hear from you as quickly as possible. so, members of city staff would like to move and free up seats so members of the public can sit down, i am going to go into public comment. director calanan cannot stay here beyond 12:30. will there be members of your staff available to answer the questions that supervisor brown and fewer have requested? >> yes. linda simon will be here. our e.e.o. director and she can address the questions, i'll follow up with her after. >> you'll stay until you have to go. >> thank you so much. so, call up the first 20 speakers cards that i have and please line up in the order of those 20. i have gus valeho, joseph bryant, brenda barrose, felicia jones. cheryl thornton. theresa ruther, i'm sorry, i can't read handwriting.

rutherford. carol powell, nicole christianson. dalfina hand i. shanet, brandon, david, james henis, apologize if i could not read your handwriting. it was not on the list of speaker cards that i have gotten yet. i'm sorry, but it wasn't here, and i will call your name when the card -- and mr. wright, i did not call your name up. >> i was here first before anybody got here, ok? >> i understand, but right now we were -- >> i was first. >> supervisor kim: i understand you were here first but going on speaker cards. so if you can fill one out.

all right. let's get started. >> i'm going to start off by telling you discriminatory practices that you are talking about, i experienced over 50 years ago working for the city for muni. i didn't know nothing about illegal immigration. when i worked for muni revenue, moving hundreds of thousands a night, sometimes a million dollars a night. you got me working with some illegal aliens from the philippines that can't even add up $2.50 an hour. i'm doing any job and their job, too. union can't do a god dam thing about it, i'm trusting them pay j union dues and you fired me when i complained about it, i only worked there three and a half years. the numbers, those statistics, that's high as far as black people is concerned, you only work them halftime so you can't give them full-time benefits. that's why numbers are so high. and about you talking about equal opportunity employment, the only type of employment you

got for black people is part-time work. and then you talk about your percentages is high and being fair to black people. and then about your housing discrimination, i'd be better off being illegal alien instead stead of a black man. you have to pay $3 a month for the new apartment, $3 for first month, last month rent, and $3 for the god dam security employment. can't even get housing. you got me [bleep] up, and discrimination, the lady demonstrates the fact, you interrupt her. you have an employment opportunity for mission right there, supposed to be 15% for low income and very low income black people, 225 of those apartments is supposed to be for low income people, and you, jane kim, you don't even follow those rules or regulations. >> madam chair, i'll pause the

speaker's time for just a moment. >> supervisor kim: it's ok, i -- there's no -- this is fine. mr. wright, thank you. i don't agree with your comments and i don't think it's right for groups to be pitted against each other, whether they are immigrants or african americans and we here in the room, it's about increasing the pie, not about one group against another. mr. bryant. >> thank you, supervisor kim, thank you for your leadership in sponsoring this hearing, supervisor brown, supervisor fewer, i came today with prepared notes in regards to setting this up and framing this. a lot of the notes are covered. you have to veer off to speak to the frustration to the presentation that we heard just previously. heard words like success. i heard words like acceptable. i heard words like good news. show me y'all success by showing me your hands right now.

show me your frustration in regards to what we are dealing with. what folks are dealing with on literally a daily basis. when it comes to hiring, when it comes to promotion, when it comes to day-to-day life of being a city worker. people are feeling it far too often and it is unacceptable, and we have been asking for a period of time. we need to address this, need to address this, want the city to be proactive, and until we get leadership from supervisor kim, supervisor brown, supervisor fewer, and mayor breed on this case, also we have seen very limited movement in regards to it. we are frustrated. people here today are all making sacrifices. everybody who was here today. they are either taking vacation off work, they are taking their lunch break, whatever the case may be, taking time away from the family to express their frustration. when we hear about success based on data that can be presented in particular ways that don't speak

to the truth, we are going to tell you that we are frustrated and we are going to continue to be here until this problem is resolved. there is no space for racism in the city. no space for discrimination in the city and we will not tolerate it, we will not take it, if it is the last thing this organization does and what we represent, it will be to end this problem. thank you. >> supervisor kim: thank you. >> gus, president of local 21, representing the 10,000 members who stand in unity with seiu on this issue. executive committee issues a statement, a motion, actually, that reads we as iffppte, stand against any and all forms of discrimination, and calling on the city and county of san francisco to eliminate all forms

