stadium, candlestick park. we can turn this around. let us be like charles johnson. retrieve this ball and make a touchdown. we made a touchdown for people who wanted to come to this country and breathe free when we made san francisco a sanctuary city. [ applause ] >> reverend brown: we made a touchdown when the governor and my friends, gavin newsome. if we can make touchdown on wga marriage and a touchdown on -- talking about how wrongly

they've been treated, looked over, pushed back, and not given opportunity. i beg you don't let courage skip your generation. do the right thing. and the world will applaud you. [ applause ] >> thank you. [ please stand by ]

>> thank you, so much, supervisor fewer. i also want to acknowledge the mayor, mayor breed for the executive perspective that she signed a few months ago at this point in time and what is interesting to me about this is that it was done in some sort of coordination with d.h.r. and a number of the things that were assigned in the executive directive were some that we are asked for. we can't come up with a better assessment so i want to make sure there is frustration that there is full acknowledgement

from d.h.r. in regards to this. some of the information we have asking for for a long time pick its been a process to get to this point. similarly to what dr reverend brown said, san francisco puts its mind and heart into something, we make it a reality. we have accomplished some really tremendous feats, become the first city in the country to mate -- me to $15 an hour and july 2018, which we should acknowledge. we let the way and became the first city in the united states to issue marriage license and same-sex marriage licenses in 2004. we have been the leader on so many fronts in regards to environmental -- being proactive in regards to protecting the environment and climate change. so that leads to the question,

when do people of color become a priority in san francisco? that is why we are here today. the black population in san francisco is hemorrhaging. it has been hemorrhaging. if the census trends continue from the last study that was done, which i believe is somewhat conservative, because it does not incorporate all the postrecession impacts and wealth distribution that took place over the last ten years, in two years, the black population -- just take in those numbers. in two not years, the black population in san francisco will be 4.27%. down from 13.4% at a point to, which is a 70% decline in a fifty-year period. in 12 years, the black population will be at 3.44%. in 22 years, the black population will be at 2.4 1%, if

it stays on this trajectory. by 2050, the black population will slightly hover over 1% in san francisco. part of the reason why we continue to bring this issue up and continue to bring this issue back to the board, this is a microcosm to what's taking place in san francisco, and with that, i want to share some of the data that was provided by d.h.r. to us that they did not cover on our side. if i can use the projector, please? >> san francisco government television, please. >> this first number here, again , is using d.h.r.'s information in regards to the rays -- race of the city and county workforce.

specifically speaking, we will look at the number of 15.6, if that shows there peerk yes, it does. it is the african-american density of workers. this thing is a little tricky. just for the idea that we are using d.h.r.'s information here. and others like that we want to touch on, hopefully it covers it so this slide here is the annual average high salary in the top five classification by racial groups. and i believe supervisor fewer touched on this earlier. the top five classifications for african americans, which are transit operators, recreational leaders, general labourers, public service trainees, public service aids, comes out to 67,000, and compared to other counterparts, and i will bring it down, the white numbers, a little bit higher there.

it is 150,000. less than twice of that amount. these are dealing with the top five. we may say, that number can be skewed, but i will follow that up with the next slide. which shows the number of black workers in the lowest paid classification. in low pay classifications, which are classifications under the average f. sciu page. seventy-five% of african-american workers fall in that category, which is less than the average of what the average sciu employee in san francisco receives. again, only three% are in the highest paid classes. here is where it starts to get a bit more sinister as we think about -- is this just

circumstance, or is it something else? again, these numbers, or the conversation was discussed in terms of disciplinary dismissals as you can see from this chart, although african-americans only make up 15% of the population of city workers, 36% of the disciplinary dismissals were african-american, to show disproportionality. here is what that chart shows like -- looks like in another graph. again, if you compare it to any other group in san francisco, or any other primary ethnic group in san francisco, you do not see that type of disproportionality. the next up, this is one where we appreciate the board of supervisors for bringing this up multiple times. this graph does not even make sense to me. it is a probationary releases,

provided by d.h.r. from 2014- 2018, which shows over 200 african american probationary releases, over 200 a.p.i. probationary releases. but three white probationary releases over a four year period it is baffling how that can be justified in any way, and the fact that this hasn't been proactively addressed, prior to this being brought to the board of supervisors, is equally as baffling. in the last -- and the last one i want to touch on, in terms of our numbers was the medical separations. you see the disproportionality. the one that god just goes off the screen is the african-american employees again , which is indicative of what we have been discussing.

