>> good afternoon, commissioners, i am goey polk. we are so honored to be supporting the planning commission's effort for the past four years. we have with the initiative for the four years. with planning commission staff started this work and pushed us to think about getting this on the city-wide level. within the city-wide initiative we work with more than 30 departments on the racial equity plan. they have an equity committee for the policies and practices with a available equity lens and use todat to for the action plan. in the past year the department of environment and sentencing commission of all of the law enforcement agencies including the public health and sheriff's

office have adopted the plans at a plan. it is similar to the draft plan to look at policies internally and externally and what the racial disparities are there. we are honored you are taking these bold steps and looking forward to work with you and support you on these efforts. thank you so much. >> thank you. as you heard from zoey, this initiative is within the large city effort to advance equity. the city and county has a firm work for key priorities for all city department alleyedder ship. the long-term strategy to advance this and generate

equitable outcome. consistent with that, this is the department's position. we have inclusivety. we are spelling out equity in our list of values. the plan in your imagine concluding the statement for the department. we have been advancing this work for over a decade, as you can see from the eastern neighborhoods going back to the current work on the lbgq strategy. the initiative in the action plan will help us do it more comprehen civil in our internal and external work. what is available equity? we are in this add adopting the definition. racial equity the condition achieved if race no longer is a predictor of success. it is an outcome and process. we have to be proactive, move

beyond services and focus on changing policies, structures and institutions. doing in on the outcomes -- zooming in. it is the curb effect. this is to the increased mobility for people in wheelchairs. we are benefited when we have carts or luggage to move about the city. you probably have seen this slide before. we want to be clear and differentiate between equality regardless of what they are starting with. structural conditions exist. the fire year plan is helping everyone see over the fence.

so why racial and social equity? we know disparities in san francisco cross every measure are stagnating or increasing. diversity could be more representative of the city and communities we serve and government and the planning field display the significant role with redevelopment and exclusion zoning the classic examples. also, as civil servants we have a responsibility to advance racial and social equity. just a little more about government and race. proudly with th the the exceptif the federal level we do not dictate where people can be a citizen or live. laws are still with us. minneapolis just got rid of the

single family zones. we hope that is nationwide for the network to move us to dismantle the legacies. you might ask why the emphasis on race? racial inequities are deep and pervasive. from infant mortality to life expectancy, race predicts how well people do in all of these areas. also this approach can be used with other areas of marginalization and the worth by focusing on race, women and career folks and vulnerable groups. when you focus on the most disadvantaged. you help everyone. race is hard to talk about. we have to name it and be explicit to come up with adequate strategy goes to address it. excuse me i am zooming through. i will highlight a few

disparities. >> take your time. >> thank you. when we look at just some examples. we see that people of color particularly african-americans have th the lowest household income. native americans have the lowest rate of home ownership no group is above 10% with the except of whites and asianss. we have to december designate. our black community fairs the worst with household income by race. every other people of color groups are worse off than white residents. this is one of the sad december. black babies in san francisco

have the worst infant mortality rates. as you saw in the slide we ask the staff for experiences. phase one looks at the city but the workplace. wayed on these statistics, -- based on these statistics, 41% of staff strongly disagree that the city and county of san francisco is making progress towards achieving racial equity. 60% of staff agree we are making progress towards achieving racial equity. one example when we look at there is room for improvement. look at the breakdown of job classes by race and ethnicity. we move from management to support staff the number of people of color decrease and

opposite is true for white staff. we also asked staff about understanding of various kind of importance prioritizing racial equity and we are doing well. most of the staff agree they are at the end of the scale. they can identify examples of racism and have a basic understanding of racial disparity in san francisco where we need to make improvements. staff feel they don't have tools to address it. as you can see the staff is closer to the middle of the agree scale on this. fortunately, 95% of staff has positive relationships of employees with a different race.