of discrimination. thank you. >> supervisor kim: thank you so much. >> my name is brenda barrow, i have two here to give you, if you want to get the copy. two reports. from members, one is my story, which i'm not going to say anything about, i want to start off saying i have worked with mun management at the hospital to try to deal with this. i'm on the equity council at san francisco general. there are some people in management who are trying to do things. but it's not fast enough. and people are suffering. and so let me give you one example, from an asian employee who wrote his story that i just gave you. it says, a year ago on multiple occasions in front of other asian staff who speak chinese, the supervisor of our department used a racially derogatory term,

written in chinese, pronounced hong chang, multiple times to refer to a comment on one of the unit staff who spoke ethiopian as well as one other dark skinned hospital staff, janitor/housekeeper. we either reminded him or cautioned him that it's not appropriate for him to use this offensive disgusting term of the word. and the word in chinese was nigger, and good for nothing. so, these are the kinds of things that people are dealing with. this is the insidious thing that people just don't get. and you know, i just got to say mickey, you have failed us. you have -- severely failed us. because this should not be. we should not be in this day and age, at this time dealing with this kind of crap.

>> supervisor kim: before we get to the next speaker, i'll ask to limit the applause, just limits the applause. if you can use the finger wave, much appreciated. i don't mind comments directed at me individually, we do have a general board chamber that asks you not to direct comments specifically at individuals, but at the department or kind of the overall practice and policies. thank you. >> supervisor kim, i'm asking for 30 seconds to be not my two minutes, and i just want to say in this hearing, seiu 1021 should have been granted the same opportunity to give us at least a 15-minute presentation. >> supervisor kim: so, miss jones, we did talk to seiu about

that, it was not requested. we would have included it if we were asked. >> felicia jones, i work for san francisco sheriff's department. and i'm not here to talk about the hiring practices. i'm here to talk about the racism, the discrimination, retaliation, the hostile work environment that is going on with black workers at this very moment. i have been under distress with san francisco sheriff's department trying to black ball me for eight years. eight years. no one should have to go through that type of trauma, that type of stress in order to do their job. the thing of it is around this implicit bias training, and which san francisco city and county has, well you know what, they only gave it to supervisors. i'm a supervisor considered, and no one is paying attention to that training. they are not taking that training seriously. while we, black workers, we are

under distress, we are being victimized and our perpetrators are being promoted while we are vicmized. our perpetrators are being promoted. not only are they being promoted, supervisor fewer, because you are on it, you are on it. the white privilege they have going on up in here, it needs to stop. black workers are educated, we have the expertise, and we are not allowed to do our jobs. san francisco sheriff's department tore down a program, a very viable program for transitional age, that i developed that i had the community to buy into, and they tore it down because one of the -- >> supervisor kim: thank you, miss jones.

miss jones, i'm going to have to -- miss jones -- miss jones, thauj. -- thank you. miss jones, i have to cut you off, because i have to be fair to everyone that's speaking here today. >> worked for the city for 36 years in administrative services. i'm talking about the punishment of some of my employees when they have a -- the punishment is not fair with our black community, with the blacks. it seems that most of what i was been in when it comes down to punishment for small errors and stuff, it's like a three-week

suspension, two-week suspension, and some, are you a likeable person at this employee and you get in trouble, it's recommended in the file. but i have -- what i have been in, the blacks are punished more and stricter than others are. and it's -- i had to fuss with h.r. to show the punishments that the department recommended does not fit the crime. and that's all i have to say. thank you. >> supervisor kim: thank you. >> good morning, all. my name is theresa rutherford, i'm one of the vice presidents of the local, also a c.n.e. at laguna honda hospital and a couple of people have sent me, you know, cases that they are asking to represent because they could not be here. speak quickly. 2013, an african american was in an meeting with her peers with

her caucasian supervisor. they had a disagreement, she did not agree with whatever the discussion was, her caucasian supervisor grabbed the chair with her sitting in it, pulls her of the meeting and says i'm so tired of you, i wish you would go away, in front of her co-workers. this was reported, h.r. was involved, e.o.c. was involved, nothing happened. her supervisor was promoted to a senior position. her supervisor moved from being a supervisor to a director, and she was marched out of laguna honda with the help of the institutional police. a nurse assistant was written up for in subordination because her supervisor felt that her presence was threatening. recently, an african american c.n.e. was accused of abuse

