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. i am in living in a castro hotel at the corner of stockton and vallejo and i have been there 15 years. i heard the mayor said that she is pushing for affordable housing when she was dead against it one proposition c. came out. proposition c. was my last hope for affordable housing. i would like to talk a little bit about homelessness on -- i am a 37 year member of alcoholics anonymous. for three nights a week, we go into the shelter at fifth and bryant street. we bring a.a. meetings in there peerk i want to tell you the conditions are horrible. the people in there, a lot of them are working people and they can't afford to work and live outside of san francisco as i can't afford.

if you will build shelters, you have to build more than one. is a hundred 50 or 200 people waiting on the doorstep to get in and they end up in doorways all over town. i live in north beach and they're all over north beach, columbus avenue, union, stockton , they are not dressed like homeless people. they are working people with bags and suits on. so things are pretty tough. thank you for your time. >> to the president, i will remind the public this is about the african-american work force hiring and retention. this is not general public comment. >> thank you board of supervisors. this is not all about black people. it is the people who serve the san francisco. it happens to be there are more black being discriminated than other races. i am asian, i am chinese, i am bilingual. we have been in so many cases other than african-american. i just want this to be noted. my name is alan.

i am a behave health commission for public health. i train people how to behave. that is my job. i am a bargaining team member, along with many people here today. we are leaders for the union. as you know, we have 30,000 public employees. they have more than 50% of them. we had approximately 60% people representing different departments. as a public employee, i have been helping many investigations and we have addressed many cases with human resources and my department of public health resources. we see the ongoing pattern on people. for example, earlier, many people address african-americans, the population has been shrinking. the think just think about what you do for the people. there is one thing that we say over and over. the one thing that you can do.

put it in legislation. reverse evaluation that all workers evaluate management staff. that each department and supervisors, adaptable holds them accountable. right now, they only have one way. the supervisors and managers evaluate all employees, but not themselves, and vice versa. that is why you are putting the public at risk. risk of all those lawsuits that you had been paying every month. those are our public dollars. there could be more housing for teachers. >> thank you for your comments. >> good afternoon. thank you for holding this hearing. my name is mary. i am a registered nurse with the department of public health where i have worked for many different positions. i want to say in the 31 years, i

have worked with seven african-american registered nurses as my colleagues. and i left san francisco general i still work in the department of public health and the primary care clinic. i left san francisco general ten years ago for multiple reasons, but one of them was because the environment had become so punitive and there were so many disciplined -- disciplinary actions being taken against workers because of systems issues and because of cracks in the system. but one particular person would be blamed. if you add implicit bias or explicit bias to that, you can imagine who is being disciplined i want to second what mrs. rutherford said. this issue cannot be under emphasized. it has been -- it has had a huge impact on people. our l vn positions have been eliminated from the department of public health. i'm sure that affected a

disproportionate number of black nurses and our cma is ready scaled down to pcas. patient care assistance you are absolutely wonderful and can work just as hard as any registered nurse. and i have to question the standardization across the board of what managers allow their workers to get a part-time schedule to go back to school. what i want to tell you is that all of the nurse managers at san francisco general are required to get a masters degree and had classes brought to the campus to make it easier for them. what about everybody else who deserves an education and deserves to be promoted to positions that get paid what i get paid, and all of my patients deserve to see people who look like them. thank you. >> thank you for your comments. >> hello. thank you for having me. i am from local 393.

actually, i have been analysing the whole situation. these people need to be compensated for posttraumatic stress disorder. and it is a security issue too because the h.r. department, what happened in my department, when i reported, the department turned on me. so now i wish i would have been recording every phone call, or videotaping every event so that i could actually have solid evidence of the manipulation that goes on. going back to history, who here knows who knows about nelson mandela? not this government. don't expect to achieve much from this government, unless good people step up and have integrity. but, to make a difference.

i'm proud of every single person here that showed up. and i love you all. and i hope you all get the posttraumatic stress disorder treatment you deserve. one hundred. and to mayor breed, she does need to communicate with the governor now that she is in possession. in regards to base's point, in rebuilding san francisco, in a more african inclusive way. i'm talking about new buildings built by african-american hands or at least projects led by african-americans. programs led by african-americans and why people get that white people getting to work under african-americans and so on and so on. thank you all. god bless america. [applause]