peopleful of color feel less comfortable speaking about race in the department. i will talk about how to approach this task. in the framework of the initiative. as you can see from the disparities, we need to go beyond prejudices. we need to investigate the existing policies and practices and work to change them. we start with addressing the individual or pre-judging and buyses. we started the trains to 70% of the staff completed the training and we recommend the training as follow up for staff. then it is looking at thetutional. what are if policies and procedures working for one group of people? looking at those through racial

and social equity lens. looking at the history and reality across the agencies. this is where the interagency comes in through human rights leadership. this is not because of one person or department it is a combination of decisions that have gotten us. they play a role in the structure. through the city-wide team we hope to chip away at this. we are using best practice to address as individuals and institutions. this is normalizing the conversation with our training. organizing which means setting up the infrastructure for the department. we have an action plan and are organizing with the community. then operationalizing, what we said we are going to do. collect the data, implement the plan and use the assessment

tools. this gives you a preview of the process. we started this work when we at attended the work on the action plan, launched staff training in 2017 and steering committee on 2018. these are the components of the initiative. the action plan deals with internal functions of the department and phase two which we started work on deals with external. we have to start internally and speak the same language. there is ongoing work, integration to existing programs updating every three to five years and providing you with regular updates. finally, this is an outline of what is in your plan. as i said, it includes

background information based on conditions which inform the goals, objectives and strategies we started with. it including implementation steps for phase one and overview of phase two. these are the goals we started with that fall under hiring, staff capacity and procurement and contracting. we have again goal for external functions to say this is why we are going next with this effort. this is an example we have objectives and specific action under each goal. moving to implementation process. as you heard, the arts commission just adopted their plan. similar to what they did, you can see here they are spelling out the resources, accountability and we are working with the chief of administration to come up with

the details. what are we going to track? who is going to do it? what is the timeline? we are also working with human rights commission in the controller's office for the accountability and performance measures. finally, to talk about the tools for implementation. we look for the tools to operationalize the work from others working on this across the country. such as seattle and santa clara's budget tool and the department of environment that are using this. we including that tool in our plan, borrowing from the human rights commission template so the staff can use it. we walk staff through the questions as we do our work. who benefits from the policy or plan? have we talked to the ski

stakeholders, what are the consequences, how can we advance those to address racial and social equity? how can we apply this in the internships? is there outreach? who is on the panels. similarly, we haven't started phase two which is external. there are projected underway. we provided the tool so staff can use it as it moves forward. when the community stabilization strategy we can start to ask questions. what are the unintended consequences? how can we advance equity through this project? wwe started working on phase tw, external functions. these are the functions for which we will develop objectives, goals and actions. we will engage with the

community on this work. we will continue to work on that through 2019. we have our engagement plan in 2019. we want to finalize the phase one action plan. the implementation details. we want to come back to you for an action plan in the spring after we hear your comments, and we are on track to complete the training by march. per the commissioners we are looking at training for commissioners. we have talked to the arts commission and how they conducted the training for their commission. we will get back to you about that. continuing to work on ongoing implementation and integrating this work into our existing plan. i will leave you with key issues. there is commitment to the work it is not easy to identify resources.

we need to have conversations about that as we develop future actions. we need to balance and integrate priorities. how to be fast and streamlined and integrate the racial and social equity. it is a balancing act. we alone can't include these despair sees. there is housing and economic development how do we coordinate? some are ahead on this work and others are integrated into the work that hrc is leading. lastly, because all of us touched the different indicators, how do we track the data? who keep the data? how do we collectively report on how we made progress as a city? that concludes my presentation. we are available for questions. >> we will now take public comment on this item.

>> corey smith on behalf of the san francisco action coalition. the progressive effort across the board i am a good fan of leaning into the racial conversation to figure out what racial equality looks like. it is good to talk about it with the uncomfortable conversations where you explore history and how we got there with solutions not obvious. the first time i had a conversation with the honorable marleyia cohen. how we are going to manage racial equality. she gave me the orderrest look. what did you just ask me? coucoo-coowe talk about racial l

equality on micro and macro level. how do they fit. what is racial and social equality in san francisco? how do we develop policies to make sure we are trying to solve both. i am not saying it is easy. it is important and we need to address it. the other big part and claudia didn't lean into it. we need to end single family home zoning in san francisco. if we want to be leaders and figure out the best way to do that from both a micro neighborhood level as well asthmatic crocity-wide we should have that -- macro for city wide. other cities are pushing it. i hope leadership from this

council and the board of supervisors can create that conversation. the sooner we have the difficult questions in front of us, the sooner we can get to where i think all of us want to be, a more fair and equal world and city. i am looking forward to continuing the difficult conversation. thank you. >> any other public comment on this item? >> sue hester. there is a direct connection between the report last week about how to gain jobs in the san francisco situation and the region. the conversation you had on the

budget and this item. san francisco has very identified strong population of latinos and asian population of all sorts including filipinos. the black population is really going away. partly because every development which there was an issue that the city was in charge of. what we have and what you have is push back from the mission because if the latino population which is to a great extent a lower and middle income population is feeling the pressure from the planning commission policies.