because she removed food from a patient who was vomiting. a co-worker accosted, one co-worker accosted two african americans and told them they are no good. they are, you know, they are a waste of time. this was reported to e.o. e.o.'s response was they have found nothing to substantiate racism. so, this is the equitable and fair employer that we work for. >> supervisor kim: thank you, miss rutherford. next speaker. >> good morning. miss kim, miss brown, miss fewer, i'm amos brown. president of the san francisco

branch of the national association for the advancement of colored people. and also have had the honor of for 43 years serving as senior pastor of the historic third baptist church san francisco. i must respectfully submit that i am very troubled over the atmosphere, attitude, and the actions of san francisco political leadership toward its citizens of darker hue. it's out loud blatant

disrespect. the first item i want to say that catalogues that, no personal attack, miss kim, but i, too, sat where you are sitting in that seat as a supervisor, and as a supervisor and president of n.a.a.c.p., you did not even acknowledge my presence. problems many times start at the top. this is protocol. if anyone else of lighter hue is coming in here who served on this body, they would have been duly acknowledged. i -- that we need to look at this matter not in terms of the percentages of the population, but we need t look at the percentages that mirror the

problems that the african american community faces. we are 3.9% of the population now numerically, but it is a despicable situation that we are 45% of the residents, bryant, san bruno, you go over to juvenile hall, and you have there 60 to 70% of the residents are african americans. we don't need to be dealing with no numbers, you can play games with numbers. but all you have to do is go around this town and do a cursory observation when it comes to construction, who has the big jobs? when it comes to doing the infrastructure of the city, who is working there. other than seeing a black face

holding up a sign to stop cars, and to give direction to the traffic. we must admit the sin of san francisco. we claim to be liberal. we claim to be progressive. but when it comes to african americans, it is unfortunate of the circumstance here, that if you are black you get back. brown you stick around. if you are red, they see you as being dead. if you are white, you are always right. we need to really be the city of st. francis, and let me give you one caveat before i take my seat. just this past weekend as the president of n.a.a.c.p., i was called to the fact that there was a woman of another hue over in plaza east housing development.

who was screaming at the top of her voice, i hate niggers. niggers got to go. get out of the town. and agregious thing was, she had a 5-year-old child standing right in front of the door. but when i did some investigation, i took on a role as scotland yard or the f.b.i., what did i discover? the black residents over there said for a year and a half they had been complaining to the housing authority about this woman, and absolutely nothing was done. you better believe if any other person got up in front of a community, and used racial talk, they would have been out in the drop of a hat. we need more than just a hearing, we need help, we need

promotion of justice in the city and you will show that this was really of substance, you will show that this is really not just an optic. when we get on these departments, and say to them, we are not asking for anyone else's opportunity, all we want equal opportunity for black people in the city so we'll be able to -- >> supervisor kim: thank you, supervisor brown. thank you. thank you, supervisor brown. thank you. thank you. thank you. supervisor brown, i'm so sorry, i have to treat every member equally. thank you.

thank you, supervisor brown. our next speaker, please. thank you. >> hi, good morning supervisors. my name is cheryl thornton, and i'm here with my field rep, jessica innuway. cheryl thornton, i have served the beautiful community of patero hill 28 years. for those years i have gladly and proudly worked with the residents potrero hill at the health center. i have never lived in the community, i've always felt a part of this community. i supported patience in navigating the often times challenging health care system and i supported youth in

navigating educational opportunities for their future. in my many ways i have been a dedicated contributor and advocate for marginalized public housing community. march 15 of this year i was summoned to our office and told that i was going to be removed from the potrero hill clinic and told it was reorganization and my special skillset. after met and conferred with my union, i later learned that i was told i was being removed from it because of intimidation and fear. i received no due process, no investigation, when they did have an investigation, it was a bias investigation. and i also want to note that when i left the clinic prior to this receiving these anonymous

letters, i had a stellar performance appraisal. no mention intimidation and bias. i was never treated fairly by the department of public health. i'm not sure why they were allowed to -- >> supervisor kim: thank you. >> good morning, good afternoon, board member kim. my name is shannet stieger.

