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AND IT'S

[00:00:01]

TWO OH THREE.

WE'RE GOING TO CALL THIS TODAY'S MEETING TO ORDER.

[CALL TO ORDER]

IT IS MY UNDERSTANDING THAT WE HAVE NO INDIVIDUALS WHO HAVE SIGNED UP TO SPEAK.

UM, WE DO HAVE TWO PRESENTATIONS THAT HAVE BEEN SHARED WITH ALL OF US TODAY THIS MORNING.

THANK YOU LUCY, FOR GETTING THOSE TO US.

UH, ONE ON BRIEFING NUMBER TWO AND ONE ON BRIEFING NUMBER THREE.

SO

[1. Approve the minutes of the special called Health and Human Services Committee meeting on March 10, 2021.]

I WILL ENTERTAIN A MOTION TO APPROVE THE MINUTES FROM OUR MARCH 10TH MEETING MAYOR PRO TEM HARPER MEDICINE.

THERE'S APPROVAL.

IS THERE A SECOND? I REALIZED I CAN'T SEE COUNCIL MEMBER FUND DICE.

THERE YOU ARE.

UH, VICE CHAIR.

PHYTASE UM, SECOND THAT ALL IN FAVOR.

AND THAT'S UNANIMOUS ON THE DYESS WITH MAYOR ADLER OFF THE DAYAS MAYOR ADLER, UM, HAS A CONFLICT TODAY.

AND SO HE WON'T BE ATTENDING OR DOES I BELIEVE HE WAS ABLE TO ATTEND MOST OF THE MEETING.

UM, BUT DID SEND ON SOME COMMENTS ABOUT, UM, OUR ITEM NUMBER FOUR.

SO WE'LL TALK ABOUT THAT WHEN WE GET THERE.

UM, OKAY.

SO OUR SECOND BRIEFING TODAY IS, UM, WELL MAYOR PRO TEM HARPER, MADISON, WOULD YOU LIKE TO INTRODUCE US? THIS CAME FROM A RESOLUTION, I BELIEVE YOU SPONSORED.

IF YOU'D LIKE TO SAY A FEW WORDS ABOUT IT AND OUR PRESENTERS TODAY ARE GOING TO BE BRIANNE OAKS, BRIAN OAKS, SORRY.

UM, AND ADRIAN STIRRUP, BRIAN OF COURSE IS DIRECTOR OF THE EQUITY OFFICE.

AND ADRIAN IS THE ADRIAN STIRRUP IS THE ASSISTANT DIRECTOR OF AUSTIN PUBLIC HEALTH.

I'M GONNA PRETEND, DID YOU WANT TO SAY YOU CAN'T HEAR ME? OKAY.

I COULD HAVE PUT ANYONE ELSE HERE.

YES.

SO WE CAN HEAR YOU COUNCIL MEMBER TOVO I THINK, UM, COUNCIL MEMBER HARPER, MADISON IS HAVING SOME ISSUES SHE'S TRYING TO RECONNECT RIGHT NOW.

OKAY.

WELL, LET'S GIVE HER A MINUTE TO RECONNECT.

I DON'T WANT HER TO MISS THE BRIEFING.

UM, AND THEN WE'LL START WITH THE BRIEFING.

AND THEN AGAIN, AS, AS IT WAS A RESOLUTION SHE LET ON, SHE MAY, SHE MAY WANT TO SAY A FEW WORDS AFTER THE BRIEFING.

WE'LL JUST, WE'LL JUST PAUSE HERE FOR A MINUTE AND GIVE HER AN OPPORTUNITY TO RECONNECT.

CAN WE GET A QUICK MIC CHECK FOR THE STAFF? BRIAN OAKS AND, UH, ADRIAN STIRRUP.

HI, GOOD AFTERNOON, EVERYONE.

THANKS SO MUCH.

GOOD AFTERNOON.

CAN YOU HEAR ME? YES.

THANK YOU.

RESHARE KEN ASSISTANT DIRECTOR.

SO WHILE WE'RE WAITING FOR THE MAYOR PRO TEM TO RECONNECT, UM, I'D

[Items 5 & 6]

LIKE TO JUST SKIP DOWN TO ITEM SIX WHILE WE HAVE A FEW EXTRA MINUTES, AND THAT IS, UH, THE IDENTIFICATION OF ISSUES TO DISCUSS AT FUTURE MEETINGS.

ONE THAT I'D LIKE TO PUT ON OUR JUNE, OUR JUNE CALENDAR, THERE HAD BEEN A CONVERSATION BACK, UH, BACK AT THE TIME THAT AUSTIN PUBLIC HEALTH CHANGED ITS NAME.

THERE HAD BEEN A COUNCIL CONVERSATION THAT I GUESS NEVER MADE IT TO THE POINT OF, OF REALLY MOVING FORWARD.

BUT, UH, THE, THE QUESTION WAS WHETHER WE SHOULD CHANGE THE NAME OF OUR COMMITTEE SO THAT IT MIRRORS THE NAME OF SOME OF THE DEPARTMENTS THAT WE S THAT WE WORK WITH MOST CLOSELY.

SO THAT WOULD, THAT WOULD INVOLVE A NAME CHANGE OF THIS COMMITTEE TO THE PUBLIC HEALTH COMMITTEE.

SO I JUST WANTED TO THROW THAT OUT THERE, UM, AS SOMETHING THAT WE CAN REVISIT IN JUNE, UM, WE'RE NOT POSTED HERE TODAY TO TALK ABOUT IT, BUT AGAIN, JUST IN THE INTEREST OF USING OUR TIME TODAY HERE.

WELL, I WANTED TO JUST PUT THAT OUT THERE.

THAT THAT'S ONE OF THE ITEMS I'D LIKE TO DISCUSS.

UM, I SEE OUR MAYOR PRO TEM IS THAT, BUT VICE CHAIR OF QUANTIS, DID YOU HAVE AN ITEM TO CONSIDER? THANK YOU, CHAIR.

TO-GO I WAS JUST GOING TO SHARE MY SUPPORT OR FOR A NAME CHANGE, UH, FOR THE COMMITTEE AND ALSO ADD TO IT THAT, YOU KNOW, THROUGH CONVERSATIONS I'VE HAD WITH THE COMMUNITY.

AND IT'S FROM MY UNDERSTANDING THAT A FEW YEARS AGO, RECOMMENDATION CAME, UM, FROM THEN DIRECTOR SHANNON JONES ABOUT POSSIBLY EXPLORING THE CREATION OF A PUBLIC HEALTH COMMISSION.

I THINK, YOU KNOW, IF WE WOULD HAVE HAD A PUBLIC HEALTH COMMISSION DURING THE PANDEMIC, THAT WOULD HAVE BEEN SUCH A GREAT RESOURCE, UM, FOR US TO HAVE A COMMUNITY CHANNEL, UH, OF INDIVIDUALS WHO ARE EXPERTS IN THEIR FIELDS THAT ARE ABLE TO ADVISE ON PUBLIC HEALTH POLICIES.

SO I'D ALSO LIKE TO PITCH THAT AS A TOPIC FOR US TO EXPLORE AS WELL, SPECIFICALLY CREATING A PUBLIC HEALTH COMMISSION.

[00:05:05]

YOU'RE ON MUTE.

CERTO SORRY ABOUT THAT.

I SAID, I THINK THAT THANK YOU FOR RAISING THAT.

I THINK THAT PAIRS NICELY WITH THE CONVERSATION AROUND A POTENTIAL NAME CHANGE.

SO WE'LL PUT, WE'LL TAKE THAT UP.

UM, ANY OTHER, ANYBODY ELSE HAVE SOMETHING PRESSING THEY WANT TO ADD TO THAT LIST? OF COURSE YOU CAN ALWAYS BE IN TOUCH AFTERWARDS.

I SEE MAYOR PRO TEM PREPPER MADISON HAS RECONNECTED.

SO WE'LL, WE'LL MOVE FROM ITEM SIX FACT TO OUR AGENDA ITEM AND

[2. Briefing on Resolution No. 20200729-113 declaring racism a public health crisis. ]

BEGIN WITH THE BRIEFING AND TO, AND TO CARE.

I THINK YOU WERE ASKING ME TO, TO, TO CUE IT UP.

AND SO, UH, ESSENTIALLY, OR, OR LATER, WHATEVER YOU'RE MORE COMFORTABLE WITH.

WELL, I'LL TRY TO KEEP THE TIME SHORT.

I KNOW IT TOOK SOME TIME, BUT WHEN THE INTERNET TOOK ME INTO NEVER, NEVER LAND.

SO I AM I, THIS, THIS BRIEFING IS GOING TO BE ADDRESSING RACISM AS A PUBLIC HEALTH CRISIS.

UM, AND, UH, I'M REALLY LOOKING FORWARD TO BRIAN OAKS FROM THE EQUITY OFFICE AND ADRIAN STEER UP WITHOUT AUSTIN PUBLIC HEALTH DEPARTMENT.

UM, SORT OF GIVEN US SOME, SOME GENERAL INFORMATION AND SOME, SOME OUTLINES THE IMPLICATIONS OF THAT.

I APPRECIATE THAT VERY MUCH.

THANK YOU FOR THAT INTRODUCTION.

AND I'M REALLY INTERESTED TO HEAR THIS PRESENTATION AND I APOLOGIZE, I DO NEED TO CLARIFY THAT MAYOR PRO TEM HARPER MADISON HAD ACTUALLY PUT ON OUR AGENDA FOR JUNE, UM, THE CONVERSATION ABOUT THE PUBLIC HEALTH COMMISSION.

SO MY APOLOGIES FOR NOT REMEMBERING THAT AS WE WERE JUST DISCUSSING THAT ISSUE.

SO WE'LL MAKE SURE TO RECOGNIZE YOU HAVE TO HAVE THAT ON A JUNE AGENDA AGENDA.

NOW THAT TWO OF YOU HAVE, UM, HAVE REQUESTED THAT TOPIC FOR INCLUSION.

ALL RIGHT.

WELL, GOOD AFTERNOON, EVERYONE.

I'M BRIAN OAKS, CHIEF EQUITY OFFICER FOR THE CITY OF AUSTIN.

AND I AM JOINED TODAY BY MY CO PRESENTER, ADRIAN STEWART ASSISTANT DIRECTOR FOR AUSTIN PUBLIC HEALTH.

AND, UH, WE'RE GOING TO DO A TWO-PART PRESENTATION FOR YOU FOR TODAY'S BRIEFING.

UM, WE'RE GOING TO TALK ABOUT, UH, THE RACISM AS A PUBLIC HEALTH CRISIS RESOLUTION IN A GENERAL SENSE OF THINGS THAT WE'RE DOING ACROSS THE CITY, BUT WE ALSO THOUGHT THAT IT WOULD BE REALLY GOOD TODAY TO SORT OF SEE EXACTLY HOW THAT WOULD WORK THAT WE'RE DOING AS AN EQUITY OFFICE, REALLY DRILLS DOWN TO THE DEPARTMENT LEVEL.

