Around growing up and men had the power and tried to imitate them and my father wanted me to have a career because he was a lawyer in sth 60 positive and saw far too many women divorced by their husbands after they put them through graduate school and supporting them. In law school and learned to shed my emotions. That is what a lawyer meant, it meant not feel thg tug for a victim but reasoning in a abstract way and leaving emotion out of it. As a law professor and dean and government official, i succeeded by impitating the men around me. I learned a lot. It is important that all of us be able to behave with confidence and know how to compete, but along the way i left many of my deepest intuitions behind and i will ask all of you to claim your whole sevls. It is not rocket science. [applause] it not rocket sciness to know that making room for the caring side of who we are, the love and investment in others and Family Members, biological constructed, the people you invest in the workplace and friends, making room for that side of us that cares about others as well as advancing ourselves is who we are and if women had run the world from the beginning this would be so obvious. You just cant imagine it. So many men feel it just as much as we do and yet they are not able to give voice and claim that part of who we are. We need to go forward and have this conversation about equality and advancing women but ultimately about equality for all of us, men and women, equality for comp tension and ability to work but also for the incredibly important work of care. Thank you very much. [applause] thank you so much annemarie slaughter and that hit so many themes that effect all of us including me. Im a divorced single working mom, i deal with childcare issues all the time. It is really hard. Thank you for touching on those themes. Just a quick note, i negligented to mention we have someone else i like to recognize, San Francisco assessor carmen chu. Thank you for being here. Next we will discuss women and work and workplace policies and benefit said for jepder equity to adjust what it takes to allow women to thrive in the local economy. We asumbleed a panel. The foupder nof popular website jezebel. Com and senior vise president at first look media, anna holmes. And also joining anna a member of San Francisco board of supervisors representing district 8, scott wiener. [applause] the legal drether of equal rights advocates, jennifer rice. Another member the San Francisco board of supervisors representing district 4, katy tang. And director of the Food Labor Research center at uc berkeley, [inaudible] thank you all and i will let anna holmes take it from here. Hi everyone. Thrilled it be here and thank you for the invitation and thrilled to be able to talk to our panel about women in the workforce. I think i want to start with having each explain what you do for the audience and also explain how your work intersects with gender equity and why you thichck it is important. My name is [inaudible] and i cofounded a organization just after 911 called the restaurant opportunity united for workers who lost [inaudible] we have grown to a national oreshz included strong presence in the bay area of restaurant wurbers, employ oars about 200 owners and several thousand consumers fighting for better wage squz working conditions in the industry which is the second largest and Fastest Growing economy mpt i also am a academic and teach at uc burgly and run a Research Center and written books on the industry. Most recently called [inaudible] we have been leading a campaign to eliminate the lower wage for tipped workers who are vast majority female. 7 opercent 06 tipped works are women. We are running cam pay to eliminate the lower wage. The issue of living off tips posed problems for millions of women. Good morning everyone. Katy tang and i serve on the board of superizvooers one of 4 women on our incredible board and glad tee be joined by one of my favorite male colleagues, scott wiener. We really like to push the velope on a lot of issues and we have especially enjoyed working on issues trying to make it Family Friendly for parent are earning to work and illtalk more about that later but essentially we really enjoy figuring what it is that are some issues we deal with in the private sector and also the Public Sector and see how it is that we could useolog legislation to solve the problems and push San Francisco forward and hopefully the rest of the complaintry as well. Hi everyone, jen fs rice and 24 legal director of equal right said advocates which is a non profit Civil Rights Organization founded in San Francisco in 1974 and we are still based here and work nationally to advance gender equity and education and employment for women and girl said. We work across different sectors. We do litigation and provide direct legal services. We also do a lot of work at the policy level locally we worked with several members of board of supervises of the past few years on local legislation to support working women. We also have lot of work we dot a the Grassroots Level with organizations like rock and others to lift up the wages and working conditions of lower wage working women who are of course the vast majority. Of those in the workforce. We do a lot of work to end jnder based and race based occupational segregation and really excite today be here to have this important conversation with all these wonderful allies. Hi everyone. Scott wiener and have the honor of representing dist rth 8 on the board of supervisors which is jeo Graphic Center the city which is castro, noe value and other terrific nairbtds. It is a honor to work with amiesing women like katy tang and malia cohen and london breed. The community that i came out of in terms of my activism, the Lgbt Community is a community where Workplace Equity and support is so critly important whether it is