i would like to submit this petition from the sunnydale residents for the record, please. i am not an entry level worker. i am a nurse, a registered nurse of 27 years with a masters degree in nursing. i'm more than qualified. i'm overqualified. i do not have a criminal record. when i started with department of public health labor and delivery in 1993, there were three african american nurses. i left to obtain more experience in 1998. in 2005, i returned and there were still, i made the third african american labor and delivery nurse. when i reported the discrimination that black women

birthing their babies were experiencing in labor and delivery, i was retaliated against. i voluntarily transferred to san francisco hope d.p.h. ambulatory care, why i earned the trust of the community of sunnydale. black and brown, disenfranchised community members. look, we all know you don't get a nickname nursey nurse if you are not doing a good job. well, nursey nurse was arbitrarily transferred to silver avenue, told that i was not the right fit, whatever that means, very much like cheryl thornton, transferred again to the pediatric urgent care, granted, pediatrics is not my expertise. labor and delivery is my expertise. and then transferred again to --

[microphone off] >> supervisor kim: thank you. >> good afternoon, nicole christian. i want to point out my t-shirt. it says i am black and i matter. please don't be fooled by human resources showing up with a wall of color. no disrespect.

but don't be fooled by that. that does not represent us. this -- this right here represents us. and we are discriminated against, we are held down, we are talked down to and we are fired. i refuse to say we are released, we are fired at 50% of all terminations are black employees. it's not just us, we get it. we get it. we need you to get it. we need her to get it. we need the city and county to understand when you fire someone, you fire an entire family. you fire their income, their -- their mortgage, their food on the table. you are not just releasing people. you are taking away their personality, their identity, their way of supporting themselves and their family.

and supervisor brown and supervisor fewer, i thank you for giving me that direct eye contact while i am addressing you. i wish that there were more people here in this room that would address us with this same respect. thank you for helping us in this fight. >> supervisor kim: thank you. >> good afternoon, my name is kirk jazz, employee at san francisco general hospital. not here to talk about how i was the first food service worker to be promoted from part-time to full-time in my department, while others of other races nonafrican american have been promoted from part-time to full-time. i'm not going to talk about or go into detail how i can't be trained in english because a person training me, english is

not good enough i can ask appropriate questions and get appropriate answers. i was drinking coffee one morning, 5:45 in the morning before i started hi shift and the supervisor, tony ku, picks his nose and wipes his boogers on my shirt. his protection has come totally at my expense, totally at my expense. my pocket is suffering because of this supervisor's deeds. if what you permit, you promote. this type of action is promoted. it's permitted because it's promoted. and no, nothing happens with the supervisor, grounds for dismissal is what's supposed to happen when you tell somebody an unwanted touch. i don't play games like that, i'm a grown man. had i been in some sort of a, had i been having a bad day i

might have done something else. then i would be shipped directly to 850 bryant with the bail so high, so high i would not be able to make bail. all this has happened at my expense. we need something to be done about what goes on, especially at san francisco general hospital. it hurts every day to come into that job, i never been so humiliated in my life. so embarrassed. how do you tell someone someone put boogers on you. be don't work in the sand box. >> supervisor kim: thank you, thank you. and so, i'm going to call, i see more than 15 people in line and i only called 15 names, 15 other speaker cards. the reason i ask you to respect the calling the speaker cards is a, they are your colleagues and members of your union and they did sign the cards expecting to speak at that time. so, i'm going to call the next 15 speakers cards.

madeline mcmilan, john wadsworth, steve zolta, queen vanessa banks. dmitrious cutin, evelyn, lon, estelle yancey, john wadsworth, rudy gonzales, larry, skyler, michelle, and jessica brown. thank you. >> thank you, supervisor kim, supervisor brown, supervisor fewer. and the other supervisors who have sponsored today's hearing. i think the questions we need to ask of the city and h.r., why is it that 50% of the terminations last year were of african american workers. why is it that 25% of probation releases were african american workers. why is it that 40% of medical

separations in the past five years were african american workers. why? why is it that 68% of african american workers earn less than the average wage in the city. and why is it that these are the first classifications to be targeted when the economy slows down. they get laid off, these are the classifications that get deskilled, these are the classifications that wages have been cut. some of them are in this room. who have earnings $7 an hour less than other people working alongside them doing the exact same work. why has the city not fixed that? why has the city not fixed the legacy of the descaling in 2008 and over 1,000 of our members have not been made whole. so we are here today, and i can tell you why. because racism has been normalized in the work force. it's normal now to treat african

americans disparitily, and we say it has to stop. we are saying here it's not normal, we are not going to take it anymore. and that it has to stop. but racism also has a price, not just to the victim, some are here today. racism also has a price to the residents of the city. the city has spent over $70 million in the last ten years fighting discrimination lawsuits. that's $70 million that could have been used to expand city services. [mic is silent]