what you had very recently is push back from filipino community, which was out of broadway in chinatown to south park and now is in central soma. they are pushing back because they are feeling endangered so when your planning commission and planning department processes projects that are not really aware of what the history of that area is and who lives there, it doesn't give you the tools to evaluate the project, to evaluate the shadows on the park. that is very important to the community. it doesn't give you the tools to evaluate the road that might be demolished that provides housing for low income populations.

i am telling you existing housing is people of all races in the city. what we do know is the push for gentrification is coming from the department and dislocating communities and non-white communities. that is a fact of life. the tension that is paid at the planning department staff level and the commission is really important on this, and it starts with being grounded in existing housing and who lives in that housing. because i am dealing with chinatown and the filipino community and the mission all of the time in my life i know they are all really feeling besieged.

iit is a matter of paying attention to not only last week but through the entire thing. >> thank you. next speaker, please. >> thank you. i just wanted to remind the commission and the folks who presented these numbers as well as the commenters that the greatest pool of single family homes in the city of san francisco are in the two neighborhoods that are mostly minority populated. excel see your and bayview. bayview has 65% of the total housing of single family. if you think i am here to defend single family homes. i live in the valley, only 35%

of the valley is single family homes. the rest of two to four unit buildings as well as 10 unit believes. when we talk about sensitivity to race and social justice, let's remember that we do have mostly minority populated neighborhoods in the city of san francisco made of single family homes. that incidentally amid dean home he -- the median home price in excel seniors $1 million. by contract median home price in the valley is $2.3 million. if you were an investor developer you are not going to come by $2.3 million lot or home, you would go to excelsioo

or bayview. let's not put single family home equated with bogeyman. it is the land use policies that are going to make people or break them. another thing, mr. smith reminded me about an article in the examiner about the wonders of car displacement. you know reading that this was several months ago. the first thing that came to my mind was all of those people that were becoming jobless. every one of them was an immigrant. i am telling you whenever i was there i felt guilty for having my car washed by these people making pretty much nothing. guess what? they don't have jobs now.

that car wash is now housing. while we are applauding being car less and wonderful policies. remember the impact on the little people. thank you. >> next speaker, please. >> i am with the department of environment. i want to commend claudia and the rest of the planning department on this huge undertaking. i am part of the governmental loans on race and edge for the department of environment. we are one year behind planning. we look to this department for guidance and modeled our racial equity initiative after the work the planning department has done. thank you very much. >> any other public comment on this item? with that public comment is now

closed. commissioner richards. >> commissioner richards: i took a lot of notes here. i guess the overriding question i have always wondered here since i came on this commission september 2014, what do we want our city to be? i don't think anybody has ever answered that question for me. of course, we want it equal and social edge. what does that look like? how do we get there? it is very provocative things were said. in search neighborhoods you would be scalped. single family home we should outlaw it. some of the things that is growth, is winner take all growth the way we want to be.

it seems like that is what san francisco, oakland and san jose are turning into at the expense of bakers field, stockton, all of those places. some of them are pretty dire. i live close to west virginia. it is like an anemic stockton. these are white people. i have to question the premise of unlimited growth. i really do. once we figure out what we want to be, the existing residents, we need to become equitable. we should have programs if they are first ownership opportunity loans and no interest, all of this stuff. if it costs $600,000 to build a unit. how can somebody in the bayview chinatown western edition where the federal reserve shows the

income average is 32, 35, $36,000 could ever afford to live in their neighborhood? i want to believe you could drop development and it is going to lift the boats. in the city it is contrary to that. ms. hester talked about push back in the mission and the chinatown and those are rollouts. these populations are shrinking. there is stabilization. what did we do that it worked? can we have growth and stabilization? i don't know. i walked on 24th street in the mission. high end wine bar, art gallery. piece of art costs more than a month's salary. glass of wine is $15, one hour's pay. it is tale of two cities on one