addressing a system attic discrimination against our community. Whether it is just against being lgbt or based on gender stereotypes. Whether it is huge number of lgbt people who are care givers. Whether it is someone who is home during a long hiv epidemic or Family Member because lgbt people because they are less likelywe are less likely to have children particularly gay men we are sometimes expected to do more in terms of caring for Family Members and so support in the workplace is incredibly important for the community i came out of. Being othen board and taking a broader view for all communities is something that matters a lot and as katy mentioned, we have the luxury in San Francisco of being able to push the progressive envelope. I want to address the first question. You mentioned earlier you had a report come out yesterday called belined the kitchen door and want to know if you can tell us what you found and the broader issue of the restaurant industry, how women make up or what percentage is made up of wem squn challenges they face . Yes, we did release a report yesterday called behind the kitchen door, promise a opportunity and challenges in the industry with shocking findings. First of all, the industry is exploding herement we are growing at a much faster rate than any where in the nation. 7 toathy percent of works work in restaurant, here in bay area it is more like 10 percent. 1 in 10 work in the food service and restaurant industry. 200 thousand workers and 10 thousand establishments and despite the growth and is booming and have progressive legislators passes legislation here and despite the wages are highers a a result, we found the highest rates ofrentially segregation in the bay area of anywhere we have done the study and have done the study in 20 locations around the country and surveyed workers nationally and found the highest rates of racial segregation in the bay area. Much more for women of color. What does it mean . It means people and women of color are segmented into lower level positions like buser and runners and pastry chefs and not necessarily the best paying positions which are fine dining and [inaudible] held by white people and mostly white men. You can go to any restaurant inf is and have dinner and will see what im talking about, your server is more likely to be white especially if you eat dinner on friday or saturday night. Your sever is most likely a white man and can look at the skin color and find there are far less tipped positions are likely to be women and people of color. So, segregation has real impacts for women and people of color in our industry and in particular the system of women dependent on a large portion income tips has challenges. The fact friday and saturday night shifts are the best you can imagine the havoc that wreaks for emwithen in terms of childcare and unpredict blg schedules. We are not just talking about not knowing when you finish your shift, you talk about finishs at 3 or 4 in had morning so needing overnight care and that is missing from the childcare policy debate and something that needs to be a part the conversation. Second big issue related to that is scheduling, the fact workers have no control over their schedules and there have been great attempts and movements forward around scheduling but a lot more needs to be done. The thirds big issue is when you live with so much income dependent on tips you are subject to the worst Sexual Harassment in the bay area or United States because when you are a woman and most dont work in fine dining, they work in olive garden and have one in San Francisco and dinys and i hop, you must tolerate what a customer may do because the customer is always right because the customer is providing so much of your income and so we find women are having to essentially having to tolerate Sexual Harassment and violence to feed families. Very wide range of issues for the largest employers of women. I question i have is, when you say we are not doing enough, what can be done . Is it legislative . So glad you asked that. There are a number of policies we suggest around segregation whether looking at implicit bias as im sure we will hear about, auditing, certification, things that create equal opportunity but a lot can be done working with high road employees. My new book shows high road owners working with us to set the standard, a different standard how thing cz be done differently. We have been working to form a alternative Restaurant Association called [inaudible] they have come to city hall and congress to say we believe in better wages and better childcare policy, better policy that address racial and gender segregation and better culture change around Sexual Harassment and violence and modeled. It is combination of policy and irk wg the high road restaurant employers many listed in the book and can support them. We need to support restaurants doing it right. As consumers how do you feel about [inaudible] go to these restaurantsi dont want to say confront but make it clear thati goi dont live in San Francisco, i live in new york, but there is a gender and racial breakdown a. Lot of people of color work in the back and collect your dishes and the peep lt that get most the tips and customer time are white and male. As progressive as we our rate of racial segregation and rate pay gap here is twice the rate of seattle and highest rate of any city we studied in the country and that is depressing to me as a bay area resident. 