so transwomen of color are often be misgendered, experiencing employment discrimination, being excluded from public spaces. muslim women that i've worked with have been harassed about their job. so by narrowing the conversation to sexual harassment, we also narrow our idea of what the solutions might be so we don't think about housing as a solution to sexual violence because we're not thinking about homeless survivors. we don't think about employment as a solution to sexual violence because we're not thinking about, you know, black transwomen who are excluded from many places of employment and then turning to sex work to survive and then experiencing high rates of police sexual violence. so i think that's what we i think can do a lot better at, centering the experiences of marginalized communities so that we can broaden our solutions and develop comprehensive solutions to sexual violence. >> i hear, gary, that was similar when you were discussing the research that you had done, you specifically noted that the hara harassment was occurring to women but also you said to the lgbt community

most have been for transwomen. you can see the blue and purple side of the pie chart represent both breast surgeries so mem -- feminizing mammoplasties and the vaginalplasties. most surgery covered by the san francisco health plan. 70% of the surgery covered by the san francisco health plan and 10% for healthy sf. out of network surgeries as julie mentioned, we are competing with a worldwide population who are in need of these surgeries and we have a concentration of the most skilled surgeons here in the bay area. regarding the program flow and evaluation, julie can speak to the flow of the patient through the program if you care to have -- if you're interested in that flow. for this slide i wanted to draw your attention to the items on the left in the purple box. those are where the evaluation are and we do a baseline of where patient in their quality of life and body address and substance abuse and other concerns in the evaluation. we says how the patient satisfaction in the preparation and education program and

if i used other slides, i could explain why they're focused on transwomen and on youth. all of those are groups that are not following that trend that the general population of h.i.v.-positive people or people at risk of h.i.v. are following. so that's how we use that data to create equity, we look for data that looks positive, you look to see if it's positive equally across the population. and setting policy. this is out of the office of inclusion and work force development looks at what the racial and ethnic makeup of our work force is and this compares that to the makeup of our san francisco population, which is our client base. so white, asian, african-american, if you go down, you can see the different groups and that's where the wide gaps are. first, more white or caucasian staff than population in the city. so the red bar versus the blue. we have fewer african-american staff than we have people in the city. it's looking at that imbalance and helping to set policy about how we oversee hiring panels, what kind of oversight we do in terms of recruitment, hiring a rec