AND IN THIS CASE, AN INSIGHT INTO HOW THE AUSTIN PUBLIC HEALTH HAS REALLY TAKEN SOME OF THE THINGS THAT WE'RE DOING GLOBALLY ACROSS THE CITY AND HOW I REALLY STARTED MANIFEST ITSELF WITHIN THE DEPARTMENT AND, UH, WHAT THAT WORKLOAD LOOKS LIKE.

AND SO, UH, IF WE COULD GO TO THE NEXT SLIDE, UH, JUST FOR THE PUBLIC FOLLOWING, ALONG WITH US TODAY, UH, THE WAY THAT WE REALLY LOOKED AT THIS RESOLUTION WAS IN, UH, TWO PARTS.

AND THE FIRST PART WAS A CALL TO ACTION TO REALLY ADVOCATE LOCALLY, UH, AND THROUGH THE NATIONAL AND STATE LEVELS TO REALLY SERVE, LOOK AT OTHERS, UH, GOVERNMENT ENTITIES, AS WELL AS, UH, OTHER SORT OF LEADING NONPROFIT ORGANIZATIONS IN THE SPACE OF GOVERNMENT, UH, TO REALLY ALSO ADOPT THIS SORT OF MANTRA THAT RACISM IS A PUBLIC HEALTH CRISIS.

AND SO THE FIRST UPDATE THAT I WANTED TO PROVIDE WAS TO LET YOU ALL KNOW THAT OUR INTERGOVERNMENTAL RELATIONS OFFICE PROVIDED A COPY OF THE RESOLUTION VIA EMAIL TO THE STATE LEGISLATIVE DELEGATION FOR AUSTIN, UH, THE NATIONAL LEAGUE OF CITIES AND THE TEXAS MUNICIPAL.

WE ASKED YOU THAT THEY JOINED IN DECLARING RACISM OF PUBLIC HEALTH CRISIS AND ENACTING EQUITY IN ALL POLICIES OF THE STATE OF TEXAS.

IN ADDITION, THE LANGUAGE TO SUPPORT LEGISLATION AND FUNDING, TO DISMANTLE SYSTEMIC RACISM, INCLUDING EFFORTS TO ADDRESS PUBLIC HEALTH DISPARITIES DUE TO RACIAL INEQUITY, UH, IS ALSO A PART OF ADOPTED CITIES, 87 STATE LEGISLATIVE AGENDA.

AND IT'S INCLUDED IN THE CITY'S FEDERAL AGENDA AS WELL.

AND THAT WAS ONE OF THE FIRST COMPONENTS OF THE RESOLUTION TO GO TO THE SECOND, UH, Y SO THE SECOND CALL TO ACTION, UH, WITHIN THE RESOLUTION, IT REALLY SORT OF CALLED ON A CITY MANAGER, UH, TO CONTINUE WORK, TO ADVANCE THE CITY OF AUSTIN AS A RACE EQUITY AND JUSTICE ORIENTED ORGANIZATION WITH THE EQUITY OFFICE AND DEPARTMENTAL LEADERSHIP, CONTINUING TO IDENTIFY SPECIFIC ACTIVITIES TO FURTHER ENHANCE DIVERSITY AND TO ENSURE ANTI-RACIST PRINCIPLES ACROSS LEADERSHIP, CD STAFFING, CONTRACTING, AND EDUCATION, AND TRAINING ACTIVITIES TO JUST SORT OF NAME A FEW OF THOSE.

AND THAT'S REALLY WHAT ADRIAN I WANTED TO TALK MOST ABOUT IN OUR BRIEFING TODAY.

SO IF YOU GO TO THE NEXT SLIDE, WE REALLY WANTED TO SORT OF BE ABLE TO, TO SORT OF TALK ABOUT, UM, WHAT DOES THIS WORK WITH WORK LIKE AT THE CITY, THE STRUCTURE THAT WE'RE TRYING TO BUILD.

AND I WOULD SAY ULTIMATELY,

[00:10:01]

UH, WE WERE IN THE PROCESS OF TRYING TO CHANGE OUR CULTURE.

AND IT'S AN IDEA TO SAY THAT, UH, THE NEED FOR THIS SORT OF SYSTEMIC ANALYSIS FILE RUNS ACROSS EVERYTHING THAT WE DO AS A CITY.

AND THE WORK THAT YOU'LL SEE AS EQUITY OFFICE IS REALLY CENTERED IN THAT.

UM, BUT YOU KNOW, I FEEL LIKE YOU ALL KNOW THIS, I'M PROBABLY PREACHING TO THE CHOIR, BUT I THINK FOR THOSE THAT ARE FOLLOWING ALONG IN THE PUBLIC, WHEN WE TALK ABOUT RACISM AS A PUBLIC HEALTH CRISIS, I THINK WE CAN ONLY LOOK TO THE PANDEMIC, UH, TO REALLY SEE THAT.

AND I KNOW THAT YOU ALL HAVE BEEN A PART OF THOSE CONVERSATIONS.

AND I THINK FOR SOME OF US EARLY ON, YOU KNOW, SOME PEOPLE WERE REALLY SURPRISED TO SEE THE RACIAL DISPARITIES PLAY OUT AS IT RELATED TO COVID-19.

AND I THINK MANY OF US WERE NOT SURPRISED AT ALL BECAUSE WE KNEW PRIOR TO COVID-19, UM, YOU KNOW, COMMUNITIES OF COLOR BY WHAT YOU'RE SUPPORTING ME IN A LOWER PAYING JOB, I'M MORE LIKELY TO BE UNINSURED OR BE MEDICALLY UNDERSERVED, UH, FOOD INSECURE AREAS.

AND SO IT RUNS THE GAMUT.

I KNOW ADRIAN'S GOING TO TALK ABOUT, UH, THOSE SOCIAL DETERMINANTS LATER, UH, TO RELEASE OUR ABILITY TO BETTER ILLUSTRATE.

I THINK THE TIMELINESS OF THIS STUFF IS, OR THIS RESOLUTION AND REALLY THIS WORK AND ON THE RIGHT, YOU COULD SORT OF SEE THAT THIS WAS PRE COVID, A UT SCHOOL OF PUBLIC HEALTH.

DID THIS ANALYSIS WHERE THEY LOOKED AT SORT OF THE PREVALENCE OF, UH, SORT OF PRE-EXISTING RISK FACTORS FOR COMPLICATIONS FROM COVID.

AND SURE ENOUGH, YOU CAN SEE THAT MOST OF THE RED AREAS FOR OUR CITY COVERT EASTERN CRESCENT, WHICH WE HAVE A LOT OF CONVERSATIONS ABOUT, BUT WE JUST THOUGHT THIS WOULD BE IMPORTANT TO INCLUDE FOR THE PUBLIC THAT'S FOLLOWING ALONG AROUND, UH, WHEN WE SAY RACISM IN THE PUBLIC HEALTH CRISIS, YOU REALLY SORT OF SEE HOW THIS PLAYS OUT IN OUR COMMUNITY.

AND IT'S VISUALLY, I ALWAYS THINK THAT THIS IS STILL IMPACTFUL AND STARTING TO REALLY SEE WHAT THAT LOOKS LIKE AND HOW IT PLAYS OUT.

IF YOU GO TO THE NEXT SLIDE, RESPOND TO THE RESOLUTION, I REALLY SORT OF CALLED AROUND HOW DO WE SORT OF CREATE THIS ENVIRONMENT, UH, AROUND SORT OF LOOKING AT SYSTEMIC RACISM AND ALSO SORT OF BEING A JUSTICE ORIENTED CITY.

AND WE SORT OF SAY THAT THAT JOURNEY REALLY STARTS WITH US, ESPECIALLY AS AN EQUITY OFFICE OF DEVELOPING A SHARED UNDERSTANDING OF WHAT SORT OF EQUITY MEANS.

AND WHEN WE FIRST STARTED THE OFFICE AND, UH, 2016, OUR FIRST PROJECT WAS REALLY TO CLEARLY DEFINE AND HAVE THE SHARED UNDERSTANDING OF WHAT EQUITY WOULD REALLY MEAN FOR US AS WE DID THIS WORK.

AND WE ACTUALLY SPENT OUR FIRST YEAR OF WORKING WITH COMMUNITY TO REALLY COME UP WITH A COLLECTIVE DEFINITION.

AND FOR US, I'LL ALSO SAY BASED SOMETIMES IT'S LIKE THE MOST CONTROVERSIAL THING ABOUT US, BUT WHEN WE TALK ABOUT EQUITY, WE WE'RE REALLY INTENTIONAL AROUND LEADING WITH RACIAL EQUITY.

AND IT'S THE CONDITION WHEN RACE NO LONGER PREDICT A PERSON'S QUALITY OF LIFE OUTCOME IN OUR COMMUNITY.

AND WE UNDERSTAND THAT EQUITY IS A BROADER UMBRELLA AND THERE ARE OTHER SOCIAL CIRCUMSTANCES AND OTHER SOCIAL DETERMINANTS THAT CONTRIBUTE TO THAT AS WELL.

AND WE ACKNOWLEDGE THOSE AND WE BRING THOSE INTO THE FULL, BUT WE ALWAYS REALLY LEAD WITH RACE IN THIS WORK, BECAUSE WE WILL SAY THAT IT'S THE ONE THAT'S MOST RELIABLE, IT'S MOST PREDICTIVE OF, OF THE DISPARITIES IN OUR COMMUNITY.

AND WE CAN NEVER REALLY TRULY HAVE THE IMPACT THAT WE NEED TO HAVE IF WE DON'T CENTER IT AND SORT OF TACKLE RACE, HEAD ON AS THEY RELATE TO SORT OF THE INEQUITIES THAT WE SEE IN OUR COMMUNITY.

AND SO WE'RE VERY INTENTIONAL ABOUT THAT.

AND WE ALSO HAVE A LOT OF CONVERSATIONS, ESPECIALLY WITH STAFF AROUND THE DIFFERENCE BETWEEN QUALITY AND EQUITY AND, YOU KNOW, EQUITY IS REALLY ALL ABOUT, UH, PEOPLE NEED DIFFERENT THINGS TO GET THEM TO WHERE WE NEED THEM TO BE.

AND SO THAT PLAYS OUT IN A LOT OF DECISIONS THAT WE MAKE AS A CITY ON A DAILY BASIS.

AND SO WE'RE ALWAYS REALLY SORT OF TRYING TO CENTER OR DEVELOP THAT SHARED UNDERSTANDING OF WHAT IS IT THAT WE'RE REALLY WORKING TOWARDS WHEN WE DO THIS PARTICULAR WORK.

SO IF YOU GO TO THE NEXT, WHY, SO HOW DO WE REALLY SORT OF, YOU KNOW, BRING THIS, THIS CHANGE A CULTURE, UH, WITHIN THE CITY OF AUSTIN AND THE WORK THAT WE DO.

AND WE ARE REALLY CENTERED ON DEVELOPING WHAT WE CALL AN EQUITY LENS.

