Plan after that. Were supposed to participate in citywide training and that is yet to be developed and there will be goals, achievement of our goals will be tied to budgeting and hiring approval from the board of supervisors and that has not been delineated about what that means, but that is the broad statement that was made. So what is the mission of this office . Its Health Equity, work castfoe and Workplace Equity and direct force and it will be clearly leading with race but not stopping there and leading with race for lots of reasons. We talked about racism as a key driver for health and p w we knw from our data, and in particular, ourace gives usa br. Its an original organizing principle and its baked into policies and procedures and when we go which correct those, rewere correcting inequities for other groups. Theres huge intersectioy between policies and practises that uphold racism and those that uphold the other isms that oppress people or keep them from having Health Equity.
Are there Outcome Measures that you are going to i understand with Health Equity and what you said that theres very specific measures with the blood pressure, et, but with policy, process and practise, will there be Outcome Measures that youll be able to have in place . I think there are Outcome Measures possible in every stage. So ill give you a couple of examples. So were going to deploy a respect policy some time soon which delineates disrespectful behaviours and encourages us to move to using our standard discipline and other mechanisms to actually enforce our Workplace Culture to do something about disrespectful behaviour. And so, the outcome of that is measured in a few ways. The process of whether or not people make those complaints and how many there are and what the nature of them is. And are there an overconcentration in an area to give us a sense of where we go next but tells us about what the department is doing so thats a process measure but the outcome measure is why we a