Clerk thank you. We have four yeses. Motion passes. Thank you, madam secretary. Please call next item, please. Clerk next item, number 20, discussion item, executive directors report. I will keep mine very short, however, i do want to point out that weve been extremely lucky since the shelter in place order. Weve been able to hire two of our t members of our Leadership Team into permanent positions. Ba do is on the reporting side, and were more than happy that bill and his team have adopted him and have assured us that they will be always available to help him be successful in his job. A second key hire that we have brought on board last month and a project that ive been working on for 15 years, and that is to get a Quality AssuranceOperational Risk office started in the department, and i have been working with mr. Derwin brown for nearly two years, i think over two years, frankly. Tried to convince him that he needed to leave the l. A. County plan and come up and join us in San Francisco. He agreed to do that. He started work at the end of last month. He has over 20 years of experience working with lucera. 15 years of that were working towards building they started 15 years ago was spent working towards a Quality Assurance program at lucera. I believe the last five years of his job at lucera, he was the chief of the Quality Control department there. Just wanted to let ba and bill know, this wasnt an extremely long meeting no, im kidding. This was an extremely long meeting. I will offer derwin an opportunity to speak to the board, hopefully, hes still here. Thank you, jay. Hello and good evening, president , and fellow commissioners. As jay mentioned, i have 20 years in los angeles county. In 200 1, our c. E. O. Split the retirement operations into three separate divisions, which was member services, benefits, and Quality Assurance. The manager who hired me went to Quality Assurance, and i went with him. And he started building the actual Quality Assurance in 2001 and 2002 from the ground. We started with procedures, documenting procedures for our business processes, developing criteria, adding measurements, doing analysis, doing regular audits. From then, i moved up to supervisor within Quality Assurance, where i was fortunate enough to be the project manager for several data cleanup project that [inaudible] on our radar to take care of because one of the things that we had and im sorry if im taking up too much time but we had a Data Conversion Program that i was involved in. Im very happy to be here with you guys, improving the processes, contributing as much as i can, and being a part of this great team. It has been a pretty short meeting, and my patience is still here, so i appreciate the time of day, and thank you, karen, and thank you, all. Pleasure to be here. Thank you. The other thing i would like to point out thats not on the agenda is we had presented to you [inaudible] the board has declared a vacancy, and commissioner driscolls appointment will be ending in february. So back in june, we sent a proposed schedule. You adopted it, and you declared a vacancy. Weve worked with the department of elections i should say darlene worked with the department of elections. They have agreed to reschedule. Just wanted you to know that we will be sending out notice of that vacancy tomorrow, and that we are going to have the period for nominations start on october 19 through, i believe, september 14, which is September December 14, which is a friday. We will vote in january, and just wanted to give the board the heads up that we will be opening up the nomination period effective monday, october 19, and well be sending notices out to labor organizations, to the city, the Department Heads, and to employees and retired employees. With that, ill be happy to answer any questions that any board member has. Thank you, executive director huish, for your report. Wed like to welcome you to the family. And yes, this is a long meeting, but we ask you for your patience as we go through this report. Commissioners, are there any questions for the director . If not, madam secretary, well open up the publhone lines for Public Comment on the directors report. Clerk thank you, madam president. Members of the public, press star, three to be entered into the queue. Moderator, are there any public callers on the line . Madam secretary, there are no callers on the line. Clerk thank you, moderator. Seeing no further callers, Public Comment is closed. President bridges . Thank you, madam secretary. This is [inaudible]. Thank you. Thank you. Commissioners, at this time, we have the floor open if you have any comments, suggestions, or anything youd like to state for the good of the order, you can do that now. So it is open for any suggestions. Commissioner driscoll again. To my fellow colleagues on the Governance Committee, ill be asking darlene [inaudible] help in terms of getting out guidance to the Governance Committee in the next several weeks. Thank you. Thank you, commissioner driscoll. Anyone else . If not, well open the phone lines for general Public Comment. Clerk thank you. Any callers on the line, please press star, three to be added to the queue. Moderator, are there any callers on the line . Operator madam secretary, there are no callers on the line. Clerk thank you. Hearing no further calls, Public Comment is now closed. President bridges . Madam secretary, i think that was our last item, and thats the end of the meeting, so the meeting is adjourned at 7 15 p. M. Thank you everyone for your patience. Thank you very much, and have a wonderful evening. Good morning. The meeting will come to order. Welcome to the thursday october 15th meeting. Im supervisor gordon mar. Im joined by vice chair aaron peskin and matt haney. Mr. Clerk, you have any announcements . Clerk i do mr. Chair. In order to protect the public, Board Members and employees during the covid19 health emergency, board of supervisors legislative chamber and 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, real