>> supervisor kim: thank you. thank you very much. >> good afternoon, board of supervisors. my name is aaron kramer, a registered nurse at san francisco general hospital. and i'm proudly standing here to make a stand against racism and discrimination of all forms. motto of san francisco general hospital is treat all patients with compassion and respect. and a lot of the times i feel that we can't achieve that goal if management can't even treat our employees that way. and i'm standing here today to

represent a group of union members, 15 members that were laid off at the end of the fiscal year. these members are women, these members are minorities, and they were laid off as needed retirees, seen as making too much money or whatever you want to call it, but sure they are prop f, as needed, but the hospital has suffered a vacancy rate of rns for 10% or more for several, several months now. we have a national nursing shortage and it's the patients, it's the members of the public that depend on our hospital that suffer when we don't have nurses, boots on the ground, to take care of them when they are injured or ill. and so lay off 15 nurses because they are retirees or they are older or whatever you want to say, or whatever excuse you want to use, it's very upsetting. you know, racism, discrimination

takes many shapes and forms, and so i'm standing with my brothers and sisters for every one that has been intimidated, bullied, retaliated against, we are sick of it and asking you to take a stand. thank you very much. >> supervisor kim: thank you mr. kramer. next speaker. >> good afternoon. my name is james harris. not james henis. my name is james harris, not james henis. i work for city and county of san francisco for 16 years. i am here today to let you know what my experience has been as a black city employee.

while at work a horrible accident happened, and i believe because of my race i was forced to early retirement, or be fired. i was accused of hitting a person who was in a wheelchair, she went to, she was in a wheelchair. and after i hit her, she went to the hospital and two days after her hospital admission she died. oh. the circumstances around my case is simple. i was going 15 miles an hour while making a left hand turn. she appeared on my right side,

of my left hand side, by a stationary bus. the wheelchair was rolling toward me, we couldn't, she couldn't stop. she ended up on the hood of my car, and then hit the ground. there was an investigation, consisted in -- [microphone is silent]

>> supervisor kim: thank you, mr. hanon. >> hello, my name is madeline mcmilan, i work for the san francisco police department. i've been working there for 25 years. i was in an accident and was off work. prior to me being in this accident, there was a young, white police officer that was brought into my unit because she was working on light duty. once i left due to my accident, when i came back to work, she had taken over my whole desk, all my duties, she was now doing everything that i did.

i went to my lieutenant to request my duties back, because i am a secretary. she was a police officer. nothing happened. they just kind of like brushed me under the rug and told me that they would investigate. nothing happened. so, i went to the captain and asked them for my jobs back. i was just in-office doing nothing for the whole eight hours of the day. nothing happened. i went to the commander, and requested my duties back. the commander made a comment that normally people come in here to see me because they have too much work. i've never had anyone come to me and ask for their job back, they wanted work. so, to make a long story short, i filed a complaint for discrimination, once the complaint went through, i got

removed from my desk, i was moved down the hall and to an isolated area where no one was, and i was there all by myself. that was retaliation to me. and so i got a reply back from mickey callahan saying there was no merit to my discrimination or retaliation. >> supervisor kim: thank you, and yes, you can submit that letter to the committee and we'll take it. >> steve sellsser, united public workers for action. i think we have seen from the testimony and the evidence, particularly patrick, that there is systemic racism in san francisco. it's not news. its gone on for decades. the city has paid out tens of million dollars of dollars for settlements and yet the supervisor, the managers still continue to work for the city and county of san francisco.

mickey callahan talks about dealing with racism and discrimination. yet the same people who do it are promoted. are executives. what kind of accountability is that? additionally the police department has ordered one officer not to appear here to testify, and this police officer can testify about the racist texting that has gone on and the cover-up in the police department. why is the police department allowed to avoid this hearing what's going on in the city and county of san francisco? why n we have to say there is a systemic pattern of racism, a systemic pattern of terrorism against african american employees and part is the privatization of jobs and outsourcing. they want to privatize the pharmacy department at general hospital, they want temporary workers to further discriminate. public workers have been away, they are working people. they have gotten ahead and they