the real america. not the america that donald trump talks about. [laughter] >> thank you. >> good evening board of supervisors. thank you for hearing george holding this hearing and think of her a supervisor can for scheduling this first hearing. i have lived in san francisco since i was ten years old and san francisco was about 13% black. that is a shameful 3%. it is not the city i once loved. i have been a city worker since 2013 and i have witnessed firsthand how my black colleagues are bypassed for promotions. i have served clients who are clearly not getting the effective and meaningful service they deserve from the staff promoted and giving those vital jobs. not only is this an employee probe of problem, this is impacting the vulnerable san franciscans we are supposed to serve. my agency acts more like it is a career ladder a stepping stone for employees rather than an agency to provide vital services

my union is clearly demonstrating the facts to demonstrate the systemic racism that is occurring. this is a city that constantly is condoning the use of the n-word. there is no way this is acceptable. not only do the racist get away with it, their victims are retaliated against. are a city is paying out lawsuits rather than doing what is right in the first place. finally, there is the g. a. r. e. inequity initiative which my agency treats like a joke. they handpicked people for the committee. they are creating h.r. staff responsible for unjustly firing black employees and they do not reach out to recruit qualified committed participants. they are going through the motions, but they are not serious about making changes that we need to make. as someone who cares about equity and as someone who lives my life seeking it, i find it very offensive that they made no effort to reach out to anybody and only handpicked people. i hope you are watching this and you know that some agencies just treat it like a game.

thank you for your time. >> thank you for your comments. next speaker, please. >> at evening caring my name is norman. i am one of the lucky third-generation native san franciscans. i still live in the western tradition since 1964. although i may not appear african-american to today i hope you heard and felt the pain and suffering of my brothers and sisters in this room and throughout the city. i am currently the chapter president of the san francisco asian pacific american labor alliance, also known as apollo. we tend to address issues when we see injustice. just like rodney king. remember that one? if he smelled smoke in this room you would start investigating,

possibly if there was a fire. after the hearing today and to the previous one, i think the fire alarms are going off like crazy and it is up to you to do the next action. please do the right thing here i will leave you with a native american proverb that i truly believe in. we will always be remembered by the chocks we leave. that means, do the right thing. do the right thing the first time. take leadership thank you. >> thank you for your comments. next speaker, please. >> good evening, supervisors. my name is karen pierce. i'm a native san franciscan. i am a resident homeowner in bayview hunter's point. i have raised my kids in the city, and i am an employee of

the san francisco department of public health. i spoke at the september hearing , and i just want to reemphasize the main points that i made. that is that the health departments is in crisis. and the way it is manifesting most is in the health of the people we serve. if you look at the statistics on african-american and black health in the city and county of san francisco, you will see that there has not been any progress and in many instances, things are getting worse. we don't need ptsd. we are in constant attack. we need your support to change it. this is not necessarily a reflection solely on the existing leadership. this culture has been built over

more than the 20 years that i have been working with the department. we cannot expect the people who are now in leadership to step right up and make a change. but we need you to make sure that the department takes a look at who is in leadership, brings to the forefront to those of us who really have ideas and know how to address these things who are willing to step up and to really want to see a change. remember, the health of our clients is the date that you need to look at to determine whether or not the department of public health is doing what they should be doing. >> thank you for your comments. next speaker, please. >> good evening. my name is daniel. i am a field rep for general hospital. i didn't prepare anything to read, but i can -- i wanted to speak for a minute about my own experiences with being a field

rep within the city and county of san francisco. some of the things that i have witnessed myself and just some points, first of all, obviously, we live in a white supremacist country, and the city is not -- it is no exception. the second thing that i am seeing is that at the hospital, there is a ton of authoritarian managers that disciplined people just for the sake of dispute -- disciplining people. and people that you are seeing here, those are the people that we represent that are being disciplined disproportionately. the third thing that is contributing to all of this is you have an h.r. department that seems like its main goal is simply to support managers, no matter what. ninety-nine% of my grievances are denied. does that mean that 99% of the issues that we are bringing up our false? and not true?

you should probably take a look at your h.r. department and see why people are getting disciplined so much and why they are denying all our grievances. i don't have anything else to say. >> hello. my name is john. i'm from d.p.h. i am the chapter vice president. i would like to say first, thank you for acknowledging our efforts to be present. it is my day off. i would rather be home with my kids. i don't know if i am mistaken, but i believe that one of the formats for this meeting today was to have supervisors present and for questions to be asked.

i was excited to hear that. it sounds like we are moving in the direction of accountability. i don't see any supervisors here not any from the pharmacy department where i work at s.f. general. discussions have begun to talk about measured efforts to address data sampling. i see others beginning to talk about uniform disciplinary accords. i like what the dialogue is becoming. more and more, i hear words like equity, they talk about promotional opportunities. i hope they lead to discussions and audits around financial -- financial stewardship his. i see ms. miss callahan discussing different labor contracts as they relate to unions and their members. i think when we talk about d.p.h. and issues around d.p.h.