street. dropping a development with $5,000 a month rent or $800,000 or a million for a condo is harmony. visit the bakery and the latino baked goods is going to compete. i don't see the harmony. show me examples where if you drop the development in the community it works. as i look at other cities. i was in frogtown. i told you this in december. i went to frogtown, a part of la. nobody wanted to live there. minorities bought there. now they have developed the los angeles rivers as an amenity. now it is the coolest place to be. what i saw and i took pictures i

walked around the streets with the equity groups. black stone, black rock. walt street -- wall street people are buying the lots. it is desirable. that is the stabilization part that i am missing. we just can't have development without up -- we can't have production without preserving and protecting. the provocative statement was single family. i am open to an educational presentation by the staff or department on the legacies of that and how something tangibly can hold on to. if we up zone the west side, how are we going to get there given the current limitations we have? people's income is so much.

the study says you build a unit of housing on a for sale on .370 rental creates a bmr unit. we are producing 18 and 24%. rationally am kind of going the more units we have the more we generate the need for low market units. if we were building 50% or more it would meet the demand for the right housing. the question is how are we going to get tornado and what is right? market rate housing? show me where it works. most dense places in the world are the most expensive. that is all i have. it is striking and provocative.

a conversation is nice instead of people yelling at us. thanks. >> commissioner johnson, i was reading this report earlier this week. i started around 8:00. i will read a little bit and read the rest tomorrow. i plowed through the 80 pages of the report. it was fascinating. it should be required for everyone in san francisco, in particular anybody leading a organization. it is a challenge not just for the city but all of then does trees that are here. i want to commends the staff for your leader ship and work in making difficult forecast and frameworks incredibly accessible.

that is the hardest work there is around these topics. i just want to start by reading what the draft equity statement is which is we envision inclusive neighborhoods that provide all with opportunity to lead fulfilling meaningful and healthy h three lives. a city where public life and spacings reflect the past, present and future of san francisco. a person's race does not determine the live's prospect and success. we envision a commission that engages the communities we serve. a department that infuses racial and social equity in internal operations and external planning. we are reimage inning what it is and can be. inclusive diverse.

racial and social equity as practice and indicatetor of success. we must address racial and social equity within the planning departments policies and practices. you know, i think so often when we think about the work in planning and engaging with the community we have a a lot of te conversations. we don't share our values. i wish we could read this statement at every community gathering and what we are trying to center as we move forward to create the next story in our city's history. i want to point out a couple things that i found really interesting. it is great we started the hard work of really looking ourselves in the mirror and understanding where we are so we can think about where we are going

forward, commend the department on high participation in the survey and trainings, over 70%. i have seen those numbers at a lot of companies in the region and they are lower. it is a great start. a couple of things to point out. this work is crucial to the future of the city. so much of plans is people who live there lives and are fighting to belong. unless we build a foundation of al lined vision and goals and aligned values around the protection of those communities, we don't just let that be enough but enact policies to co-create a city of the future. it is going to be harder to do anything else in the city. this work is foundational. >> thank you for focusing on

race. it is said folks choose not to focus on race because it is uncomfortable. so many of the policies we are trying to undue started in anti-blackness and spread from other communities. we have to start there. i am going a little longer. bear with me. i also love to focus on internal and external work. those have to go together. putting one's-self under the microscope is to be commended. there are a lot of folks i have worked with that won't do that publicly. i commented that. note of the findings of the staff surveys that i want everybody to know about. there is a discrepancy of

experience with people of color in the department versus folks of white backgrounds in the department and their feeling of around race and fairness. i think that is important to note. the discrepancy between who is at what level of participation in the department. having the statistic is managerial positions 80% white and 82% support positions people of color. that raises obvious flags. when you think about representation without power is a way to create the pathway un. even if they don't start out having the knowledge or resources to ascends to

leadership. the other thing i loved about the report there was a real challenge not only to the department but to us as commissioners. the question was about the staff's belief in us doing three things. the planning commission and the historic commission clearly articulating and commitment to advancing racial justice in edge. we have work to do, actually to demonstrate our commitment to these issues. that is an opportunity to ask how to advance racial and social equity in the internal decision making. can we reimagine the commission meetings advancing these goals