6 hour wage gap between white men and women and people of color especially in fine dining. That is unacceptable. We ask you to see ratings of restaurants and gives tools to communicate and say i love the food and service but i want to see more women of color on the dining floor and know you do something when the workers are hurassed by customers or coworkers and care about the issues and want you to know the customer and will only come here if you do something about it. [applause] you mentioned passing legislation as a tool for fighting for jendser equity in regards to the women in the workforce, can you talk about how passing legislation is effective and how [inaudible] sure. So, some of the things i work on and know supervisor wiener will speak on a similar topic as well. All the issues you mentioned we have been trying to experiment with City Government to see how different policy changes can help whether it is parents both jendsers, mother or father or any other orientation. For example, last year we had worked on a policy paid parental leave policy, city gump government in San Francisco we are ahead of the curve in term ozf the entire nation. We offer employees 12 weeks paid time off afteryou had a child, adopted or fostering a child as well. I think that is important. We call the policy paid present parental leave not paid Maternity Leave. Feel comfortable going back to work and making sure they have their job when they return. That is something we worked on in San Francisco if you look at the other cities in the United States we lag behind as a industrialized country. It is really shocking. Studies after studies have shown the ideal time you give a parent to take time off to bond and breast feed and so forth is about 5 our 6 months and there are other countries well ahead and offering much much more and even on a National Scale as a National Policy. We in the United States we offer zero as a National Policy so that is shocking and hope to continue working on and i will let supervisor wiener talk about what he is doing in the prifent sector. Another issue we have begin working on and want to thank city administrator naome kelly. We are starting with City Government toachytually have our department of Human Resources with work with all the City Departments to figure how each City Department can sxh up with a lactation policy to support mothers coming back to work and want to provide breast milk. One of my ledge slaisive aids ashly, came back from mu ternty leand supervisor cohen had just allowed us to turn a restroom on our floor by our office into a lactation room. Now, this sounds like we should had this a long time ago or in general, but after we turned that bathsroom into a lactation room we could not believe how many working mirth mothers inside the city hall asked for access so they didnt have to use the clause td on the third floor separated with shower curtains. It is amazing and so transformative to see that and we are working to figure how to use different strategies to help accommodate mothers who again want to lactate and actually provide fresh breast milk to their children. We are looking into lactation pods. Prefabicated and see how to incorporate that into facilities in city hall. Part of the policies is when we build new office space for city wirkers we have to incorporate a lactation facility in the building. We have federal laws arounds lactation policy and state law, but they donts go far nch. They just say offer a space that is not a restroom and that may be close to your office space, but dont offer uneed a locked door, maybe electrical outlet with a refrigerator, maybe a sink, make tg comfortable for the mothers. I think this is really important because it is recommended that you breast feed your child exclusely for the first 6 months of life. For women women, only 10 percent do that. The stats are startling and we can site countless studies about the helths benefits but think the most eye opening experiencing as we put forths the lactation policy is how many women came up and say, i wish i had this or i felt really uncomfortable asking my boss to use a facility or they told me to do that on the toilet. I really hope that our policy will spark a dialogue to insure women feel comfortable asking for the proper facilities to lactate and provide breast milk for their children and again if is a ongoing dialogue we have to have about how comfortable women feel about asking for certain things that they really deserve. [applause] i want to ask you jennifer about the california fair pay act and genesis of it and your work on it and also how the situation in california compare tooz other parts of the country. We [inaudible] it is supposed to be projessive and it is. I thought about the enactment of the fair care act because i was nursing my twin girls during the time when we were drafting the legislation last year and i actually have the experience having to go to the senators staff and ask them if there was a place i can go in the capital to go pump, so i know that it is a experience i think everyone can who wants to be able to do that for their kids when they go back to work has had that and knows how awkward it can be. And just acknowledgement this is part of life and a lot of working moms need that so approximate your work on that. We talk about the fair pay act and fair pay, a lot ofwe havei think it is pornts to remember what the problem is that that legislation is seeking to solve and the fair pay act of 2015 passed last year and signed into law october 6 by givener brown gave cl one of the staungest equal pay law in the country. What does it mean . We had a equal pay act in california for 15 years before a federal legislation fs passed. We were a innovator then and now. We passed it in 1949 and basically it codifyed the principle for equal pay for equal work which is something when you say it is sounds pretty uncontroversial and yet it is still not the realty. The realty is still that when we talk about what the gender wage gap is, we are talking about a difference in california the wage gap overall is you will hear the stats, 84 cents on the dollar. What 84 cents, what dollar and what is that talking about . That is refer toog the medium of wages earned by full time working women to full time wo