what we have been bringing to d.h.r. what we have been bringing to anybody who will listen. it gets to the point where it's simple. where do we go from here? is a city ready to stand up like it has done remarkably and in so many other areas. is it willing to do that for its people of color in san francisco is it willing to do that for african-americans in san francisco? that is a question that we pose. we appreciate your leadership. we have faith in this body to help us come to a solution. that is real. that is not just putting lipstick on a pig in regards to training or the identification or in regards -- this is deep. in order for us to get to the root cause, we need to dig deeper. we need to work collaboratively.

we need to work creatively in regards to solving this issue. we appreciate your time here. i will pass it over to the next person on our team. i will let the board president to do so. >> no applause, please. we have lots to get through here i want to recognize the fact that this component, this presentation is part of the hearing and to not be attributed to public comment. although i do have agreements from the presenter that they are going to keep it tight and concise. i'm sorry. supervisor kim, i did see you. forgive me. >> i had a question for mr brian if that's okay. the data that you showed and presented today is really stunning. i wish we had an opportunity to see some of the government audit and oversight committee. i was curious where the data was compiled on the salaries, in particular. >> sure.

it was information provided to us by d.h.r. and our researcher. she tried to be as accurate as possible so it was a weighted calculation that tried to give the truest description as possible in regards to that information. >> i think we can celebrate percentages and even say, make statements, for example, like we have double the percentage of african-americans in our workforce as residents of san francisco. i think supervisor brown made a very good point about the displacement of african-americans from our city and how a lot of that was not voluntary. i am actually really stunned by the salary discrepancy. these numbers really mask what people are making. as we talk about economic justice, it is really about what people are earning and not just to has a job. although that is also important. the discrepancy of how much people are making by racial

categories is stunning but also the data point that you showed, a percentage of african-americans that are in the lowest rung in the salaries and the highest rung is just so stark. any percentages we are presenting really masks the income in dish inequality against african-americans and city workers. i'm really happy to see that the only way we can address this is intentionally. it is never going to happen through videos and percentages that we put out there. i just think that it's really incumbent upon the department knowing this to make some intentional efforts to change the discrepancy. we have the staff -- fastest growing income gap between the rich and the poor in the nation according to the institute in san francisco. i would be -- i'm sure we would be even more chagrined to see how it breaks down via race here

in san francisco. i just wanted to thank you for that. i wanted to understand where the data comes from. i just have to say it is stunning and disgraceful. >> thank you. >> thank you. >> yes, i just wanted to mention to supervisor kim that our office requested a lots of detailed data and i think one of those -- that those were the data points that we requested. and absolutely right. when we saw that, it was very, very telling. >> thank you. again, colleagues, i appreciate your patience. this has been an unorthodox approach to a public hearing pick one we traditionally have in the chamber. i appreciate your consent and understanding that i think this issue warrants. a new approach by all of us who have -- for all of us to have the city's approach contained a new and go down a new pathway focused, ultimately, we are

responsible. i want to give ms. miss jones an opportunity to say a few words. >> okay. thank you, madam president. i would like to say thank you on behalf of the board of supervisors for voting -- the six supervisors who did vote for us to come to the committee as a whole. i will take a little different approach in giving statistics and talk about black workers and what i would like for each supervisor to do, if it is not -- if you are not working on information around the committee of the hold that you would give the black workers who come up to this podium and this microphone respect. because we are here because we are in pain. we have been suffering for years we are traumatized on our jobs

every single day. we are experiencing retaliation. we are experiencing hostile work environment his. we are experiencing not being able to be the experts that we are in our department his with masters degrees. we are experiencing something that we have come up here to beseech you to hear us. to help us solve this racist, discriminatory act against black workers. for those department heads who have come up to this podium, this was a dog and pony show for acting. because if, in fact,, your figures are correct, black workers would not be standing here. we would not be taking off our jobs, missing pay.

