and people of color, promotions for black employees and a disproportionate number of black employees in disciplinary action. On june 15, 2018 supervisor kim introduced a hearing on africanamerican workforce hiring, retention, promotional opportunity and Data Tracking on Workplace Discrimination complaints at the city and county of San Francisco. And requested department of Human Resources, City Attorney office, city administrator and other applicable departments to report. On september 19th, the government held a public hearing to hear the public major. The mayor issued directives been on october 30, 2018, supervisor cohen scheduled board of supervisors to sit as a committee of the whole on november 2018. To hold a public hearing on the very same matter. The city set up the office of Racial Equity. Theres so many areas we need to address. We have seen an increase outcry of mistreatment of black employees that work for the city and county of San Francisco. If we are to achieve true equity and change the systemic racism that has existed for years, we must move forward with bold change that ensures that Workplace Discrimination is eradicated and all races and ethnicities have the opportunity for growth and to be treated with dignity. When i was first elected, i agreed to carry this item forward. As a black man, i understand firsthand, the racial structures our employees under. It is clear not many of the hiring decision are made by people that look like me. I understand the systemic issues that black workers face, i have witnessed it firsthand and i have heard testimony after testimony how black employees are let go. How africanamericans are made temporary and then let go, how americans are not passing probations and how africanamericans employees are discriminated against. I heard testimony about the ongoing injustices and the unfair treatment that they feel as a black employee. This is not okay in San Francisco. It is not right for us to grown. I have met with several groups. I have met with labor and i have met with black employees and black employee groups and other groups representing other people of color with departmental staff and other city staff and other impacted populations. It is clear that discrimination occurs in the workplace. Sometimes blatant and sometimes subtle. How do we celebrate the best of all of us and celebrate diversity. We must hold ourselves accountable to the change that need to happen to make all workers in San Francisco feel valued, appreciated with the hope that they have the opportunity to move up in our city and be allowed to work without having to deal with discrimination. Mayor breed gave an executive order in september 2018 with the following mandates to the department of Human Resources. One, the department of Human Resources will hire two full time Staff Members to focus on diversity recruitment, who will serve as a centralized resource to all city departments to support diversity recruitment and ensure outreach efforts are coordinated. Two, d. H. R. Will expand harassment prevention and Cultural Communications training to includely more City Employees. Three, all city departments will begin reporting instances of disciplinary action to d. H. R. So problem areas can quickly be identified. Today we are here to hear about the progress or lack of, these directives. And to discuss the next action steps for making and changes needed in the San Francisco department of Human Resources. We will be hearing from the San Francisco department of Human Resources and several large city departments. First, well be hearing from the first of its kind, city office of Racial Equity under the Human Rights Commission. It is clear that we need to have open communication and a safe place to have this dialogue. If we are to move forward, we must create a culture of trust and learn what steps we can take to implement changes that will improve the experiences for black employees and employees of color. To do this, we first must knowledge our failures and commit to improving how we create a working environment that is more inclusive and what we have done. I like to thank labor employee groups that continue to all out institutional racism and mistreatment, thank our Human Resources department. I like to thank those employees who have been brave enough to come forward so we can address these issue of inequity and create a better Work Environment. We are now going to hear from the Human Rights Commission and office of Racial Equity. Thank you so much supervisor walton and to the g. A. O. Committee chair mar, supervisor peskin and supervisor haney. This is important to me on so many levels both the role of the Human Rights Commission but also as a black woman in the city. I have experienced levels what i perceive as antiblackness from my peers and colleagues and folks that work with me and dont always feel theres a recourse to address that. I appreciate this process and time. I will try to be mindful of time and move quickly. As supervisor walton mentioned, mayor breed issued directives in 2019 and those directives led to the development of a diversity equity and Inclusion Task force. The Human Rights Commission was asked to help facilitate those conversations with the idea that folks would come in and share ideas and concerns and consolidate their feedback. We failed to gather consensus on next steps. What i will highlight is the role that hrsc held. That first meeting was focused on the pieces that supervisor walton just shared around the directives from mayor breed. Recruitment, training, reporting and communications. The meeting was convened. Folks were invited it supposed to be a blend communitybased organization, labor, City Employees, really Diverse Group of folks to talk about a comprehensive strategy. Comprehensive means we have to address the hiring process. We need to think about how people