UH, WE BELIEVE THAT EVERY CITY DEPARTMENT THAT WE HAVE, UH, HAS SORT OF A ROLE TO PLAY IN UNDOING SYSTEMIC RACISM, BUT ALSO BEING ABLE TO ADVANCE RACIAL EQUITY FOR US.

AND THE WAY THAT WE DO THAT IS, UH, YOU'LL SEE US ALWAYS FOCUSED IN THESE THREE AREAS TO REALLY CENTER THE WORK THAT WE'RE DOING ACROSS ALL OF OUR CENTER, UH, OF OUR CITY DEPARTMENT.

AND SO WE WILL FEEL IT IN THE BUSINESS OF WHAT WE CALL A NORMALIZING OR DEVELOPING A SHARED UNDERSTANDING.

WE INVEST A LOT OF TIME AND RESOURCES, UH, INTO THE SORT OF THE EDUCATION AND TRAINING ACTIVITY OF STAFF AND COMMUNITY TO REALLY SORT OF CENTER PEOPLE IN TERMS OF BEING ABLE TO LOOK AT RACISM, SYSTEMICALLY, UM, UNDERSTANDING

[00:15:01]

HISTORY AND HOW THAT PLAYS OUT IN DECISION-MAKING, BUT ALSO INTRODUCED SENSOR TO NEW TOOLS OR NEW WAYS OF BEING TO REALLY SORT OF DEVELOP DIFFERENT OUTCOMES.

AND, YOU KNOW, ONE OF THE THINGS AS AN OFFICE THAT WE ARE REALLY APPRECIATIVE OF IT THAT TWO YEARS AGO, THE CITY COUNCIL ACTUALLY APPROVED OUR FIRST LONG RANGE TRAINING PARTNERSHIP WITH A GROUP CALLED THE PEOPLE INSTITUTE FOR SURVIVAL AND BEYOND.

AND THEY HAVE A CURRICULUM CALLED UNDOING RACISM.

AND AS AN OFFICE, WE ACTUALLY HOST A MONTHLY ON DOING RACISM WORKSHOP FOR CITY STAFF, UH, AS WELL AS COMMUNITY MEMBERS TO COME TOGETHER TO REALLY INSERT ALARM PRINCIPLES AROUND HOW WE CAN UNDO RACISM, HOW WE CAN TACKLE, UH, SYSTEMIC RACISM IN OUR INSTITUTION, HOW CAN WE CAN ORGANIZE TO SORT OF DEVELOP DIFFERENT OUTCOMES.

AND OVER THAT TWO YEAR PERIOD, WE'VE ACTUALLY BEEN ABLE TO TRAIN 750 PEOPLE.

UH, WE'VE ACTUALLY BEEN ABLE TO TRAIN REPRESENTATIVES FROM LIKE 42 OF OUR CITY DEPARTMENTS.

WE GO BACK AND FORTH WITH WHAT THE BASELINE FOR CITY DEPARTMENTS ARE BECAUSE WE HAVE SOME OFFICES THAT SNEAK INTO THAT TOTAL COUNT, BUT WE ALMOST LIKE AT A HUNDRED PERCENT, UH, OF, OF STAFF BEING TRAINED FROM, YOU KNOW, OF ALL OF OUR DEPARTMENTS AND AT AN EXECUTIVE LEVEL WE'VE HAD ABOUT 45, UH, EXECUTIVE LEVEL STAFF, UH, GO THROUGH THIS TRAINING AS WELL.

AND SO WE'RE CONTINUING TO DO THAT.

WE ACTUALLY ARE DOING AN UNDOING RACISM WORKSHOP TODAY, UH, AS A MATTER OF FACT, AND THEN, YOU KNOW, IN ADDITION TO THAT, THAT'S NOT THE ONLY TRAINING OFFERING.

WE, WE SORT OF BRING GOING FORWARD.

SO IT GOES TO GOING BACK TO THE RESOLUTION WHERE IT CALL ARE THOSE TRAINING AND EDUCATIONAL ACTIVITIES.

WE DO AN EQUITY ONE-ON-ONE WORKSHOP, UH, WITH, WITH CITY STAFF AND COMMUNITY.

UH, WE ALSO ARE INTRODUCING A NEW CURRICULUM THAT I THINK COMPLIMENTS, UNDOING RACISM CALLED THE GROUND WATER ANALYSIS, WHERE WE'VE BEEN DOING A LOT OF WORK WITH, UH, AUSTIN POLICE DEPARTMENT AROUND THAT COURSE AS WELL.

AND JUST LAST YEAR IN 2020, WE'VE TRAINED WITH, TO ACTUALLY TRAIN A THOUSAND PEOPLE.

UM, LAST YEAR IN THE SORT OF COLLECTIVE OFFERINGS THAT WE HAVE, UH, AS AN OFFICE.

AND THAT'S JUST ONGOING WORK FOR US AS WE DO THAT, WE ALSO ARE REALLY FOCUSED ON, UH, ORGANIZING AROUND RACIAL EQUITY.

SO, YOU KNOW, WE BELIEVE THAT IN ORDER TO SORT OF CREATE THIS, UH, THIS CULTURE OF BEING SORT OF AN ANTI-RACISM JUSTICE ORIENTED ORGANIZATION, IT'S WORK, THAT'S NOT ME TO BE DONE IN SOLOS OR NEED TO BE DONE INDIVIDUALLY IT'S WORK THAT'S REALLY MADE TO BE COLLECTED.

AND SO WE BUILT AN INFRASTRUCTURE IN TERMS OF HOW WE ORGANIZE, YOU KNOW, FOR EXAMPLE, AS WE'VE BEEN DOING THIS WORK, WE HAVE 20 DEPARTMENTS RIGHT NOW THAT HAVE FORMAL EQUITY TEAMS THAT ARE ACTIVELY ENGAGED IN SORT OF SCOPES OF WORK THAT THEY'RE DOING WITHIN THEIR DEPARTMENT.

AND OUR GOAL IS TO, YOU KNOW, EVENTUALLY GET TO A HUNDRED PERCENT OF ALL OF OUR CITY DEPARTMENTS HAVING FORMAL TEAM.

UH, WE ALSO ARE SORT OF MOVING INTO A NEW, EXCITING AREA FOR US, UH, WHERE WE HAVE STAFF THAT ARE ACTUALLY INVESTING IN RESOURCES, INTENTIONALLY STAFFING AROUND EQUITY.

AND SO, UH, UH, WE ACTUALLY HAVE OUR HUMAN RESOURCES DEPARTMENT, OFTEN TRANSPORTATION, OFTEN ENERGY, AS WELL AS OUR LIBRARY DEPARTMENT ARE ALL MOVING FORWARD TO HIRE THEIR FIRST EQUITY MANAGERS TO ACTUALLY HOLD, UH, RACIAL EQUITY WORK WITHIN THEIR DEPARTMENT, WHICH WE THINK IS GONNA REALLY ENHANCE AND ELEVATE THE IMPACT THAT WE CAN HAVE.

AND THEN WE ALSO PARTNER WITH COMMUNITY.

WE HAVE AN EQUITY ACTION TEAM THAT MEETS ON A MONTHLY BASIS WHERE WE HAVE ABOUT 60 CITY AND, UH, COMMUNITY MEMBERS THAT COME TOGETHER AND THEY HELP THEM WORK ON DIFFERENT SORT OF BARRIERS, EQUITY PROJECTS THAT WE HAVE GOING ON.

AND WE HAVE ABOUT OVER 500 PEOPLE IN OUR TOTAL NET NETWORK.

AND THEN THE LAST PART THAT WE'RE GOING TO KIND OF DIG DEEPER IN TODAY, AS IT RELATES TO, UM, THE SPIRIT OF THE RESOLUTION IS OUR WORK AROUND OPERATIONALIZING A RACIAL EQUITY, WHICH IS REALLY AROUND HOW DO YOU TAKE A LOT OF THE LEARNINGS, THE EDUCATION, THE THEORY THEN REALLY SORT OF PUT THEM INTO ACTION, UH, TOTALLY THEY CAN MANIFEST THEMSELVES IN THE WORK IN, AND THE OUTCOMES THAT YOU SEE WITHIN THE DEPARTMENT.

AND ADRIAN'S GOING TO TALK A LITTLE BIT MORE SPECIFICALLY TO THAT.

UM, BUT WE'LL KIND OF TALK ABOUT OUR PROCESS OF HOW WE REALLY OPERATIONALIZE, UM, YOU KNOW, UM, THIS STUFF AND REALLY JUST SORT OF PUT IT INTO ACTION.

SO IF YOU GO TO THE NEXT I, AND JUST GO ONE MORE.

AND, UH, SO FROM A, UH, I THINK FROM A GLOBAL SENSE IN TERM, YOU KNOW, AS WE DO THIS WORK, UH, WITH, WITH DEPARTMENTS, WE REALLY ARE, UM, TRYING TO GET THEM TO EXAMINE, YOU KNOW, THE HISTORY OF GOVERNMENT IN THE UNITED STATES AND REALLY THIS PROGRESSION OF WHERE WE'RE TRYING TO GO.

AND SO IN A LOT OF OUR TRAINING AND EDUCATION THAT WE'RE DOING FOR OUR DEPARTMENTS, WE TALK A LOT ABOUT THE HISTORY OF

[00:20:01]

GOVERNMENT AND UNITED STATES, WHICH WAS EXPLICITLY RACIST, RIGHT? WE HAVE POLICIES ON WHO CAN MARRY, WHO, WHERE YOU COULD LIVE, UM, WHO WAS CONSIDERED PROPERTY OR NOT, RIGHT.

WHO COULD EVEN OWN A BUSINESS, UH, WHO COULD GET A HOME LOAN, BUT WE WERE REALLY ROOTED IN VERY EXPLICITLY RACIST POLICIES AND LAWS THAT GOVERN OUR, OUR NATION AND WITH THE CIVIL RIGHTS MOVEMENT, WE SORT OF PROGRESSED, UH, TO WHAT WE CALL A RACE NEUTRAL, UM, GOVERNMENT, WHICH DIDN'T DIDN'T, WHICH IS THAT, UM, YOU KNOW, YOU COULDN'T SORT OF HAVE EXPLICITLY RACIST SORT OF POLICIES OR LAWS AND ORDINANCES, UH, TO DISCRIMINATE AGAINST CERTAIN INDIVIDUALS.

BUT WHAT WE REALIZED WAS THAT, ALTHOUGH WE DIDN'T NAME IT, OR WE DIDN'T TALK ABOUT IT, RACISM CAN CONTINUE TO EXIST AND MANIFEST ITSELF WITHIN OUR SYSTEMS INSTITUTION.

AND IF YOU GO TO THE NEXT SLIDE, WE TALK A LOT ABOUT WHERE WE'RE TRYING TO PROGRESS AS REALLY BEING A, WE CALL IT AN EXCLUSIVELY, HAD ADVANCING RACIAL EQUITY AND REALLY BEING INTENTIONAL AROUND HOW WE HAVE THESE CONVERSATIONS AND HOW WILL YOU HAVE, YOU KNOW, UM, HOW WE DO THIS WORK, UH, TO REALLY SORT OF CLOSE THE GAP.