this is a serious issue. it is not to nothing new. it's not nothing new. this has been going on since 1964 when the first report on african-americans was implemented by the city and county of san francisco. from 1964 to 1968, published in 1993. another report has been published again in 2009. another report was published again in 2012. so you cannot sit here and tell us about what you are doing for black workers. you are not doing anything. i've been working with the sheriff's department for ten years. for eight years i have been targeted, i have been in a hostile work environment, i have

been assaulted, for eight straight years. i have so many eeo up at the department of human resources that it is just asinine. do you want to know why we don't go quote we do not get anything from it. we don't get nothing. [applause] >> why are you going to go and sit in front of someone who doesn't look like you, doesn't understand you, and then after you pour your heart out to them, then they send you a letter saying, we don't have enough information for an investigation we are tired kick and each and every one of you, you os. you are obligated to us. you are obligated to help us turn this around. because the truth has been told, supervisor brown, as you heard the second time now. there is something seriously wrong, supervisor ronen.

the sheriff's department tore down a viable program that i implemented. president cohen, you was there when you first ran for the board of supervisors. supervisor ronen, how many times have you come up to the jail to witness the program? reverend brown, how many times, this was for young, black, and brown inmates. instilling in them hope that they could turn their lives around. and they tore it down. and do you know why they tore it down quiet let's talk about it for a minute. let's talk about it. because of your training. we have been talking about implicit bias. explicit bias. implicit bias is not implicit bias when once you tell them what they are doing and they continue to do it. then it becomes explicit bias.

then we have the halo effect. the halo effect of bias in which we are under subjection to is that the tendency to think everything about a person is good because you like them. while we are not like other jobs we are not -- we are under the halo effect. we are not liked. the second part is perception bias. the tendency to form stereotypes , assumptions about certain groups that make it impossible to be objective. and the last one is that confirmation bias, which is the tendency for people to seek information which a lot of our supervisors do, to seek information that confirms

pre-existing beliefs or assumptions that they have made about a person or a group. and then we talk about inequality. pursuing the same treatment of others. equity. to provide everyone with what they need to be successful. black workers are not getting that. so let's be clear. all the information on the presentations for us, a dog and pony show. we want it to stop. the thing of it is that the status quo, as we know of it, does not look like us. the status quo is the people who are in control, and they do not look like us. and we want some type of representation in the city and county of san francisco for this

to change for black workers. because we are hurting. we are suffering. we are in pain. we are traumatized. and is no use of going to you, mickey callahan. it is no use. >> wait, wait. we have to keep this professional and not make this personal. >> we are not giving it a fair chance. it is personal, madam president. it is very personal. we are in pain. we are in pain. i want every board of supervisors to understand that. i want you to feel it, and i want you to help us to resolve these issues in the city and county of san francisco when it comes to black workers. thank you very much. [applause] >> teresa rutherford while. >> good afternoon.

i want to thank the board of supervisors for convening this meeting to give us another opportunity to speak to a very systemic and very painful experience that we have been having for over 100 years. racism has been infused into our culture and our country and to the psyche. we see it at the white house. we see it everywhere. however, san francisco has always held itself up as a beacon. we are demanding that you live up to that standard and you maintain that. that you be the beacon that shines. right now we met in september and you heard the pain. i mean, we don't even have to come back here and speak to it. every kind of atrocity, every kind of abuse you can think of happened, has been happening and continues to happen.