project by project and being more proactive. >> there is a framework from the report that will help us implement it. three questions that are part of the tool kit we ask ourselves. who will benefit and be burdened by a particular decision or process? what strategies advance the outcomes. we may get training. that is one of the things i invited us all to go to together. i have a couple of questions to close. one is that i heard in the report that staff is stepping forward to try to engage in this effort, and we know it takes champions at all levels of the department to make the rubber

meet the road and advance. staff asked for time training resources to help implement. that links to our previous conversation on budget. i am curious to hear. i know there was a line item for this. not knowing the details i felt small. i am curious if you can their where those resources are being allocated or someone can. >> we have the line item for training on this. we want to call it out to keep it continuously every year. even if we finish 100% by march we need additional training on the topic. perhaps john can speak to this. we have a larger training budget. it is calling it out

specifically but integrating it. does that mean the on limon fee for training. it could be used for different training needs. it doesn't reflect the staff time, but we could represent. it is an inter divisional. there is staff from all levels so we can repthat we are dedicated to the steering commission to carry the work and focus groups to develop the tools. we could come up with a better representation of what that has been. >> it defends on the resources. the training budget is one thing. i required all staff to have the training. when we talk about 70% that is where we are in the process.

we will complete the 30% within a few weeks. the other work is just as important. community stabilization, it is an important component of this. that is in the work plan and important part of the work plan and addresses the issues you you herd of heard about existing houses. this is a lot about that. i want to make sure we propose that to be an ongoing part of the work plan. it is not something that is extra orally important work as well. some of the other stuff we respect talking about on administrative side and phase two of the plan. we don't know what the resource implications are. we need to work that through and

figure that out. i am happy to have that discussion with you. i will talk about other funding sources. we are working through those details. >> marie. >> emily rogers, director of city wide policy. when you look at the external focusing programs we are working on the cultural district. there are 10 cultural districts in process. that will take a lot of staffing to make sure we are engaged in that part with the department. we are looking at the environmental justice in the plan. those are the upcoming work that claudia's team is leading and engaged on. to the conversation earlier, we are not isolating this work and trying through the tools that we discussed trying to integrate

cost dollar programs. >> yes, it takes staff time and resources. i am glad to hear there is an eye towards that. the last thing i will say is just a question on internally structure and being empowered. so often you see this fall short if there is not leadership on the advisory panel or the advisory panel doesn't have the agency to decision make. could you speak to that? >> we set up the steering committee with that in mind. we have representatives from each division, a manager as well as staff. the managers can be involved and carry if message back. staff can work with managers to advise the program and make

decisions on how to move forward. we also have support staff on the steering committee and that is what we established as the structure for moving this board forward. >> commissioner fong. >> this is unfair following commissioner johnson. that was a eloquent way of expressing herself. this topic makes me happy we are talking about this. it boils my blood. you can feel the frustration of a city changing. it is frustrating when they refer to it as my community or their community. going here is our community and we share responsibility to take

care of each other. there is an influx of new folks in san francisco not of color. that is significant to point out. that might be the gorilla in the room. commissioner richards points out when there is development in a particular area where it helps lower income. you are right. it is gentrification. we need to protect that. i am not smart enough to figure it out. we all feel that. these comments are related to the planning department but city wide. where we are as nation we feel this. the pay equity is obvious. promotion to manufactured of certain folks of color is an issue. we are not able to play for million dollar condos. education is the next step down

from that. we are seeing urban jobs not providing entry level positions any more. they require college education, master's degree to afford the $5,000 apartment. i don't have the answers but i am glad we are talking and glad some nonprofits are talking about this. the real root of this is for the private sector to have the same guidelines and responsibility. when the hiring is equal and the pay is equal, we are back to where san francisco was. >> thank you. is it okay, chairman? >> so i am one to acknowledge how remarkable this is, how groundbreaking and cutting edge this is. yes, seattle has done some stuff. this is really amazing.