AND IF WE SAID THAT WE CAN'T INTENTIONALLY HAVE THOSE SORT OF TYPES OF CONVERSATIONS, THEN WE'LL NEVER GET THERE.

AND, YOU KNOW, RACIAL EQUITY, UH, FOR THE CITY STAFF, WE TALK A LOT ABOUT HOW IT'S EMBEDDED AS AN ANCHOR IN OUR STRATEGIC DIRECTION.

AND WE SORT OF USE OUR RACIAL EQUITY TOOLS TO REALLY START TO OPERATIONALIZE AND CENTER THIS COMMITMENT FOR US TO REALLY ACTIVELY ADVANCE RACIAL EQUITY IN THE WORK THAT WE DO.

SO IF YOU GO TO THE NEXT ONE, OH, WAS THAT PRIMARILY THROUGH WHAT WE CALL THE EQUITY ASSESSMENT PROCESS, WHICH IS REALLY THE FOUNDATION OF OUR OFFICE.

BACK IN 2015, THE COUNCIL PASSED A RESOLUTION, DIRECTING THE CITY MANAGER, UH, TO DEVELOP AND CREATE AN EQUITY ASSESSMENT TOOL THAT WOULD BE UTILIZED ACROSS ALL OF OUR CITY DEPARTMENTS AND ALSO IN CONJUNCTION WITH THE BUDGET PROCESS.

BUT WHEN WE STARTED THE OFFICE IN 2016, THAT WAS REALLY OUR CALLING CARD.

AND WE REALLY WANTED THAT TO BE THE FOCAL POINT OF OUR OFFICE AND REALLY BE THE BEDROCK OF EVERYTHING THAT WE DO.

AND THIS IS THE CORNERSTONE WAY OF, UH, OF HOW WE OPERATIONALIZE, OR WE PUT A LOT OF THESE SORT OF THEORIES OR CONCEPTS AROUND RACIAL EQUITY INTO ACTION.

SO IF YOU GO TO THE NEXT SLIDE, WE DID THIS, UH, EQUITY ASSESSMENT TOOL, THE FIRST YEAR THAT THE OFFICE WAS ESTABLISHED.

AND ONE OF THE THINGS THAT WE'RE REALLY PROUD OF, OF IS THAT WE LOGGED OVER 900 HOURS OF COMMUNITY VOLUNTEER TIME.

THEY REALLY HELP US FILL THAT TOOL.

AND WE KNEW THAT IN ORDER FOR IT TO BE SUCCESSFUL, IT HAD TO BE OWNED AND REALLY ROOTED IN THE COMMUNITY FOR US TO BE ABLE TO DO THAT.

UH, WE BRAG ABOUT OURSELVES A LITTLE BIT IN OUR TOOL BECAUSE WE WOULD SAY THAT NATIONALLY, IT HAS BECOME ONE OF THE PROMISING PRACTICES.

WE WERE RECOGNIZED BY THE OPEN GOVERNMENT PARTNERSHIP AS A STAR LEVEL INTERVENTION FOR, FOR TRANSPARENCY, UH, AND IMPACT THAT OUR TOOL CAN HAVE.

AND, UH, WE ALSO, UM, ALSO ACTUALLY BE AN INTERVIEW BY BLOOMBERG IN, IN A FEW DAYS COMING UP TO ACTUALLY TALK ABOUT THE WORK THAT WE'RE DOING ON, UH, ON OUR TOOL.

SO WE REALLY EXCITED ABOUT, UH, ABOUT THAT WORK AND, YOU KNOW, BY 2021, YOU KNOW, WE'RE ON A PROCESS ACTUALLY THIS YEAR, A HUNDRED PERCENT OF OUR DEPARTMENTS HAVE ACTUALLY LAUNCHED THE EQUITY ASSESSMENT CYCLE.

AND WE'LL KIND OF TALK A LITTLE BIT MORE ABOUT WHAT THAT LOOKS LIKE NEXT SLIDE.

SO OUR TOOL IS REALLY ROOTED IN WHAT I LIKE TO CALL THE SIX P.

AND IF YOU LOOK AT THE WORK THAT WE DO AND ALL OF OUR DEPARTMENT, WE SORT OF SAY, WELL, WHAT ARE THE OPPORTUNITIES FOR YOU TO ACTUALLY INTENTIONALLY ADVANCE RACIAL EQUITY? THAT WHENEVER WE WORK WITH DEPARTMENTS, WE'RE ALWAYS TRYING GET THEM TO LOOK AT THE SIXTIES.

AND SO WE, YOU KNOW, WE SORT OF SAY THAT, UM, THE EQUITY OR INEQUITY CAN BE CREATED IN YOUR PLANNING.

AND SO, YOU KNOW, DO YOU PRIORITIZE RACIAL EQUITY AND YOUR LONG RANGE PLANS FOR ALL OF THE STRATEGIC PLANS OR THE MASTER PLAN? SO ALL OF THESE SORT OF LONG RANGE PLANS, WHAT ARE THE OPPORTUNITIES THAT WE HAVE WITHIN THOSE THAT ACTUALLY INTENTIONALLY, AND THEN RACIAL EQUITY.

WE ALSO TALK A LOT ABOUT PROCUREMENT AND BUDGETING.

UM, I LOVE HOW COUNCIL, HOW YOU ALL SAY BUDGETS ARE MORAL DOCUMENTS, RIGHT? AND SO THEY REALLY SORT OF THING IF I, WHAT WE CARE ABOUT, BUT WHAT DOES THAT LOOK LIKE FOR YOU AS A DEPARTMENT? UM, PERSONNEL IS NUMBER IS ONE OF THOSE AREAS.

WHO DO YOU HIRE? WHO DO YOU RETAIN, UM, WHO DO YOU HAVE IN CERTAIN ROLES? AND WHAT DO YOU VALUE IN TERMS OF PERSONNEL AND DOING THIS WORK ALSO SORT OF DRILLING DOWN TO PRACTICES AND PROCEDURES IS REALLY IMPORTANT AS WELL AS THE PUBLIC ENGAGEMENT.

SO, YOU KNOW, HOW DO YOU LISTEN TO COMMUNITY? HOW ARE YOU CONNECTED WITH THOSE SORT OF MOST MARGINALIZED OF THOSE MOST NEGATIVELY IMPACTED? AND WHAT DOES THAT BODY OF WORK LOOK FOR YOU? SO WE'RE ALWAYS KIND OF CLOSER TO GETTING OUR DEPARTMENTS THAT LOOK AT THESE SIX PS AND EVERY TIME WE SORTA DO WORK WITH THEM, WE'RE ALWAYS SORT OF DRILLING DOWN IN MULTIPLE AREAS OF THIS FOR THEM.

AND THE

[00:25:01]

TOOL ACTUALLY HELPS THEM BE ABLE TO DO THIS AS WELL.

IF YOU GO TO THE NEXT SLIDE.

UH, SO JUST REAL QUICK ON THE PROCESS, UH, AS OUR DEPARTMENTS DO THIS WORK AROUND OPERATIONALIZING EQUITY, THROUGH EQUITY ASSESSMENT TOOLS, UM, WE, SO WE HAVE, YOU KNOW, A GUIDELINE FOR THEM, AND THIS IS REALLY SORT OF A HIGH LEVEL OVERVIEW OF WHAT THAT LOOKS LIKE IS THAT THEY ALL HAVE TO BUILD A TEAM.

UM, THEY ALL HAVE TO PARTICIPATE IN TRAINING, UH, SO THEY CAN DEVELOP A SHARED UNDERSTANDING AS THEY DO THIS WORK.

THEY GO THROUGH THE PROCESS OF COMPLETING THE TOOL, UH, AND THEN, UH, THE EVALUATION OF THE ASSESSMENT IS DONE IN A SWAT ANALYSIS.

AND THEN THEY HAVE TO DEVELOP AN EQUITY ACTION PLAN AND THEN IMPLEMENT THAT ACTION PLAN.

AND SO IF YOU GO FORWARD, I PROBABLY LATE ON TIME.

SO I'LL KIND OF GO FORWARD A FEW SLIDES AND JUST TO SORT OF SHOW YOU WHAT MORE, UM, AT A HIGH LEVEL, AS WE DID TO WORK WITH COMMUNITY, TO DESIGN THE TOOL, WE CAME UP WITH THESE, UH, EQUITY ASSESSMENT CORE VALUES, AND REALLY, YOU KNOW, AS WE WORKED WITH COMMUNITY, WE SAID, WELL, HOW ARE THE, WHAT ARE ALL THE PAIN POINTS THAT YOU HAVE OF ACTUALLY WORKING WITH THE CITY AND YOUR EXPERIENCE OF THE CITY? AND, YOU KNOW, THIS IS REALLY A LOT OF WHAT CAME OUT OF THOSE DISCUSSION.

UH, AND SO YOU'LL SEE THAT THESE CORE VALUES ARE REALLY EMBEDDED IN THE EQUITY ASSESSMENT PROCESS.

AND AS WE TALK ABOUT CULTURE CHANGE, THESE ARE SOME OF THE ELEMENTS OF THE CULTURE THAT WE'RE TRYING TO INTRODUCE AND REALLY CREATE THE CHANGE WITH WITHIN OUR INSTITUTION.

IF YOU GO ONE MORE.

UH, AND SO THIS IS AT A HIGH LEVEL, LIKE WHAT DOES A SWAT ANALYSIS LOOK LIKE? AND WE ACTUALLY DID THIS ONE AT A SORT VERY HIGH LEVEL, COLLECTIVELY OF ALL THE DEPARTMENTS THAT WE'VE HAD THAT HAVE GONE THROUGH THIS.

AND I WON'T SORT OF GO INTO TOO MUCH DETAIL ON ALL OF THESE, UH, BUT JUST TO GIVE YOU SOME INSIGHTS, SOME OF THE CONSISTENT WEAKNESSES THAT WE SEE COME UP IS AROUND DATA COLLECTION AND MANAGEMENT, WHERE WE DON'T HAVE THIS AGGREGATED DATA, DATA BY RACE AND ETHNICITY AND OTHER DEMOGRAPHICS, BECAUSE SOMETIMES WE MAY ASK THE DEPARTMENT, WELL, HOW DO YOU KNOW WE'RE SERVING EVERYONE? OR HOW DO YOU KNOW THAT, THAT EVERYONE IS ENGAGED WITH WHAT YOU'RE DOING? BECAUSE WE KNOW FROM BASED ON RACE PEOPLE'S EXPERIENCE WITH US AND HE REALLY DIFFERENT.

AND SO IT'S IMPORTANT THAT WE HAVE THAT DATA IN THE WORK THAT WE DO.

UM, SOME OTHER AREAS WHERE WE STARTED TO SEE CONSISTENT STRENGTHS IS THAT, UH, IN THE HIRING AND TRAINING AREAS, MANY OF OUR DEPARTMENTS ARE REAL INTENTIONAL ABOUT USING DIVERSE HIRING PANELS, UH, ARE REALLY SORT OF TRYING TO OUTREACH BROADER AND DEEPER ON HOW THEY PROMOTE JOB OPPORTUNITIES.