services, we are talking about the care of people, which should include your labor staff. you are supposed to care about those people too because those are the ones that are providing services to your patients and to your population. thank you for your time. >> thank you. next speaker. >> hi. thank you. my name is julian. i'm a new resident. i want to say how grateful i feel to be here. san francisco is a very cool place. they have the ingredients to be the coolest place in the country i feel fortunate to be of a mixed heritage and having come from a school that -- we put emphasis on diversity and it is so important.

i want to think about a symbol we embrace here, which is the rainbow. it doesn't just need to be for orientation. you can be for everything. the rainbow is beautiful because it has all the colours and we need to make sure to retain that because the more diversity we have, that means food, music, learning, also we learned something from the mi too movement. something so awful that just because it doesn't affect you directly, that we at least believe that there is some sort of injustice happening and we can improve a lot of people's lives that way. i want to say that compared to our administration in d.c., we have a golden opportunity to be the opposite force of love. even geographically, we are on the other side of the country. we have ocean all around us. there is no reason we can't be the greatest place on earth. all we need is love, as we say. thank you very much for your time. >> thank you.

next speaker. >> good evening. my name is matthew. i work for sft agent for the switchboard communications. i want to start by saying i want to personally thank brenda and daniel as well as ingrid and john for their support. if it wasn't for them giving me the courage to be heard today, i wouldn't be here. i am very nervous. it is hard to speak. i'm here to speak on the discrimination that i've witnessed and especially personally in my department itself. i have spoken to management and angela, in looking for support in fixing our department and improving our department. unfortunately, they haven't really heard me. i have been trying to speak to greg chase so i can be heard. there's a lot of hostile environments.

our department is in desperate need of some fixing and the people from the outside looking in to improve the environment and to bring and rebuild the team that is in there peerk there is false accusations and false reports that i have witnessed against my colleagues, and is as well as me as a male. i am here today to speak so does not happen to the next person. i i haven't personally accused of things that i did not commit. i look for support in the beginning when i have been going through bullying because there is a lot of bullying in our department from labor relations. i have not got the support or felt needed. just as daniel said earlier, and spoken about the percentage of them. at what point is it not our fault? when do they take accountability , management, of fixing the problem in addressing the real issues? it is about equal fairness and equal opportunity, it is not about the association and relationships that management

has with certain employers. they need -- someone needs to looking our department and give equal opportunities and equal fairness to everybody. it reflects upon everybody. >> good evening. i'm the executive director of local 21. i want to thank you for having this hearing. we are here and supports, in strong support of our brothers and sisters. we stand united against racism in the city and county of san francisco, and we are appalled at the numbers we saw today and have seen over time. and what our members have witnessed happen. when you look at -- when you go up the career ladder in the city and county of san francisco, there is a very serious problem with the lack of diversity and that is in many job classifications. not just in the 10-1 job class

but the local 21 job classifications. i think i want to reiterate here that that is not acceptable in the city and county of san francisco and it's great to have hearings. is important to have hearings that shed light on something but it is more important to do action. we want to see action and justice served here. the last action here is a serious problem and needs to be fixed. it needs to be fixed now. that is our simple message from local 21. >> thank you for your comments. next speaker, please. >> hello. i am with 10-1. i work with the office of the chief medical examiner. want to call attention to the fact we heard a lot from big workplaces and i hope the small departments are not able to avoid scrutiny in this process because this is going on in every department. it goes on at the office of the medical examiner examiner and with the public defender. i know a lot about and i hear a lot about it in other departments. so general services agency which

does h.r. for the medical examiner and a lot of other small departments was not here presenting today. it would have been nice. it is a big department. might take away from my time speaking right now is the small departments seem to be slipping through the cracks of this process. i hope that is not the case. thank you for your time. >> thank you for your comments. >> madam president, i appreciate you are holding this hearing. my time around the sun, i have seen a lot of policies and such that have relied more heavily on black folks and other people. that is a reality. as we go through this, i hope we don't forget that there are a lot of other reasons why people of color are being displaced in the city. they go to planning department issues that we have been doing for a long time and our failure to have cost containment on our housing and other issues like that.

