Um so particularly for that reason since we are HR is an internal service. Um the thought was that REIB would um move somewhere else to uh handle any kind of like external uh race e equity, inclusion and belonging um proposals or initiatives.

To go from 40% down to 4% is nothing more than black girl magic. Let's just say what it is, right? Like that is spectacular. You've it just by the data alone, you've proven what kind of leader you are.

we it's not like we're getting less work. Um so you know we want to continue the trajectory that we have been on and um you know continuing to make sure that the data aligns with our goals. I think um you know with workday that is a huge [snorts] undertaking. It takes a lot of time away from staff to do their regular jobs.

it's hard now and our implementation partner keeps saying, 'Well, it's just going to get worse.'

The main topic areas of the settlement agreement uh are non-discriminatory policing. That was a key finding of the MDHR report. Use of force, stop, search, arrest, and arrests also including citations.

the policy that's in place right now is the old policy. It is not the new policy. So once a policy is approved through the ALIFA and MDHR process then the training has to be uh drafted written and then executed and then that's when the policy actually becomes effective.

what I will say is that unfortunately um when we have uh lives lost um and we see them in the media um those are the things that spark action in the end. The unsexy part of why cities and police departments end up in settlement agreements and consent decree is because basic processes are not put in place and they are not followed. So, while the policy piece is completely unsexy, I'm trying to tell you what, if you want to get to that AI uh the backlog or you want to hold folks accountable, those people have to turn to a policy and to a training to hold folks accountable.

I'd argue it's not just about treating people as human beings. I think this speaks volumes is to reflect what we think the value is of having training, recruiting and investment in the kind of first responder help that we want to show up in emergencies across our city of all kinds of emergencies across our city.

There are many different areas of the settlement agreement that as a city we're not in alignment with what we're supposed to be in year 1 and year two. And that is just unacceptable. It's not okay. I'm going to continue mentioning it because when we're not meeting year one and year two, what that means is that we're out of compliance in my opinion.