AND SO THAT WAS CONSISTENT ACROSS A LOT OF OUR DEPARTMENTS.

AND THEN WE ALSO SORT OF SEE SOME OPPORTUNITIES.

UH, WE CERTAINLY OPPORTUNITIES TO REALLY ELEVATE WHAT WE'RE DOING.

AND ONE OF THE WAYS IS THAT, YOU KNOW, WE SORT OF SEE THAT THERE'S OPPORTUNITIES WHERE WE MAY HAVE DIFFERENT DEPARTMENTS WHO ARE SORT OF WORKING ON A DIFFERENT ISSUE AND THEY COME IN AT IT FROM A DIFFERENT ANGLE, BUT WHAT'S THE OPPORTUNITY TO REALLY KIND OF CONNECT THE DOTS AND ALIGN MORE IN THE WORST THAT WE CAN HAVE A GREATER OR DEEPER LEVEL OF IMPACT.

AND IF WE GO TO THE NEXT SLIDE REAL QUICK, UM, WE ALSO MAKE ALL OF THIS DATA AVAILABLE FOR THE PUBLIC.

AND SO WE HAVE A RACIAL EQUITY DASHBOARD AND YOU CAN ACTUALLY DRILL DOWN ON ALL OF OUR DEPARTMENTS THAT HAVE DONE THEIR ASSESSMENT, AND YOU CAN SEE WHAT PHASE THEY'RE IN.

SO IF THEY'VE DONE AN ACTION PLAN, UH, YOU CAN SEE, UH, YOU KNOW, WHERE THAT ACTION PLAN IS AND THE THINGS THAT THEY'RE WORKING ON.

YOU CAN ALSO LOOK AT THEIR SWAT ANALYSIS.

UM, YOU CAN ALSO GET A SENSE AND WE SORT OF DO THIS FOR COMMUNITY THAT IF YOU HAVE AN EQUITY ISSUE OR CONCERN, AND YOU WANT TO CONNECT WITH STAFF WHO HAVE GONE THROUGH RACIAL EQUITY TRAINING, WE SORT OF HAVE THAT CAPTURED AS WELL.

AND WE ALSO HAVE STAFF THAT ARE PART OF OUR EQUITY ACTION TEAM.

SO JUST TRYING TO CREATE SOME OPPORTUNITIES, UH, FOR, UH, AREAS AS YOU FROM THE COMMUNITY TO CONNECT WITH PEOPLE WHO REALLY ARE PASSIONATE ABOUT THIS.

AND THEY KIND OF UNDERSTAND WHERE YOU'RE COMING FROM.

AND WE ALSO HAVE SOME OTHER PERFORMANCE INDICATORS THAT WE SORT OF, UH, UH, HIGHLIGHT ON THE DASHBOARD AS WELL.

AND THEN NOW I'M GONNA TURN IT OVER TO ASIA AND SO THAT SHE CAN REALLY GIVE YOU ALL A GLIMPSE OF HOW YOU TAKE THIS FROM THE DASHBOARD AND YOU PUT THIS INTO ACTION AND WHAT IT LOOKS LIKE WITHIN THE DEPARTMENT.

THANK YOU, BRIAN.

AND, UM, NEXT SLIDE, PLEASE.

NEXT SLIDE PLEASE.

SO, AS, AS BRIAN POINTED OUT AUSTIN PUBLIC HEALTH, I BELIEVE WHAT YOU CALL US AS ONE OF THE COURAGEOUS EIGHT.

I LIKE THAT ONE OF THE FIRST EIGHT DEPARTMENTS TO ACTUALLY GO THROUGH THE, UM, EQUITY TOOL.

AND I WILL SAY FOR ME, AT LEAST IT WAS A LITTLE BIT OF AN EYE-OPENER OFTEN AS YOU KNOW, THE PUBLIC AS A PUBLIC HEALTH STAFF PERSON.

I FELT THAT WE WERE REALLY AHEAD OF THE CURVE WHEN WE TALKED ABOUT HEALTH EQUITY AND ALL OF THE PROGRAMS AND INITIATIVES THAT WE HAVE OUT IN COMMUNITY TO ADDRESS THOSE ISSUES.

BUT WHEN YOU, WHEN YOU TALK ABOUT, UM, LEADING WITH

[00:30:01]

RACE, UM, WE FOUND IT WAS QUITE A DIFFERENT STORY FOR US.

AND SO UP ON THE SCREEN HERE, YOU CAN SEE, UM, OUR SWAT ANALYSIS.

UM, THAT WAS A RESULT OF THE, THE, UH, US GOING THROUGH THE EQUITY ASSESSMENT AND REALLY QUICKLY LIKE COMMUNITY ENGAGEMENT AND TRAINING.

YOU KNOW, THOSE WERE OUR STRENGTHS.

SURPRISINGLY, WE SHARED THE WEAKNESS THAT SOME OF THE OTHER DEPARTMENTS HAD, AND IT WAS REALLY NOT ABOUT COLLECTING DATA BECAUSE AS A PUBLIC HEALTH DEPARTMENT, OF COURSE, WE'RE ALWAYS COLLECTING DATA ON THINGS AND STRIVING TO MAKE, UM, DATA-DRIVEN DECISIONS.

BUT WE WEREN'T REALLY ALWAYS LOOKING AT THE DATA IN A WAY THAT WOULD HIGHLIGHT, UM, DIFFERENCES BY RACE AND ETHNICITY AND BECAUSE OF DIFFERENT FUNDING SOURCES OR GRANT PROGRAMS, WE WEREN'T ALL COLLECTING, UM, DATA IN A STANDARDIZED WAY THAT ALLOWED US TO REALLY GET THAT DEEP DIVE LOOK BY RACE AND ETHNICITY.

UM, AND WHILE WE OFFERED A LOT OF TRAINING AROUND THE ISSUE FOR STAFF, WE DIDN'T HAVE A STANDARD FOR EVALUATING THE EFFECTIVENESS OR IMPACT OF THOSE TRAINING ACTIVITIES.

UM, AREAS OF OPPORTUNITY OF, OF COURSES WITH POLICY, UM, PROGRAMS CAN ONLY TAKE YOU SO FAR.

UM, POLICIES WILL BE THE PLACES WHERE WE CAN MAKE REAL IMPACTFUL CHANGE, UM, OPPORTUNITIES FOR CROSS DEPARTMENT COLLABORATION.

FOR US, IT WAS REALLY LOOKING AT OUR JOB DESCRIPTIONS AND MAKING SURE THAT, UM, WE WEREN'T UNINTENTIONALLY, UH, LOCKING OUT CERTAIN GROUPS FOR OPPORTUNITIES WITHIN PUBLIC HEALTH.

FOR EXAMPLE, THE COMMUNITY WORKER POSITION IS PROBABLY ONE OF THE, UM, MOST ENTRY LEVEL POSITIONS IN OUR DEPARTMENT.

AND, UM, WE LIKE TO RECRUIT PEOPLE THAT HAVE LIVED EXPERIENCE IN COMMUNITY, BUT AT THE SAME TIME, WE REQUIRE EDUCATIONAL REQUIREMENTS THAT MIGHT, YOU KNOW, UNINTENTIONALLY KEEP THOSE FOLKS FROM SUCCESSFULLY APPLYING.

IF YOU LOOK AT BLACK AND BROWN COMMUNITIES, THERE ARE HIGHER RATES OF HIGH SCHOOL DROPOUT.

AND SO LOOKING AT THAT JOB DESCRIPTION, AND IS IT REALLY NECESSARY TO HAVE A HIGH SCHOOL DIPLOMA, OR IS THERE A WORK EXPERIENCE OR VOLUNTEER EXPERIENCE OR EVEN LIFE EXPERIENCE THAT COULD BE MORE VALUABLE? UH, THREATS FOR US WERE OKAY, ALWAYS LOOKING AT RESOURCE ALLOCATION BASED ON CENSUS DATA AND POPULATION CHANGES RATHER THAN PUBLIC HEALTH DATA.

UM, AND THEN AGAIN, THE ISSUES WITH THE DATA COLLECTION AND MEASUREMENT, NEXT SLIDE PLEASE.

AND SO, UM, I WILL ECHO, UM, BRIAN'S ACCOLADES SUIT COUNCIL, YOU KNOW, STARTING FROM 2016, WHEN WE MADE A SIGNIFICANT INVESTMENT IN HEALTH EQUITY INITIATIVES, INCLUDING THE SETUP OF THE OFFICE.

IT REALLY ALLOWED US IN PUBLIC HEALTH TO TALK ABOUT THE SOCIAL DETERMINANTS OF HEALTH WITH A RACIAL EQUITY LENS.

SO WE KNOW THAT A LOT OF THOSE THINGS THAT AFFECT WHERE PEOPLE WORK, LIVE AND PLAY, AND THEN SUBSEQUENTLY THEIR HEALTH OUTCOMES.

UM, THERE ARE SOME SYSTEMIC RACIAL, UM, RACIST, AND WHAT IS THE WORD I'M LOOKING FOR? I JUST LOST IT.

SO EQUITIES, THANK YOU THAT CAUSE, UM, ARE BLACK AND BROWN NEIGHBORHOODS, MAYBE NOT TO HAVE AS MANY WALKABLE PARKS OR TRAILS OR LIMITED ACCESS TO GROCERY STORES.

UM, YOU KNOW, WE, WE TALK ABOUT THE 1928 MASTER PLAN AND THE LONG-TERM EFFECTS THAT WE SEE ON THE EAST SIDE OF AUSTIN AS A RESULT OF THAT AND HOW IT'S PLAYING OUT.

UM, NOT ONLY WITH CHRONIC DISEASES, BUT NOW WITH COVID, UM, WITH HOMELESSNESS, ALL OF THOSE THINGS THAT ARE THE TOP OF OUR LIST TO ADDRESS AS A CORE PUBLIC HEALTH ISSUES FOR OUR COMMUNITY.

AND THEY CAN BE TRACED BACK TO THESE INEQUITIES THAT INFLUENCE OUR SOCIAL DETERMINANTS OF HEALTH.

AND SO LOOKING AT HOW APH CAN TAKE THE INFORMATION THAT WE GAINED FROM THE EQUITY TOOL AND THE SWAT ANALYSIS AND APPLYING THOSE SIX P'S IN OUR PLANNING.

SO WE WANT TO MAKE SURE THAT WE'RE CONSISTENT ACROSS ALL PROGRAMS ABOUT OUR DATA COLLECTION, UM, AND HOW WE'RE LOOKING AT THE DATA AND HOW WE'RE PARTNERING WITH COMMUNITY BASED ORGANIZATIONS WITH OUR PROCUREMENT AND BUDGETING.

UM, WE WERE REALLY LUCKY IN 2016 AND THEN I THINK IT WAS 2018 TO GET AN INFUSION OF STAFF TO DO HEALTH EQUITY WORK.