even as we speak, we heard about all the systems in place, all the methods for grievances, however, we do know that the systems are there, but they're not being implemented. we know that people are not being treated fairly. we know that in grievances when there are investigations, they are very shoddy. they are not fair, they are not done well. it has taken as if it was nothing. how many times have we seen a case where it is he said she said, but the black worker gets fired? how many times have we seen where a black worker is injured on the job, heard by a patient or hurts by the public or whomever, and it is your fault, what could you have done differently? it is always our fault. it is time for that to change. we came in september and we spoke to you. we opened our hearts as we

always do. but i think we need something different. we need implementation. we need change. the mayor has the mandate to have all the changes effected. that was in september. the mandate is it should be implemented in january. we are almost in december. where is the blueprint? something should have happened already. what will happen? everything will just happen overnight in january? come on, now. it is time for everyone to get serious. mickey, you have to get serious. you have to get it done. it is not enough to give a nice beach here. we know that you have seen -- you have seen the statistics, but you have also been in these meetings where we have seen hard and painful things happen. in 2009, between 2009 and 2010, we had a couple hundred workers,

for example, who are skilled. it is another way of applying racist policies, of making sure that people are kept underpaid and are abused in every kind of way in the workplace. and these workers were fired, particularly nurses and clerks. some of the lowest paid in the city who were fired under the guise that the city needed its budget to be balanced, and rehired at much lower pay. that was never corrected. as we are talking about being fair and restoring justice, how about starting to look at some of those old wounds that are still open that need to be addressed. some of those things must be addressed. don't tell me that we need to go

to bargaining to fix this. this is one that is so glaring. in fact, the special budget committee meeting of the board of supervisors in november 20 th, 28 --dash 2009, the chairman said regarding the descaling, i truly believe that with these classifications that have been their skills downgraded, we have only singled out a part of the workforce. the higher-paying people were never touched. so this is how racism works. it is not always that someone looks at me and calls me a [ bleep ] or whatever. it is also about making sure i never promote, as we speak, there were lpns who were in this room who did their work, went to school, got promoted from being nurse assistance back and they are reachable.

they have not been called. they remain in the lower paying job that they started out as, but they continued to carry a higher classification skill set. they are not hired. let's be real. >> i want to remind you, you are addressing this body. your eye contact, your words, your actions. >> yes. because the people that are in here are also the people who have caused us pain and have sat over and being part of a system that should have been fixed. we did not need these statistics we knew this was happening years ago. i joined this in 2002 and this was happening. so it is not to new. it is sad that it took a hearing it took us marching and doing all kinds of stuff for this just to stick, this tracking, for people to even be thinking about this. we know that this happens and this tracking should have been

part and parcel of the process years ago. it didn't need to have a hearing for people to start thinking about stats. h.r. should have thought of this it is sad. right now, we need implementation. we need things to happen. it is over. talking is over and statistics are over. just do it. >> thank you for your comments. >> i will let you know that the 20 minutes to plan for this part of the hearing has concluded. >> thank you. we will now open up for public comment. public comment is open. i want to call up cheryl, david, and mr wright. mr wright, you may begin.

>> for you to get up here and say who the complaints have been going to, they have been going to you. for example, the last hearing that we had, it demonstrates you are running a corrupt and organized enterprise where you methodically discriminate against black people, and in each and every god damn department in the city of san francisco. take the black employee who had the asian supervisor who said that asian dug his nose and pulled the booger out of his nose and wiped it on his shirt and went to the red tape procedures of filing a complaint and gave it to you, nikki, and you gave me fine and said he was harassed on the damn job. >> mr wright, please speak to the board as a whole. >> those were his exact words. and we are talking about racial slurs being said, and the housing discrimination is part of it too. you talk about the low income that blocks is making, but each and every housing opportunity that comes available out of the

zone of housing is far and beyond the range of income of the people that are working and -- for example, even when you get housing, here is a contract. s.f. viewer, you see this contract? tenderloin housing corporation has zero tolerance of threats of violence and verbal abuse. i have been practising law and i said the court had to get a restraining order against a white lady who was being been calling us terrible names. they did not do a damn thing about it. they signed a contract without a god damn fault. they did not do a damn thing about it. here is one of the police reports right here. the police officer said and documented what they said. you fucking nigger. he did not do a god damn thing about it.