want to destroy all that. that's what's going on with privatization, and i have to add that the mayor of san francisco says she wants to do something. she wants to deal with racism and discrimination. you start with the top. you start with the top. when people commit racist and illegal acts they have to be held accountable. what they do, they blame the victim, they blame the people that have been assaulted. that is wrong, that has to come to an end, and this is not this hearing is a one-shot deal. systemic racism is not going to -- >> supervisor kim: thank you. >> my name is delfina hearty, a nurse at county jail two and here to talk about the racism with the management in the nursing department, when i went

on workers comp the manager wanted to give my job to a new employee. she told her i was not coming back. how do you figure i'm not coming back? no one said i was not coming back. then she wants to say oh, she's intimidated by me, the management. how are you going to be intimidated by me when you can ask me my personal business about who i'm having sex with in the jail, and that's none of your damn business what i have going on. you are not intimidated, but the problem is, that i speak up, i speak up for myself and the people that cannot speak up for themselves in my jail. the other issues that we are having is that they don't hire african americans in our jail. they always say they don't apply for the jobs, they weren't qualified when a lot of them are overqualified because i sent some of my rn friends in sacramento to come up and work at the county jails and they were denied. and sent some lvns and they were

denied. it's a problem in san francisco city and county they need to deal with the middle management doing the hiring. take away the hiring from the middle managers like emile del prado. yes, i'm calling names. thank you. >> supervisor kim: thank you, police hearty. -- thank you, miss hearty. i just want to make another announcement, if you are in the overflow room at north lake court there, is room now in chamber if you want to come in to be inside the chamber. and thank you president cohen, who just appointed supervisor fewer to our committee as well. >> good afternoon, supervisors brandon dauk ins, a health worker four at laguna hospital, and chief steward 1021.

i have any own documented experiences of racism, stuff i witnessed, members, fellow members, fellow brothers and sisters that have came to the defense in meetings to help save some of their jobs and some could not do it because of the racism in the city and county of san francisco. i have tons of documentation about that. however, i want to speak today from a colleague of mine, wrote a letter and cannot be here today. his name is dr. justin morgan. letter reads this. my name is dr. justin morgan. and i am the only african american male primary care physician in the health department community based clinics. i have received awards from the board of supervisor z and the mayor's office for my dedication to the health of the people of san francisco and was elected by the san francisco voters for the democratic party central committee. when i applied for the senior

management position with the heather department, i got turned down because of the bias hiring practices of our department. i hold in my hand the current and the past list of applicants for open medical director positions with the department. my name is on both lists and i know like the last time i will not be called to the interview for certain positions because d.p.h. hiring managers have already decided on who they wanted to hire before the list even came out. now if you ask the health department about this, they will say it's not true about you if you investigate the health department you will find it is. unfair and bias hiring decisions long made before the jobs are even posted before the applications are even reviewed. most of the departments, whenever you walk in -- [microphone is silent]

>> supervisor kim: thank you, mr. daukins. would you be able to submit the letter to the committee so we can have it as part of our file? thank you. i'm so sorry, that is your time. thank you. thank you. >> hello, gayle birdssong, seiu rep for the city and county workers here in san francisco. formerly i was a rep in solano county and brought her to help resolve the issue regarding the

racism and discrimination against the workers here in san francisco. among other issues. but not only am i a rep for seiu workers, i was born here, i was raised here, my father retired from the city who has now passed away. i have a host of family members that still work here, in department of housing, san francisco general hospital, and muni, and a lot of other places here in the city. so i do have a vested interest in this city. also and most profoundly, i'm an african american woman, and who has been discriminated against on the job and off the job. last night i attended one of my first general membership meetings here in san francisco with these employees. some of the stories i heard were disturbing, of course, regarding discrimination against them. it reminded me of some of the stories my father told me about in the 1960s when he worked here

in san francisco, how he was treated like second class citizen. so it's just really disturbing that in this day and age it's still going on in the city, i was gone 30 years only to come back and see the same things are still happening. i'm glad to be here as a union rep to help resolve some of the issues. i hope some of the employees call me on it, i will fight for them 100% if i am called. one of the stories that disturbed me en the general membership meeting, many employees brought up the director of human resources name and there are avenues to resolve these issues with -- [microphone is silent]