AND SO, YOU KNOW, FOR DIRECT SERVICES, WE'RE CONTINUING TO MAKE STRIDES IN THAT AREA, BUT THEN REALLY LOOKING AT OUR SOCIAL SERVICE CONTRACTING PROCESS.

UM, IS IT AN EQUITABLE AND FAIR PROCESS? ARE WE ENGAGING COMMUNITIES THAT, UH, HAVE CULTURAL RELEVANCE TO THE POPULATIONS THAT THEY'RE TRYING TO SERVE IN TERMS OF PERSONNEL? RIGHT.

WE WANT A DEPARTMENT THAT IS REFLECTIVE OF THE STAFF THAT WE ARE TRYING TO SERVE AT ALL LEVELS.

UM, AND SO BEING REALLY

[00:35:01]

INTENTIONAL AND WORKING WITH OUR HR DEPARTMENT TO DRAFT A RECRUITMENT PLAN, WE HAVE AN EQUITY ACADEMY WHERE WE OFFER, UM, UH, A COURSE, UH, SELECTION THAT INCLUDES IMPLICIT BIAS AND MICROAGGRESSIONS.

IT INCLUDES, UM, CULTURAL AND RACIAL HUMILITY.

IT INCLUDES, YOU KNOW, ALL OF THOSE THINGS THAT HELP STAFF, UM, IDENTIFY AND ADDRESS AND BE ABLE TO ADDRESS PERSONAL BIASES AND BE ABLE TO RECOGNIZE WHERE SYSTEMIC BIASES MAY BE AT PLAY.

UH, NEXT SLIDE PLEASE, FOR POLICY DEVELOPMENT, WE ARE IN THE PROCESS OF DRAFTING A RACIAL EQUITY, DIVERSITY AND INCLUSION PLAN, AND IT WILL ADDRESS MAYLEE IN THIS FIRST ITERATION OR HIRING PRACTICES AGAIN, TO MAKE SURE THAT WE ARE EMPLOYING A DIVERSE WORKFORCE, UM, THAT FIFTH P FOR OUR PRACTICES AND PROCEDURES, AGAIN, GOING BACK TO THE, UM, SOCIAL SERVICE CONTRACTING AUDIT, THERE'S $50 MILLION OF GENERAL FUNDING GRANT DOLLARS THAT GO OUT INTO COMMUNITY.

AND SO WHAT BETTER WAY TO MAKE A HUGE IMPACT IN ADDRESSING RACIAL EQUITY AS A CITY, AND MAKING SURE THAT WE ARE STRATEGIC IN OUR INVESTMENTS, NOT ONLY IN THE PROGRAMS THAT WE'RE TRYING TO PUT FORTH, BUT IN THE AGENCIES THAT WE ARE INVESTING IN TO DO THAT WORK.

SO MAKING SURE THAT, YOU KNOW, WE ARE LOOKING AT BARRIERS, WE ARE LOOKING AT OUR EVALUATION PROCESS, WE ARE TRAINING OUR EVALUATORS.

SO, UM, BIASES DON'T GET IN THE WAY OF EVALUATING AN APPLICATION.

AND THEN THE LAST P WHICH IS PUBLIC ENGAGEMENT, WE ALL KNOW ABOUT THE CHOC CHIP.

YOU KNOW, WE'RE, WE'RE GOOD ON THAT.

I THINK COVID WAS A GOOD TEST RUN OF US, REALLY ENGAGING IN WITH COMMUNITY AND RESPONDING IN REAL TIME.

I THINK BACK TO THE RECOMMENDATIONS THAT WERE MADE BY THE AUSTIN LATINO COALITION, WITH RESPECT TO TESTING AND THE HISPANIC AND LATIN X COMMUNITY AND THE DEPARTMENT REALLY BEING RESPONSIVE TO MAKE SURE THAT WE ARE ADJUSTING OUR STRATEGIES TO MEET THE TIME NEEDS THAT WERE BEING EXPRESSED.

AND NOW WHEN WE TALK ABOUT VACCINATION AND THE RATES IN THE AFRICAN-AMERICAN COMMUNITY CONTINUED TO BE LOW.

AND SO UNDERSTANDING THAT, YOU KNOW, FROM A, A PERFECT RESOURCE STAND STAND UP POSITION, WHAT WE HAVE IN PLACE MAY WORK TEXTBOOK, BUT IT'S NOT WORKING FOR OUR BLACK COMMUNITY.

SO REALLY, UM, YOU KNOW, DIRECTOR HAYDEN HOWARD HAS REALLY TAKEN TIME TO MEET WITH DIFFERENT COMMUNITY GROUPS.

AND SHE BRINGS THAT INFORMATION BACK TO STAFF.

AND IT'S NOT SOMETHING THAT WE'RE PUTTING ON A SHELF WE'RE, WE'RE ACTIONING IMMEDIATELY.

UM, AND SO WE'RE GONNA HAVE MORE MOBILE CLINICS.

WE'RE GOING TO HAVE MORE PILOTS AT CHURCHES WHERE WE DON'T HAVE TO HAVE PEOPLE, YOU KNOW, REGISTER BEFOREHAND.

WE'RE GONNA BE ABLE TO FIGURE OUT A WAY TO, YOU KNOW, JUMP OVER THAT TECHNOLOGY HURDLE TO MAKE SURE THAT WE'RE REALLY SERVING THAT POPULATION AND MAKING OURSELVES AVAILABLE AS A HEALTH DEPARTMENT TO TAKE AWAY SOME OF THE MYSTERY AROUND VACCINES.

UM, AND MY WATCH IS TELLING ME MY TIME IS UP.

SO I'LL MAKE TWO MORE COMMENTS BEFORE I CLOSE OVER IT TO, UM, QUESTIONS, UM, MAKING SIGNIFICANT INVESTMENTS IN OUR COMMUNITY HEALTH WORKER PROGRAM, BECAUSE NO, WE'VE HEARD THE COMMUNITY SAY THAT THAT IS A EVIDENCE-BASED PROVEN COMMUNITY STRATEGY THAT, UM, WE'RE READY TO GET BEHIND, BUT ALSO HEARING, YOU KNOW, THERE'S NOT ENOUGH TRAINING, THERE'S NOT ENOUGH ONGOING JOB OPPORTUNITIES.

SO WHERE CAN WE AS A PUBLIC HEALTH DEPARTMENT, INSERT OURSELVES TO MAKE THOSE OPPORTUNITIES AVAILABLE.

AND WITH THAT, UM, TO BE RESPECTFUL OF TIME, I WILL CLOSE AND SEE IF THERE ARE ANY QUESTIONS THAT YOU ALL HAVE FOR EITHER BRIAN OR MYSELF.

THANK YOU VERY MUCH TO BOTH OF YOU FOR THAT REALLY INTERESTING AND VERY USEFUL PRESENTATION.

UM, COLLEAGUES, WHAT QUESTION? AN ASSISTANT DIRECTOR OF STAR DID YOU NEED A FEW MORE MINUTES TO, I DON'T WANT TO CUT YOU SHORT IF YOU'VE MISSED A FEW KEY POINTS.

NO, I THINK IT WAS GOOD TO, FOR BRIAN TO LAY IT OUT.

AND THEN FOR YOU TO GET A SNAPSHOT OF HOW, UM, THE DEPARTMENT IS WORKING ON THESE THINGS.

I THINK THERE'LL BE OPPORTUNITIES AS WE TALK ABOUT HOMELESSNESS AND OTHER ISSUES TO CONTINUE THAT CONVERSATION.

THANK YOU VERY MUCH.

UH, COLLEAGUES, WHAT QUESTIONS, OBSERVATIONS, MAYOR PRO TEM, HARPER MEDICINE, HE CHAIR, UM, ADRIAN, I WANTED TO ASK YOU ABOUT, I THINK IT WAS THE LAST SLIDE THAT HAD COMMUNITY.

IT WAS ABOUT, UM, OUTREACH, COMMUNITY OUTREACH

[00:40:01]

AND INVOLVEMENT.

UM, THE, ONE OF THE BULLETS WAS COMMUNITY HEALTH WORKERS.

I'M JUST CURIOUS HOW THAT'S GOING.

AND, UM, IS IT, IS IT SOMETHING THAT WE COULD HELP SUPPORT? I'M JUST WONDERING WHAT'S GOING ON WITH, WITH THAT? OKAY.

SO INTERNALLY IT'S GOING REALLY WELL.

WE'RE WORKING WITH HRD TO CREATE A CAREER LADDER FOR COMMUNITY HEALTH WORKERS WITHIN PUBLIC HEALTH.

UM, AND SO THAT NOT, AND WE'VE REVISED THE JOB DESCRIPTION SO THAT WE CAN RECRUIT FOLKS THAT HAVE LIVED EXPERIENCE AND, UM, THAT VALUES ARE EQUALIZES LIVED EXPERIENCE AND JOB EXPERIENCE WITH EDUCATIONAL ATTAINMENT.

UM, SO THAT'S EXCITING.

I THINK, UM, THE INVESTMENTS THAT COUNCIL HAS APPROVED IN COMMUNITY HEALTH WORKERS HAS BEEN HELPFUL.

WE CONTINUE TO, UM, PARTNER WITH COMMUNITY TO SEE WHAT'S THE BEST WAY TO SPEND THOSE DOLLARS.

UM, SO AT THIS POINT, I THINK WE'RE GOOD IF WE HEAR SOMETHING OR SOMETHING COMES UP FROM BOARDS AND COMMISSIONS, CAUSE COMMUNITY HEALTH WORKERS ARE ALWAYS A HOT TOPIC.

WE CAN REVISIT THAT.

THANK YOU.

I APPRECIATE THAT.

AND THEN I DID HAVE ANOTHER QUESTION.

UM, 20 DEPARTMENTS HAVE EQUITY TEAMS AND THE GOAL IS A HUNDRED PERCENT.

IS THERE A, OBVIOUSLY NOT A TIME CERTAIN, BUT IS THERE A GENERAL IDEA ABOUT WHEN WE MIGHT BE ABLE TO ACCOMPLISH THAT 100%? WE THINK THAT WE'LL DEFINITELY BE THERE IN THE TWO YEARS, THAT'S THE MOST.

UM, I WILL TELL YOU THAT THE CHALLENGES THAT WE'VE HAD, UH, WITH SOME DEPARTMENTS IS THAT, YOU KNOW, MOST DEPARTMENTS RIGHT NOW, DON'T HAVE SORT OF A STAFF THAT FORMALLY TAKE ON THIS ROLE.

SO IT'S KIND OF LIKE YOU'VE BEEN VOLUNTOLD TO DO SO.

AND SOMETIMES WITH CHANGES IN DEPARTMENTS, YOU KNOW, WE'VE HAD A HISTORY OF SOME WHERE WE STARTED OUT WITH CERTAIN TEAMS THAT WENT ON TO OTHER ROLES WITHIN THE CITY OR LESS THAN THE CITY.