he started spraying. then you claim and act like you are a victim but you will not tell how you started this shit. >> thank you. >> thank you, mr wright. [indiscernible] >> thank you, mr wright. >> next speaker, please. >> good afternoon board of supervisors. my name is cheryl. i am here today to speak about the malfeasance and systemic discrimination and misrepresentation of workers throughout the city and county workforce. i have faith that systemic discrimination like other minorities. i have been subjected to a hostile work environment where i was discriminated against on numerous occasions, even after reporting these incidents to managers, department heads, and city officials. i play by the rules. i acquired my necessary credentials for promotional

opportunities, sat for numerous civil service exams, and even scored in the top five. yet despite my efforts, to progress in my career, i have been in the same position since 1995. i also want to address that we heard a hearing today about why workers don't go to the eic --dash the elc. i did. i received this letter. ms. miss stinson, this e-mail is in response to your e-mail below as well as your voicemail that you left today at 8:23 am. as i informed you, i have been assigned to address your complaint that you filed last week. that is the purpose of our meeting. also, i explained to you previously that the department of human resources equal and employment opportunity division has not, and is not currently conducting an investigation into

allegations of discrimination made by another employee against you. this letter that you received at the department of public health, eight -- dated december 2nd, 2014, was erroneously stated that there was an investigation. for four months, i was accused of sexual harassment, and they said there was an investigation against me, when i was being harassed by a high-ranking manager in the department and nothing was done. this harms that i face, i don't even know the words to explain the pain and agony that i went through. but i am here again to express that i'm not the only one that's going through this pain and agony. are not the only one who is being discriminated against. it is high time that something changed. i feel that i am sorry that our

human resources department has failed us. i don't want to be harmed again and i don't want to see any of my coworkers behind any further. thank you. >> thank you for your comments. neck speaker, please. >> supervisors, my name is david i am with s.i.u. for the record, there is one category in our data points that we will correct later regarding the probationary releases in the whites category, the number is higher than what we presented. it was a typo. we will correct that for the records. thank you supervisors for hosting this hearing, especially president cohen, on the supervisors that brought us here supervisor cam and other members of the oversight committee. it is clear to us that the problem of racism in the city workforce has developed over time. and i think the system or the departments that are responsible for overseeing the problem cannot, are not -- will not be

capable of self correcting on their own. the institutions responsible for dealing with the problem of racism in the workplace have failed us. they continue to fail us and our disjointed. civil service, the department of human resources, they are not dealing with this problem in a way that makes us feel comfortable that the problem is going to be fully addressed. we need an alternative. we need a body that will investigate and force issues of race and equity in the city and county of san francisco, and san francisco can and must do better we appreciate the mayor's executive order. it encompasses most of what we asked. and finally, to the executive order that this process will now begin. the process of tracking will begin. we demand more. we demand that this body, with the investigative and enforcement authority be established to oversee the issues of race in equity.

we demand a review of the harm that black workers have suffered , specifically, and we demand the right for folks who have been mistreated and pushed out of the city workforce to be brought back and the review -- a review should be held -- >> thank you for your comments. >> thank you, sir. thank you. neck speaker, please. >> hello, supervisors. thank you for having me. my name is brenda. i will repeat what i said outside. i know people don't want me to call for what i am calling for, but i feel this so strongly that everything starts from the top. if you want to change the tone of something, you have to change it from the top. if you have -- i will not call it a cancer, but all i will say is if you check the leadership in d.h.r. and see how many of

those people are black. the upper management executive level, those are the people that are making the decisions about all this. those of the people that we will be asking to oversee all this. i will tell you, based on what is there now, this is not going to work. we can be here all night and we can keep talking about the same thing. we will be here five years from now and it will be the exact same thing. so i really hope you guys pay attention to all of that. so i will go to my speech now. i have been here 30 years. i am here today because there is an urgent need for black workers , and people are coming to me all the time, and it seems like since we started talking about this, i am hearing from more and more people to the point of where it is becoming overwhelming, there so many people. and we believe that the stagnation of the leadership at the top of human resources and