we can have somebody like a representative of the department of environment say we are following you. 10 or 15 years ago that would have been unbelievable to me. i want to acknowledge that. notwithstanding the single family home, that is one small part of an amazingly wide indeed and ambitious plan we are trying to undertake in changing the culture of the department to look at issues that are deeply affecting the community that we have not used before. giving tangible tools to look at that. commissioner johnson, you are amazing. thank you for your comments. i think we have amazing staff,

also. thank you for leading the way. i want to remark on a few things. there are different generational expectations. i am the mother of three girls who grew up in the city. the oldest one can't afford to move out. i actually like it that way. i live in rh-1 d house. i would love it if it were easier to have three or four units on that lot. there are generational and cultural expectations how we use space that are different. different cultures and different generations. some smith has a different cultural expectation when i grow up what space am i going to

occupy. that is tied to global warming and the outcome of our land use patters and how we used the space. i think part of this work is that for this generation issues of race and gender are different and the conversation is different than it was for my generation and previous generations. the department and the code and everything needs to reflect that. it is healthy and i thank you for doing that. [please stand by]

awesome place for a young high schooler from the mission or bay

view to come and follow around and see what they're up to. i think that's an ambassador to the community that then has a positive experience and has mentors or connections when he or she starts looking for a job or maybe i'll go to college, they'll have a plausible story to follow. i think that all of this is very good and we have work to do in the heavy lift around having the leadership reflect to the diffe diversity of the city. thank you so much for doing all this work and for the courage to bring it forward and put all of this work and for and the

supportive leadership. thank you. >> thank you for your comments. i said the one sentence in the vision statement together we are re-imagining what the planning field is and could be inclusive and diverse and embraces all as a meter of success and we're thinking about how we redo it and how the planning professional looks apt -- at these issues and looks at the macro level in single-family housing and make decisions on that and we have influenced and impact on that but at the micro level i think president mel gard talking about what we can do with internships are enormously

important and ones we can have almost an immediate influence and can be tangible. i think it could be great to partner with the school district. i know i've gone to my own kids class classes and talked about planning and they're fascinating by the topic. it would be great to get people interested in planning as a profession. i think we have an audience at the city college or san francisco state where we can go out and talk about that. it'd be great to have more of a formal link to especially the school district to build those type of internships and i know when i was in high school, i didn't really know planning was a profession. it's because what you're exposed to in high school and didn't think of it then as a career

path. i think getting at that and when they're thinking about what they're doing and thinking about what is possible and what types of careers will have the impact we want it to have further down the line. to getting people interested in planning not just at the community level and coming and talking about the issues but at the professional level is extremely important. i appreciate this work. it's gret -- great to have a plan to implement in training but it's a culture shift of the profession. i think we can be leaders in that at the san francisco level and hopefully continues elsewhere. thank you very much. >> commissioner richards. >> i don't know if people saw the salesforce interview on cnbc

tuesday he said san francisco is a train wreck of incoming inequality and driven by the tech industry and i come from tech. i understand that. i think the statement is true. it's great for everyone to look at that. when you look ourselves in the face and why i opened with what kind of city do we want to be in that context. do we want to be growth, well, look what we're getting. even the ceo of a big tech company is saying we're a train wreck. i think that's bad. there's three questions for every approval we should have. i think that's an interesting thing to have in each staff record. answer those questions. what are we going and in addition to the prehistoric preservation element we should tack historical and preservation

element and run it through the factory and get something done with it but i think let's have a racial and social equity development in the plan and have whatever project we're doing meets the objectives. every project we'll be able to see on balance and how it treats social and racial equity and how it doesn't. i think the environmental justice piece is a good piece of that element. why do i say that? it intersects with what i call complete city. we heard a general public comment. our neighborhood lacks a grocery store and people have to get in their car or a bus and go to somebody else's neighborhood. we don't have a complete city. somebody others lack gas stations. back in 2008 when we were doing a plan, somebody from the

mission dolores said how about gas stations. they're going away so some have to drive through other neighborhoods and pollute it and each neighborhood should have a completeness to it. we shouldn't have to feel we need to pollute somebody else's neighborhood with our car or vehicle to cause congestion issues. another one is as we densify, how do we keep the new projects livable? are we creating less liveability and creating a situation just to

house people and how many are in a basement with little light. are we create tennement. and i call on my fellow commissioners for a great report. >> commissioner moore. >> thank you so everybody. this is amazing. i hope we can make a presentation. i don't want to get in the details about the exact composition of the planning and nationwide there's a larger increase in women. however the distribution of color and race is definitely out of balance and there's not real science of