AND WE HAD TO SORT OF COME BACK AND REVISIT AND BE ON THE TEAM AGAIN.

AND SO ONE OF THE THINGS THAT WE HOPE THAT CAN HELP US IS THAT FOR THE DEPARTMENTS THAT ARE MOVING FORWARD WITH ACTUALLY HIRING EQUITY MANAGER WILL THEN IT GIVES US A LOT MORE SORT OF THE ABILITY AND CONSISTENCY IN TERMS OF REALIZING THAT THERE'S A PERSON WHOSE JOB IT IS TO REALLY KIND OF HOLD THIS WORK, BECAUSE IN ALL HONESTY, IT'S A LOT OF WORK FOR THE DEPARTMENT TO REALLY TAKE ON THIS ASSESSMENT PROCESS, TO ORGANIZE YOUR TEAM, TO REALLY SORT OF START TO DIG ON YOUR STRATEGIES AND YOUR POLICIES AND ALL THE THINGS THAT WE'RE ASKING YOU TO DO.

I APPRECIATE THAT.

AND, AND I'M, UH, THAT'S SORTA WHAT I WAS GETTING AT WITH THE, HOW SOON DO WE REACH A HUNDRED PERCENT? CAUSE I'D LOVE TO SEE WHAT THE DATA LOOKS LIKE TO, YOU KNOW, WHEN WE GO TO ESTABLISH PROFICIENCY AND JUST SORT OF SEE WHAT CHANGED, YOU KNOW, WHEN WE WERE IN A POSITION, UM, DID NOT HAVE THE EQUITY TEAMS AND THEN WHAT HAPPENED, SUBSEQUENT DESKS DEVELOPING THE EQUITY TEAMS. AND THAT JUST SORT OF BE IN THE STANDARD.

I'M CURIOUS TO SEE WHAT PEOPLE'S EXPERIENCE, UM, IN, IN THEIR ROLES, UM, WILL BE, YEAH, WE CAN ACTUALLY START TO DO SOME OF THAT.

NOW WE'RE LOOKING AT, UH, SOME OF THE DEPARTMENTS THAT HAVE MORE, UM, STANDING LONGER SORT OF RANGE TEAMS, LIKE ADRIAN MENTIONED AUSTIN PUBLIC HEALTH WAS ONE OF OUR COURAGEOUS EIGHT, UH, DEPARTMENTS.

SO THEY GO BACK TO THE BEGINNING OF THIS WORK AND WE HAVE OTHER DEPARTMENTS THAT GO BACK TO THE BEGINNING WHERE WE COULD REALLY KIND OF MONITOR AND LOOK INTO THAT MORE.

THAT WOULD BE REALLY INTERESTING.

AND THEN, UM, ESPECIALLY A GOOD LEAVE ROOM FOR MY COLLEAGUES.

THE LAST QUESTION I HAVE IS I HAVE THE OPPORTUNITY TO MEET WITH, UM, WITH CAROL JOHNSON, WHICH BY THE WAY, I'M SO HAPPY THAT I GET TO WORK WITH HER.

UM, BUT THAT SAID, WHAT DO YOU SEE IF ANY, UM, ROLE FOR THE CIVIL RIGHTS OFFICE ALONGSIDE, YOU KNOW, ADJACENT THIS WORK WITH THE EQUITY OFFICE IN AUSTIN, PUBLIC HEALTH? I THINK FOR US, WE ARE REALLY EXCITED TO HAVE CAROL ON BOARD WITH THE CIVIL RIGHTS OFFICE, BECAUSE FROM A POLICY PERSPECTIVE, UH, WE HAVE REALLY, UH, SOME REALLY GOOD ORDINANCES IN PLACE AND I'M OPEN THERE CAROL AND HER TEAM TO SORT OF HELP US ELEVATE THE ENFORCEMENT OF SOME OF THOSE ORDINANCES AND PROTECTION, UH, FOR, FOR CLASSES THAT HAVE BEEN DISCRIMINATED AGAINST.

AND THEN ALSO, UM, WE LIKE TO PUT AN OPTION TO SORT OF BE ABLE TO LOOK PROACTIVELY, UH, INTO ISSUES AS OPPOSED AS OPPOSED TO ALWAYS READING THE, TO RESPOND TO A COMPLAINT.

RIGHT.

UM, BUT HOW DO WE SORT OF, HOW ARE WE PROACTIVE IN SOME OF THESE SITUATIONS? AND WE HOPE THAT, UH, THAT WE LOOK TO PARTNER WITH THE CIVIL RIGHTS OFFICE TO BE ABLE TO, YOU KNOW, TO DO THAT AS WELL.

THANK YOU.

I APPRECIATE THAT.

THANK YOU, MEMBER TIM VICE CHAIR FOR CINTAS.

[00:45:01]

THANK YOU.

UH, SO MY QUESTION IS FOR AUSTIN PUBLIC HEALTH.

SO IT SEEMS LIKE DIS-AGGREGATED DATA IS AN AREA OF WEAKNESS.

AND BRIAN, I WOULD VENTURE TO SAY THAT MAY HAVE BEEN AN AREA OF WEAKNESS THAT CAME UP FROM MULTIPLE DEPARTMENTS WHO DID THE ASSESSMENT.

AND SO I'M WONDERING, UH, AND THAT WAS, YOU KNOW, WHAT HAS BEEN MY FRUSTRATION THROUGHOUT THE PANDEMIC.

IT HAS BEEN HOW LONG IT'S TAKEN US TO GET DATA THAT HAS RACIAL AND DEMOGRAPHIC BREAKDOWN, UH, WHEN IT CAME TO TESTING, WHEN IT COMES TO VACCINE ACCESS AND HAVING A COMPLETE UNDERSTANDING OF HOW VACCINES ARE BEING ADMINISTERED IN OUR, IN OUR, IN OUR COUNTY.

UM, SO WHAT COULD YOU TALK US THROUGH WHAT, KNOWING THAT THIS WAS IDENTIFIED DIS-AGGREGATED DATA AND JUST HAVING A BETTER HANDLE ON OUR, UM, HOW WE DO DATA FOR ALL OF OUR DEPARTMENTAL PROCESSES, UM, THAT WAS IDENTIFIED IN 2017, WHAT, AS A WEAKNESS, UM, WHEN YOU, WHEN APH DID THE ASSESSMENT, SO WHAT WORK HAS BEEN DONE IN THE LAST FEW YEARS TO, TO FULLY ADDRESS THIS ISSUE? SO WE'RE ACTUALLY IN THE PROCESS OF WORKING WITH OUR OFFICE OF PERFORMANCE MANAGEMENT, UM, ON SORT OF DEVELOPING, UH, WHAT WOULD BE SORT OF LIKE A UNIVERSAL GUIDELINES AROUND, UM, DATA MANAGEMENT, I THINK FOR THEM MORE UNIVERSAL GUIDELINES ON ALL OF DATA MANAGEMENT AND COLLECTION, BUT FOR US, UH, IT'S THAT RACIAL EQUITY PIECE WITHIN THAT.

AND WE'VE ACTUALLY JUST STARTED CONVERSATIONS WITH OFFICE OF PERFORMANCE MANAGEMENT, UH, AROUND WHAT SOME OF THAT WORK, YOU KNOW, WITH LOOK LIKE.

AND THEY HAVE A LOT OF GOOD INSIGHTS THAT THEY SORT OF SHARED, YOU KNOW, WITH ME IN THAT, UM, THERE'S SORT OF, THERE'S VARYING LEVELS OF WHAT THE DATA COLLECTION AND DATA MANAGEMENT LOOKS LIKE ACROSS THE DEPARTMENT.

AND I THINK THAT THERE'S GOING TO BE SOME WORK TO KIND OF, UM, BRING THAT UP TO UNIT TWO TO UNIFORM IT, BUT THEN ALSO WORK THAT WE'RE GOING TO DO TO REALLY SORT OF TRY TO SORT OF LAY OUT SOME SPECIFIC GUIDELINES OR EXPECTATIONS ON WHAT THE COLLECTION, UH, WOULD LOOK LIKE.

AND ALSO BE HONEST AND CANDID WITH YOU ALL TO TELL YOU THAT THERE'S SOME SENSITIVITIES IN TERMS OF THE TYPE OF DATA THAT IS COLLECTED.

AND, UM, AND IN SOME DEPARTMENTS WE'VE GOTTEN SOME PUSHBACK, UH, FROM COMMUNITY AROUND COLLECTING CERTAIN DEMOGRAPHIC DATA TO THAT WE'D HAVE TO SORT OF BE ABLE TO WORK THROUGH.

THANKS, BRIAN.

AND I JUST WANT TO CLARIFY ON, ON THE PART OF US IN PUBLIC HEALTH.

SO WE WERE ALWAYS COLLECTING THAT DATA, BUT NOT IN THE SAME WAY ACROSS PROGRAM, FOR EXAMPLE.

AND ONE OF THE PROGRAMS THAT I KNOW VERY WELL, UM, LATIN X IS CONSIDERED A RACE WHERE OTHER PROGRAMS USE THE CENSUS DEFINITION, WHERE THAT'S AN ETHNIC GROUP VERSUS A RACE.

AND SO WE HAVE ALREADY DONE THIS WORK THAT, UM, BRIAN HAS TALKED ABOUT AND CREATING CAUSE CONSISTENT STANDARDS ACROSS ALL PROGRAMS, UM, FOR THAT.

AND I THINK IF YOU TAKE A LOOK AT OUR, UH, VACCINE DASHBOARD AND AT THE TESTING DASHBOARD, YOU CAN SEE THAT INFORMATION BROKEN DOWN BY RACE AND ETHNICITY FOR, FOR DIFFERENT THINGS, FOR POSITIVITY RATES, FOR HOSPITALIZATIONS, FOR DEATHS, UM, THE SAME THING WITH, UH, THE RATES OF VACCINATION, WHICH IS WHY WE, UM, NO, WELL, IT'S EASIER FOR TESTING VERSUS VACCINATION BECAUSE WE'RE A HUB, BUT FOR TESTING, WE WERE ABLE TO MEET WITH COMMUNITY AND, UM, THERE WAS DATA TO SUPPORT WHAT THEY WERE TELLING US ON THE GROUND, YOU KNOW, THAT WE NEEDED TO HAVE A MORE FOCUSED EFFORT IN LATIN X COMMUNITIES.

AND SO IT WAS MORE ABOUT THAT CONSISTENCY FOR US IN THE DEFINITIONS OF A RACIAL GROUP VERSUS AN ETHNIC GROUP SO THAT WE COULD GIVE A FULL PICTURE OF OUR PROGRAMS. THANK YOU.

YEAH, NO, THANK YOU FOR THAT.

AND THAT CERTAINLY HELPS.

I MEAN, YOU KNOW, AS A POLICYMAKER, OUR FIRST LINE OF QUESTIONS, ALWAYS GOING TO BE, YOU KNOW, WHAT IS THE DATA, TELL US, YOU KNOW, WHO AND HOW ARE WE SERVING OUR COMMUNITY AND THAT'S ALL ANCHORED AND ROOTED IN THE DATA.