management is a major contributor to the problem. we are not seeking preference, only equity. that is what we want. >> thank you, for your comments. neck speaker, please. >> good afternoon, supervisors. my name is james harrison junior i came here once before, and they he made a statement about my situation. my situation is this. i hit, or i should say, a lady in a wheelchair ran into my city vehicle. i was doing 15 miles an hour. i was doing 15 miles an hour. three days after the lady got hit -- after she was struck by my vehicle, or she struck my vehicle, whatever happened, she went to the hospital.

they put an i.v. pad on her. all of this came out in the trial, because i had a trial, by 12 of my jurors. and they all came up with a statement that i will say later. but still, she went to the hospital and they put a saline bag on her. they put a saline bag on her through emergency. she sat in the hallway for an hour and she started hemorrhaging. they took her into emergency and they started diagnosing her trying to get the water out of her head that went up into her head. they put a saline bag on her again. this woman doesn't have no legs. apparently she died. but they told me that i was the one that was the cause of her dying.

but at the trial, i was exonerated of all of the mist doings. i was exonerated. i was forced to retire. i want my job back now. okay? since i was exonerated, i want my job back. because i was innocent from the start. the city just decided to blame -- >> thank you, sir. thank you for your comments. neck speaker, please. >> before you start my time, i want to put this up here. i am glad all these black folks are here. i am glad you are here today. >> i will start your time. >> my name is ace and i am on the case. let's show this right here. you can't see that. that is ace on the case with the elected governor. i am the only one, the only

media that was at every ten meetings of the outmigration. that is what you are all talking about. there's five recommendations. you talk about all these reports , we've had so many reports. the one that i am talking about is the report that came out with the outmigration. they called the african-american act. we will change that to the black outmigration. if you count the immigrants in here, our population is down way low three%. slow down, okay. i am telling you all, i will have a meeting with all of you organizations and we will have a reunion of the black outmigration. you hear all about the immigration, what about the outmigration? i am a father, a grandfather and a great-grandfather. my grand sun is -- he has four grandkids. i only had three in my lifetime with my wife. let me go back to this. put it back on here. put it back here.

everyone is getting recognition of who they are. i'm the czar of the outmigration i am driving the car and i want all yawl to get in the car because we will go far. we will go all up to the governors and we don't care what you will do about san francisco. this is the most racist city and the city of the united states. let me do this. my hand is hurting. i am two ace, dammit. i am telling y'all. we have some of the all new supervisors. that is good. but the bottom line, this structure, she is a black mayor. the president was black. the c.a.o. black. we have so much power right now, but we ain't got no power. once you get rid of those blacks , we are finished. but that ain't going to happen when i am on the case. i'm telling y'all, -- >> thank you for your comments. thank you, ace. >> thank you, ace.

>> neck speaker. come on down. let's go. >> thank you, ace. [indiscernible] >> hello, good evening. madam president, thank you. thank you to mayor breed and reverend brown. my name is jeanette. i also want to commend the board of supervisors and supervisor kim for holding and conducting the first hearings on discrimination. thank you very much. that was a very well conducted and held. i could fill your ears with empathy. i thank you. i think that something particular, first of all, i have been a registered nurse for 27

years. i'm very well qualified. i am on that five% of the salary scale that was spoken about earlier via h.r. the higher percentage. i have all of the degrees on the certification. i hold a master his degree in science and nursing. i have certification in neonatal nursing. i can deliver your baby. i want you to know that the discrimination that i experience throughout labor and delivery, the department of public health, was extreme. i started to report the incidents that patients of african-american women of color, pregnant, in labor, are on bedrest, experienced in labor and delivery. i was the one who was sent to racial humility training. not my colleagues.