>> thank you, thank you. it's just quickly, let mr. bryant make an announcement. >> one thing, we have the meeting scheduled until 1:00, everybody, 30 minutes and you can see the line here. so, if we can try to be mindful of that, so make sure everybody has the opportunity to say the word. so, try to be as concise as possible, thank you. >> supervisor kim: thank you. good afternoon. my main concerns are d discriminatory and retaliatory what i suffer, due to my race and protected status. mallory branch, a native of san francisco, born and raised. i am a wife, a mother, a daughter, and a sister.

i have a bachelor's degree in social work from texas southern university, masters degree in social work from san francisco state university. i was a 2940 protective service worker for the city and county of san francisco. not only that, but during my internship i interned with the city and county of san francisco. i went through the internship to know what it is i needed to do as a 2940, protective service worker. i'm going to tell you a little about my experience once i was hired for the city and county of san francisco. first of all, i left a rewarding job in san joaquin county as a child care worker to come work for the city of san francisco where i wanted to work for since i was eight years old and give back to the forgotten communities, oppressed communities because i do know what it's like to be on the other side of receiving services when you come from a family of nine and you are living in public housing, you know what

the experience is like. so, always my desire as a little girl to give back to this community. i experienced on the job racism, targeted, bullying from my supervisor and things of that nature and i'll leave you guys with this. i had an accident where i was rear ended in a county vehicle. i was rear ended, i was injured. i left for medical leave, i had two weeks 'til my probation was up. they fired me as one of my sisters said, they didn't release me from termination, from probation, they -- [microphone is silent] >> supervisor kim: thank you, miss branch. thank you.

>> good afternoon, ida mccray, i work for the sheriff's department, i have masters degrees, and this is a window of opportunity. we can each get into our own issues with bullying, people turning on the lights where you sit and demanding who can be trained and where they can be trained and the push out when you complain. but i beg this committee to start doing something about this. i am born and raised here, my parents came here looking for the warmth of other sons and found a different type of sun, and that is liberalism in an umbrella and we need to stop. if there's no such thing as race and already scientifically proven there is no such thing as race, let's act like it. thank you. >> supervisor kim: thank you.

>> greetings, i'm an activity therapist at laguna honda hospital, 3 of 30 activity therapists who are of african did descent. here to speak about disappointment and disgust about the discrimination and racism as well as the lack of accountability and responsibility by the people who have the authority and power to provide the appropriate care for the residents at laguna honda. about 30% of the residents that are of african descent, and i have taken it upon myself to learn how to speak can to niece and work on the cantonese unit.

yet i was discouraged to participate on an employee-run committee, the african american committee for black history month. that is not ok. if all of my performance reviews are excelling, above and beyond, when there are asian activity therapists who do not work on the asian unit, and i do that. secondly, more recently, as of last thursday, i came back to my unit, only find one of the residents that i care for sitting at a table that she does not usually sit at. it was not her designated area, and right before her was a piece of paper that indicated what is regina spelled backwards. it spells nigger. that's not ok for a person with

dementia, to not know who put it in front of her, was in tears. i took it upon myself -- [microphone is silent] >> supervisor kim: thank you. thank you. >> good afternoon, rudy gonzales, with the san francisco labor council. represent over 140 unions in the city, many have delegates here. calling out injustice is the first step. i commend the committee, supervisor fewer here today on your leadership to do that. i'm not talking at you, but you represent an institution that has executive management that are in control of some of these

systemic problems. you are hearing about the symptoms. people are speaking out, people are rising up and together as a union, seiu 1021, and other groups and collectives, they have some -- we will hold the people accountable. we don't have all the power. don't have the power of the mayor's office. don't have the power of the board of supervisors and that's why these types of hearings, they may be frustrating and may be difficult to face some of these realities, we have to take this first step, and we have to take it further. because we have heard about recruitment, heard about hiring today, and while some of these measures, when you compare them to our own past here, may seem like improvements, it's not enough. and what workers have said outside in the halls today and in the steps, and in the chamber, enough is enough. but there's not enough happening. we need more. we need moaccountability, and wn

i think about the struggle we have had with law enforcement and community, and think about the independent oversight people yearn for out of a police commission, and then look at the civil service commission, it does not look like this room. does not look like the people in the rank and file struggling to get promoted and to advance. so, we have some systems we can improve and we have some real tangible things that can be done. and i don't -- as just an individual, i don't believe mickey callahan has all that power. i believe there is a system in place and structure that supports some of this systemic racism -- [microphone is silent] >> thank you, mr. gonzales.