I MEAN, THAT TELLS A STORY.

AND SO IT'S ALWAYS, IF WE CAN, IF WE KNOW THAT THAT IS GOING TO BE A CONSTANT, UM, ANCHOR FOR OUR POLICY-MAKING, IF WE CAN MAKE SURE SINCE WE HAVE STANDARDIZED, IT SOUNDS LIKE WE HAVE MORE OF A STANDARDIZED WAY OF GOING ABOUT COLLECTING IT, THAT WE DO IT, UH, THAT WE HAVE THAT INFORMATION READILY AVAILABLE AND THAT WE'RE COLLECTING IT, UM, AS QUICKLY AS WE CAN, ESPECIALLY IN TIMES OF CRISES.

UM, THE OTHER QUESTION I HAD WAS AROUND THE EQUITY TOOL.

UM, AND SO I GUESS I GOT A LITTLE BIT OFF THERE WITH UNDERSTANDING.

SO IT SEEMS THAT THAT ALL DEPARTMENTS HAVE LAUNCHED THE ASSESSMENT, BUT NOT, BUT ONLY 40% ROUGHLY HAVE COMPLETED IT.

HAS THERE BEEN ANY MOVEMENT AND GETTING THE DEPARTMENTS TO DIFFERENT TIERS

[00:50:01]

OF THE PROCESS FOR THE TOOL? AND HAVE WE SEEN ANY MOVEMENT? LIKE, I'M JUST TRYING TO GET A SENSE, LIKE, BECAUSE I KNOW THAT ANYTIME YOU LAUNCH A NEW TOY, THERE'S ALWAYS EXCITEMENT WITH IT.

AND THE FIRST YEAR YOU'RE GOING TO GET A LOT OF PEOPLE WANTING TO, TO PERFORM AND EXECUTE.

UH, BUT SINCE IT'S BEEN A FEW YEARS NOW, SINCE WE'VE HAD THIS TOOL, UM, WHAT HAS THE MOVEMENT BEEN LIKE WITH THE DEPARTMENTS? SO BE CONSTANTLY OUR SMALL OFFICE, WE ACTUALLY, UH, TAKE DEPARTMENTS, GROUPINGS OF COHORT.

AND SO FOR OUR FIRST YEAR, UM, WE ACTUALLY HAD EIGHT DEPARTMENTS THAT SECOND YEAR, I THINK WE WENT UP TO ABOUT 20 AND WE STARTED MAINTAIN THAT PACE.

AND SO THIS YEAR WE'RE ACTUALLY IN OUR FINAL GROUPING OF COHORTS TO GO THROUGH THEIR FIRST, UM, EQUITY ASSESSMENT.

AND THIS IS LIKE CONTINUOUS IMPROVEMENT FOR US.

SO YOU DON'T ASSESS ONE TIME AND, UH, AND, AND THAT YOU'RE DONE.

SO APH IS ACTUALLY ON OUR SCHEDULE TO COME UP TO ACTUALLY REASSESS AGAIN.

AND YOU GO THROUGH THIS PROCESS OF GUINNESS WHILE THEY DO ACTION PLANNING, CAUSE IT'S JUST LONG RANGE WORK FOR US.

UH, SO FOR US TO BE ABLE TO HANDLE THE WORKLOAD IN THE PACE, WE SORT OF STAGGERED THE DEPARTMENTS THROUGHOUT MULTIPLE YEARS.

AND THEN WE HAVE, UH, SOME DEPARTMENTS IN PARTICULAR.

UM, AUSTIN POLICE DEPARTMENT IS VERY UNIQUE, UH, IN THAT, UH, THAT'S SUCH A LARGE DEPARTMENT AND THEIR FEEDBACK FROM US INITIALLY WAS THAT, YOU KNOW, OUR DIVISION, OUR HANDLE REALLY STARTED DIFFERENT SCOPES OF WORK.

AND IT'S SORT OF HARD TO GET THIS SORT OF UNIVERSAL DEPARTMENT VIEW OUR ASSESSMENT.

SO WITH THEM, WE ACTUALLY ARE GOING BY DIVISION WITHIN APD.

AND WE ACTUALLY STARTED COMPLETED A REPORT THAT CAME OUT IN DECEMBER OVER THE FIRST FIVE DIVISIONS OF APD THAT HAD GONE THROUGH THAT PROCESS.

AND WE'LL BE WORKING WITH THEM TO SORT OF DO THEIR NEXT FIVE DIVISION.

SO, UH, IT LOOKS A LITTLE DIFFERENT, YOU KNOW, I THINK FOR THE DEPARTMENT, BUT, UH, IN TERMS FOR US TO BE ABLE TO KEEP OUR SANITY, IF NOT, HAVE WE GET THE SHEER NUMBER OF DEPARTMENTS THROUGH, WE'VE KIND OF STAGGERED THAT APPROACH.

SO, AND JUST A CLARIFYING QUESTION.

SO WHEN A DEPARTMENT GOAT IS PART OF THE COHORT, DO THEY GO THROUGH ALL STAGES OF THE ASSESSMENT CYCLE? SO THEN EACH DEPARTMENT SHOULD HAVE AN ACTION PLAN THAT WE COULD FALL PULL UP IF NEEDED, RIGHT? YEAH.

IF YOU GO TO OUR DASHBOARD, YOU CAN SEE THEIR ACTION PLANS, YOU CAN SEE WHAT THEIR ASSESSMENT LOOKS LIKE.

AND, UH, YOU CAN SEE WHAT SORT OF PHASE THAT THEY'RE IN.

SO WE WOULD HAVE SOME DEPARTMENTS WHOSE DELIVERABLE IS THEIR ACTION PLAN THIS YEAR.

UH, SOME DEPARTMENTS WHO ARE ACTUALLY STARTING THEIR FIRST ASSESSMENT, BUT YOU'LL BE ABLE TO SORT OF SEE HISTORICALLY WHERE ALL OF THEM HAVE GAINED FROM OUR DASHBOARD.

AND WE CAN SHARE THAT LINK WITH YOU ALL.

THANK YOU.

THANK YOU VERY MUCH.

ANY, ANY FURTHER QUESTIONS? THANK YOU, BRIAN.

THANK YOU, ADRIAN.

THIS IS REALLY, UH, IT'S.

I ESPECIALLY APPRECIATE THE JUXTAPOSITION OF KIND OF THE GENERAL WORK THAT'S GOING ON CITYWIDE AND THEN REALLY BEING ABLE TO, TO SEE IT IN ACTION WITHIN AUSTIN PUBLIC HEALTH.

UM, THAT WAS EXTREMELY ILLUSTRATIVE.

I HAVE ONE, ONE QUICK QUESTION.

UM, AND THEN WE NEED TO PROBABLY MOVE ON AND I THINK THIS IS FOR YOU ASSISTANT DIRECTOR STIRRUP.

I'M LOOKING AT THE THREAT TO THE FUNDING UNDER THE THREATS, UM, IN THE SWAT ANALYSIS FOR APH, THE RESOURCES BEING ALLOCATED BASED ON CENSUS DATA AND POPULATION CHANGES RATHER THAN POPULATION HEALTH DATA.

WHAT IS THE MECHANISM BY WHICH WE SHIFT THAT PARADIGM? WHAT, HOW IS THAT SOMETHING THAT APH STAFF ALREADY WORKING ON WORKING TOWARD? IS THAT SOMETHING YOU NEED POLICY DIRECTION FROM COUNCIL ON THAT SEEMS TO BE A REALLY CRITICAL PIECE OF BEING ABLE TO SERVE OUR COMMUNITY WELL, AND TO REALLY NEED THE HEALTH NEEDS AS THEY ARE.

I WOULD SAY POLICY, I'LL SEE DIRECTION FROM COUNCIL WITH, YOU KNOW, APH PROVIDING YOU THE INFORMATION AND DATA TO HELP YOU, UH, CRAFT THAT POLICY.

I WOULD, I'D BE INTERESTED IN GETTING SOME MORE INFORMATION.

UM, IT ALWAYS HELPS ME IF I CAN KIND OF SEE THAT IN SOME CONCRETE EXAMPLES OF, OF WHERE THAT WOULD REALLY SHIFT OUR RESOURCES TO WHERE THEY NEED TO, HOW, HOW THAT WOULD'VE PLAYED OUT IN TERMS OF THE SHIFTING OF RESOURCES, TO WHERE THEY BETTER NEEDED TO BE, TO SERVE, TO BE, UM, REALLY MORE RESPONSIVE TO THEIR NEEDS AS THEY PRESENT THEMSELVES.

SO PERHAPS MY OFFICE, UH, CAN BE IN CONVERSATION FURTHER WITH APH ABOUT, ABOUT THAT PARTICULAR PIECE.

UM, AND I WANTED TO ACKNOWLEDGE DIRECTOR HIDDEN HOWARD, THANK YOU SO MUCH FOR JOINING US AS WELL ON THIS HAD ANY, ANYTHING YOU WANTED TO ADD BEFORE WE MOVED ON TO THE NEXT PRESENTATION? GOOD AFTERNOON.

THANK YOU ALL.

UM, IT WAS A GREAT

[00:55:01]

PRESENTATION AND I ENJOY LISTENING TO, TO, UH, BRIAN AND ADRIAN.

I THINK THEY DID A GREAT JOB.

THANK YOU VERY MUCH FOR YOUR SUPPORTIVE ACKNOWLEDGEMENT.

YEAH.

THANK YOU.

THANK YOU BOTH.

AND THANK THE STAFF WHO HAVE WORKED ALONGSIDE YOU.

UM, OKAY, ALEX, LET'S MOVE ON TO

[3. Briefing and discussion on issues related to homelessness.]

THE UPDATE ON HOMELESSNESS, GRAY.

I THINK DIANA IS PRESENTING ALONGSIDE, UM, FELLA CARMEN.

SO THANK YOU.

AND IF WE COULD MOVE BOTH OF THEM OVER AND JUST COMMITTEE MEMBERS, JUST AS A TIME CHECK, WE HAVE ABOUT AN HOUR LEFT.

UM, AT THE VERY MOST, WE HAVE A HARD STOP AT FOUR O'CLOCK AND WE'RE LOSING ONE OF OUR, ONE OF OUR COLLEAGUES, UH, FIVE TO 10 MINUTES EARLIER THAN THAT.

SO WE'RE GOING TO, WE MAY HAVE TO CUT SHORT SOME OF OUR CONVERSATION ABOUT FOUR AND FIVE.

SO WHILE WE'RE MOVING BELLA AND DIANA OVER, I JUST WANT TO SAY, I THINK WE'VE TALKED ABOUT THIS IN A PREVIOUS, IN A PREVIOUS COMMITTEE MEETING ABOUT MEETING MORE FREQUENTLY, AT LEAST FOR A TIME GIVEN THE PANDEMIC.

AND SOME OF THE REALLY PRESSING CHALLENGES WE HAVE BEFORE US WITH REGARD TO ONE OF