so we can talk about training, and we can talk about implicit bias, but actually holding managers and supervisors accountable is the paramount issue that is missing. when i was hired in 1993 in labor and delivery, i was the second african-american nurse on that units. [indiscernible] >> thank you for your comments. >> thank you. thank you. >> thank you. next speaker. >> hello. members of the board, my name is alice. i work at sga.

i am a pca which means patient care assistant. i have been working there since 2009. i never had any disciplinary action taken against me until last week when i was given a notice of dismissal because of an incident that occurred. out of all the employees that were present during the incident , i was the only one who got a termination letter. the city never gave me a response to the allegation against me. that week was the week of thanksgiving which gave my union exactly three days to prepare. i think it was on purpose against me. it was harsh, and it was nonnon expected. i was not given a warning, a suspension or anything. my boss went straight to determination.

as i mentioned, no one else was involved who is getting terminated. ever since i received a letter from my boss, i haven't been the same. most of the stuff h.r. wrote about me and the package i received was completely untrue. the job is my only source of income that i have. that job is how i support my 1 -year-old grandson and my granddaughter who is going to nursing school. if i lose this job, me and my family will be homeless within a month. getting this letter two days before thanksgiving is so cruel that i cannot express how fort felt just how hope hurtful i felt. >> thank you.

>> thank you. i'm sorry. your time is up. quickly, did you appeal your termination, or ask for a consideration? did you appeal your letter? >> i will be. >> you will be particular in the process of peer good to hear. next speaker, please. >> i am first and foremost thankful to be a native san franciscan. and the part of city and county of san francisco workforce since 2014. i want to make positive contributions to the community in which i have worked for. i will make positive contributions to our society's social and work culture. sometimes make positive steps forward, you have to identify and address problems. hopefully with more understanding through targeted education, we advance the values that we want our city to

represent, and pass on for generations. about 20 years ago, i thought i was fitting in well doing my job diligently. many of those around me were suggesting more management responsibilities, which i welcomed. as i am concerned with fairness and justice when it comes to important issues, art when an issue arose, i contacted the high official, including the h.r. director who spoke today with the concern about disability discrimination. timeframe it was march 4th, 2016 and june 2nd, 2016. in a matter of a few short weeks , after this i began to notice changes of how i was treated. a short time after that, i was stripped by -- of my supervisor position. to add further insult to injury, on september 16th, 2016, i was falsely accused of five different very serious infractions. each of which could have landed me in the annals of the unemployed but didn't. we had to trudge through a level

of character assassination that i've never before experienced. the intention was it was to scare me away and put me on notice. i felt that these accusations, but how many others have not had that opportunity. how much of the taxpayers resources have been wasted in this way because i? i am here this afternoon to ask the board of supervisors to look into this type of treatment for people who stand up against discrimination and retaliation. thank you. >> you will have to file does perhaps as the director of d.h.r. can be of some assistance to you. we don't have that ability. >> yes, i understand totally. i am asking from a global standpoint. it wasn't just me. >> i understand. thank you for correcting me. thank you. >> hello. my name is harry it's.

i'm with renaissance. my concern is with funding practices, last cycle, we submitted ten proposals. none were funded. we went and had a meeting and we were assured that there was no money available and she could not help us while we run quality programming. we found out later this was not true. we put together pockets and we sent it out to everyone in the city for supports. we got no support. a question was asked of us, what was different from us from the other organizations that she funded, i can tell you this. we have worked since july without any salary in support of our community. they told us if we left, who would take care of them caught we work from morning to afternoon. we went to a second job at our ages and work so we can pay our bills, with no supports. we submitted proposals for the second round and we weren't funded. we were asked to fund a program

which would help us in title and enable other african-americans to be the leaders of tomorrow. that was not funded. and it is suspicious to me that the funding came out and the letter came out during the break the appeal dose during the thanksgiving break. the appeal had to be in by the 27th. i don't think this is by mistake i think it's by design. i think d. cys is making a concerted effort to eliminate black nonprofit organizations, and it needs to be stopped today >> thank you. >> hello. my name is donte. i work for the city and county. i work in the department of human resources. i saw some of my colleagues speak today. one of the things that i will say is that one of -- we do not only have an issue of systemic or structural institutional racism. it is an issue of a culture of