>> thank you for your comments. >> you -- i'm with united public workers for action. this is the second hearing. we have heard the same report from the director of human resources that she is working on its. i think people have to be accountable. that is part of what your job is and the mayor's job. when somebody is causing -- costing the city $70 million in settlements to workers who have been illegally discriminated against, their lawyers and the city's lawyers, who will pay the cost of that? who is accountable? you voted on those settlements. those that were here. you voted on settlements. was there a question made about -- where those managers and executives held accountable for illegally acting against its he workers, public workers? that question has never been asked. there is a national systemic attack on african-american workers and public service -- in public service jobs. it is going on throughout the

country. it is not just san francisco. we are purging african-american workers from their jobs in public cities. part of that period has to do with outsourcing consultants and privatization, which is going on right here in san francisco. [applause] it is going on in san francisco. you are outsourcing jobs of the civil service commission. the human resources director outsourcing millions of dollars of jobs. many of the workers who are doing those jobs, not only are they not union, they are not living wage. sixteen dollars an hour for doing public service jobs. is that something we are proud of in san francisco? they're doing jobs, public jobs and are paid slave wages. that has to end. this hearing is addressing fundamental issues which go beyond san francisco. it has to be a national campaign against racism. against discrimination, against outsourcing and privatization which dominates cities and counties in san francisco which the state government and federal government.

lastly, gavin newsom was responsible for a racist attack on a bus driver union and san francisco because they refused to take concessions. that has to end as well. >> thank you for your comments. >> thank you. all right are there any other members of the public who would like to comment at this time? seeing none, this hearing has now been heard and filed. thank you, very much. we have heard many heavy stories and i am grateful for your time. colleagues, thank you very much for listening. supervisor yee? >> yeah, i want to thank supervisor kim for bringing this issue up originally and for the rest who have carried this forward. i think, i want to also thank the public for coming out for this.

>> supervisor caught ladies and gentlemen. we still have business. we still have business. we are still in session. supervisor yee has the floor. >> again. i want to thank the public for coming out and testifying, and i believe that this issue -- the combination of the data, and the combination of the testimonies really makes this a very strong case where we need to pay attention, and address this issue full force. i just want to remind you of a situation in utah. i was on the fellowship. i was there for a few months. i looked at some issues there, and because of the data, it was hard for me to get it because h.r. would not give it to me

until i fooled them and said the governor's deputy wanted it, and the give it to meet within two hours. i looked at the data with implicit bias that i saw. this was c.b.s., the state c.p.s. department. i saw that in looking at the kids that were taken away from their homes, at every step, there was biases. at the end of the day, i saw that the children of color were not placed back in their homes anymore. they were basically adopted. so i question, what was going on with this? it looks like the staff training didn't have any cultural training. the staff leadership did not reflect the population at all. i asked the university, what is going on here?

why are you just training non people of color to be in leadership, and they said we can only pick from a pool. so they already have their bachelor his. my point there is we have to look at all of these issues. it is not simple. it could be solved. when you look at leadership, and where people come in, and you look at the data, and it shows that it was 70 5% of the workforce was at the bottom and, where are they in the middle and at the top? there is opportunity is to move up the ladder in some cases. there's opportunities that it is difficult without training or additional education. we need to create pathways. a lot of us already in this room have talked about issues like this with our younger people and saying, where is the apprenticeship programs that

will provide a pathway for these younger people? we need to look at the bigger picture, which is where is the pathway for the adults in this in terms of growing the leadership of all the diverse groups that we have in this city i am glad that mayor breed has come up with some game plan. i think it is a start. i don't think it is aggressive enough. we have to look beyond what we could do in our department his. we have to talk to our institutions of higher learning and say what the heck are they doing? in helping our people within the city to grow this type of leadership that we need. so again, i am just babbling because it is one of these issues where i feel like it is real important, but i am a little frustrated that we haven't really addressed this issue, especially when this issue has been brought up over and over again.

>> thank you. thank you very much. it is good to hear your voice weighing in on this issue. supervisor fewer? >> i just wanted to say that listening to the testimony of the workers, i just think we also, s. institutions can do what we can, but the idea that we have such a small black population, an idea that they are not our neighbors, that they are not people that we see in our everyday lives around in restaurants, and as friends, and us people who live next to us and our children's friends, and because there is such a small black population, i think it really ads to it to the bias. but also the unknowing and the unfamiliarity with people. that's why i think that in the office -- and office of racial equity needs to look at other

things besides just about the workplace and the upward mobility of our block employees. i think that we need to really look at san francisco as a city and we are truly an inclusive city. it means that we will see black people in all parts of our lives when i go to restaurants, i look and i notice. when i'm on the bus, i look and i notice. when they are not part of your everyday life and friends or people that we have close relationships with or people that we love in our lives that are black, i think that what we are missing out on is such a rich experience. but also the opportunity to actually have a workplace where people know people charge as individuals. and in this country, where the rhetoric is so racist, and the media is so racist and our number 45 is so racist, i think that it only