the pipeline of black and african-american applicants into the department. so those recruiters are reaching out to particular areas. examples: the black nurses association. the association of black social workers, and really making a concerted effort to try to encourage applicants that will improve the diversity of the department. we have, as also has been discussed in this hearing, a hire progress where -- process where hiring managers need to go through training and review roles on nepotism and hiring. we're continuing that and expanding that under the mayor's executive directive. that's a tool that will help keep issues of bias front and center in people's mind when they're going into the hiring process. we don't move forward with the panel until each panelist has certified that they've gone through that training. we have been working for some time on our racial humility training. this is a program we've had 500 dph staff go through. this encourages and gives people tools to talk about issues of race in the workplace. this is aimed less at the mechanics of the process and maintaining a culture in the department where we're identifying issues of race an