anti- blackness that this country was founded upon, okay caught many of us at the leadership level, and throughout to the entry level, do not have a good grasp on the historical context that set this up. not only economically, but symbolically, mentally, emotionally, socially. those issues persist. one of the things that i have shared, and continue to share is that the total experience of african-american people was created and maintained control by white people. that continues into today. that is the reality. white people brought us here. they created us. they are the ones that decide when to open doors for people of color and/or when that that experience of african-american people will be valued and regarded and respected. my team and i have been responsible for rolling out implicit bias. i'm the one who has been leading the efforts.

i have very skilled people that i have been honored to work with i do give honor and tribute to director ruskin for embracing that program with great sponsorship, and also creating a framework around it that's proven to be effective." one of the things i will say is a recently raised issues around race that i have asked -- ways i have experienced it and other spirit i have gotten stellar performance reviews pig but because of this discomfort with discussing issues around race, it was alleged i wanted to file a discrimination complete and i have a city attorney called on me to follow up about me filing a discrimination complaint against people i have relationships with. >> thank you. thank you. thank you. thank you. [applause]

>> my name is wanda. i started working with the city in 2001. the san francisco district attorney's office. in 2015, my coworker called me a scary nigger. after she called me a scary nigger, at i asked for a copy of the complaint report, i was told that there was no report or complaints. it should have been two generated. once i asked for a copy of that report of me being called a scary nigger by a coworker, i experienced a hostile work environment, harassment, retaliation, they retaliated in my evaluation. they put so many lies in my evaluation. it was unbelievable. i have never had a bad evaluation. since 2001 when i started to, until i went off on disability in 2015. but all of a sudden in 2015, i got a bad evaluation.

but all those years before, i never had a bad evaluation. they did no investigation in-house. i went to the city h.r. and met with them. the city h.r. sent me a letter saying that she wasn't going to investigate either. i had a press conference with channel talks what with my attorney january 2016, and after my press conference, they spoke with the city of human resources department, mickey callahan's office, and this is what they said. while we acknowledge the extreme offensiveness of the n. word. nonnote one comment is not sufficiently severe to create an abusive working environment. how can you tell me it wasn't abusive to me? being called a nigger. had i called someone in that office a racial slur, it would have been a different outcome.

the one that called me this scary nigger, she is still working. and i have no job. >> chair peskin: thank you for sharing. thank you. thank you for sharing. thank you. we hear you. >> good evening. thank you, board of supervisors for giving us this opportunity. my name is brandon. i am an employee. i have been with the city and county for ten years in department such as the fine arts museum, m.t.a. and d.p.h. although i have my own documented experiences on being bullied on the job because i don't have the years, i don't have enough years of experience, and -- in the position because i've been at one place for a year and a half, and my coworkers have been there for 20

, i have been mistreated, but i want to come from another angle. i only want to talk about me. i want to talk about the users of the service. we can walk into a clinic and to a primary care clinic and you have african-american jewish-american patients come to you asking why there are no black doctors. why there are no black social workers. only people that look at me just look like me in this place are the people in the front lines checking my eligibility or the security guard that has been contracted out to work in this clinic. i think that we are doing our african-american patrons a disservice. when they walk into a clinic and not have nobody look like them, and not anyone who can identify with their needs. and there are not too many of us in san francisco left. when we talk about patient care,

patient excellence in patient delivery, we need to consider all of the options. every time we go to h.r. asking, where is the black doctors squat there ain't any. you are telling me that in this whole nation, we have black medical programs in the united states and we can't pull not one , two, or three african-american doctors? no nurses? that is ridiculous. we owe it to our patients. we owe it to our african-american residents of the city to provide the necessary people that they need to get help. >> thank you. >> good evening. my name is john. i'm 81 years old. i am born and raised in san francisco, as were my four kids and five grandkids. i worked 35 years in the san francisco waterfront. i am a three year marine corps.