come in city unemployment and better understand the barriers and challenges from perspective of fomen folks tryio get in. The meeting supposed to end in june. A lot of this has been advanced through the office of Racial Equity, director finley will share that as well as the new d. E. I. Director for director Human Resources. We shared or created a community to share what we heard as part of that process. As i shared before, we could get to total agreement. This is the document that captured what we heard in terms of the six requests the plan was to develop a more thorough document that could highlight some strategies, research and evidencebased practices and to validate the comments that we heard from the stakeholders. The stakeholders then did additional work on that. This is that document where they added more info and some updates to that. We are still working through that process and i believe d. H. R. Shared a memo or as a response to kind of closeout of this effort. We continued meetings from march to october. It was my understanding that much of the work that was being done through this was going to be pushed to two diversity committees that were happening and part of the labor m. O. U. S. This was a large group with lot of different voices and views. We werent able to make much headway. We probably got too in the weeds on very specific issues and concerns of individuals and not really focused on systematic or system change. That if there are future efforts, i know d. H. R. Going with different strategies, folks be allowed to have those larger things to influence and to get information for that. In closing, where the Human Rights Commission is, how we are working to advance system change and response to the mayors directive. With regard to recruiting with regard to the first two demands from the stakeholders that were participating, the e. E. O. Report, that is something specifically directly with department of Human Resources. I do believe that department of Human Resources and office of Racial Equity are collaborating to advance and move the pieces forward. With regards to recruitment, the Human Rights Commission is working working closely with the department of health to advance pipelines of opportunities, in collaboration with communitybased organizations. We are leveraging the allocation of funds that supervisor walton and mayor breed and the ultimately the board of supervisors approved top support the black community. With regard to training and comprehensive strategy, office of Racial Equity is leading internal training. Human Rights Commission is working with Community Stakeholders to develop strategies to address bias and think about what those tools and components are and to bill on that in collaboration with the office of Racial Equity. With regard to communication and a working group, again office of Racial Equity and d. H. R. Will share more about the work they are doing. Other the last few months in support of the allocation of funds for the black community, the Human Rights Commission posted mor hosted more than 0 meetings and gotten lot of feedback around what it looks like in terms of communication and strategy, im hearing a lot from City Employees. That is a separate working group. But that is something well build out there. Also request for a Community Council which we will leverage funds to support Community Members to support that engagement. Lastly with regards to directive three, which was reporting and demand for with regard to the migration report, lot of the work that were doing has been in partnership hope s. F. As well as other stakeholders to understand the impact, whos been displaced, who moved out the city and why. Theres a case study that we have been working on specifically looked at one family, multiple generations and understanding the impact with migration not just on their economic but their economic mobility. That is how the h. R. C. Is continuing to work to advance these efforts and can in a future meeting give more deal and information how were working towards the mayors directive. I will stop there and thank you so much for your time and i look forward to continuing to advance the work. Thank you so much director davis for this. Thank you so much for having me chair mar and to supervisor peskin and haney. We have been talking about this for several years. Today i hope is the next step in progress. I want to thank director davis and also pushing issues every single day through our work. As supervisor walton discussed, we have been talking about this since 2017. Weve had number of hearings and organizing on behalf of city workers and labor and other advocates to bring these issues to light. We have a number of framing documents, director davis went over executive order 1802, which is a key document framing the next steps how to get at this issue at the root. I wanted to uplift the legislation, in addition to our d. H. R. Audit report which was released on march 2020 and Racial Equity framework which started with phase one which is our internal approach. All of these documents provides framing and evidencebased approaches with regards to this issue. If we want to tackle racism in our workforce and better understand the need to forward, these are a great start. All of us and those of us watching and at home, and black workers here in San Francisco, in this time racial reckoning, that nationally and in california and here in San Francisco in times of deep warning and grief, its compounding. Im hoping that we are turning the ship towards progress in collaboration with all the departments, labor, workers and community and the board and leadership. We were talking about these issues. We heard a lot in regards to interpersonal racism. I want to make sure were thinking about this from a larger level. Im talking about racism in between individuals. Sometimes we get stuck the