Mar 03, 2020 Economic and Workforce Development Committee on 2020-03-03 2:00 PM

AND INITIATIVES FOCUSED TOWARDS WOMEN TO IMPROVE THEIR EDUCATION AND SKILL ATTAINMENT FOR MEANINGFUL EMPLOYMENT EVERY TWO YEARS, HUMAN SERVICES IN COLLABORATION WITH ECONOMIC DEVELOPMENT DEPARTMENT ISSUES A REQUEST FOR PROPOSAL TO PARTNER WITH NONPROFIT AGENCIES TO PROVIDE HUMAN AND WORKFORCE DEVELOPMENT SERVICES, SUCH AS JOB TRAINING, EDUCATION ATTAINMENT, TUITION ASSISTANCE, AND EMPLOYMENT SERVICES.

GO AHEAD.

GOOD AFTERNOON.

UM, MY NAME'S JENNY HIXSON AND I'M THE VIOLENCE PREVENTION MANAGER WITH METRO HEALTH.

AND SO I'M GONNA BE GIVING THE FIRST HALF OF THE PRESENTATION AND THEN CCHI IS GONNA BE GIVING SOME OF THE OTHER SLIDES.

SO, AS YOU'RE ALL AWARE, THE STATUS OF WOMEN REPORT WAS RELEASED IN MAY, 2019, AND IT LOOKED AT THESE VERY HIGH LEVEL, OOPS, I JUST, THERE WE GO.

UM, IT LOOKED AT 17 OR 13 DIMENSIONS WITHIN THESE BROADER FOUR CATEGORIES.

SO THIS PRESENTATION IS ONE OF AN ONGOING SERIES OF UPDATES THAT, UM, CITY STAFF IS GONNA BE PROVIDING TO GIVE UPDATES ON THE PROGRESS THAT'S BEEN MADE ON ALL OF THESE DIFFERENT AREAS OF WORK THAT ARE HAPPENING.

SO WITHIN EACH OF THESE FOUR CATEGORIES, THERE WAS A COMPARISON OF SAN ANTONIO WOMEN TO SAN ANTONIO MEN, SAN ANTONIO WOMEN ACCORDING TO THEIR RACE AND ETHNIC GROUP, AND THEN A COMPARISON OF SAN ANTONIO WOMEN TO WOMEN IN OTHER LARGE TEXAS CITIES.

SO IN HEALTH AND WELLBEING, THE HIGH LEVEL FINDINGS, AND AGAIN, YOU BOTH HAVE A COPY OF THE SUMMARY OF THE REPORT AS WELL AS AN INSERT THAT HAS SOME UPDATES.

UM, THE BIG FINDINGS WERE THAT THE INFANT MORTALITY RATE IS HIGHER IN BEXAR COUNTY THAN IT IS IN TRAVIS, DALLAS OR HARRIS COUNTIES.

THERE ARE MAJOR RACIAL DISPARITIES IN MORTALITY FROM HEART DISEASE, LIVER DISEASE, CANCER, AND STROKE.

AND WOMEN IN THE HIGHEST INCOME QUARTILE HAVE A LIFE EXPECTANCY THAT'S MORE THAN FIVE YEARS LONGER THAN WOMEN IN THE BOTTOM INCOME QUARTILE.

AND SOME OF THE PRESENTATIONS THAT WE'RE GONNA HAVE AFTER THIS ONE, OBVIOUSLY ARE DIRECTLY ADDRESSING SOME OF THOSE ECONOMIC DISPARITIES.

SO WHEN WE LOOK AT SOME OF OUR INITIATIVES THAT ARE ADDRESSING HEALTH AND WELLBEING, HEALTHY START IS A PROGRAM THAT HAS BEEN A PART OF METRO HEALTH FOR 20 YEARS.

THEY'RE ACTUALLY CELEBRATING THEIR 20 YEAR ANNIVERSARY THIS YEAR.

UM, AS PART OF THE INITIATIVES TO ADDRESS SOME OF THE THINGS IDENTIFIED IN THE STATUS OF WOMEN, THERE WAS AN EXPANSION OF THE HEALTHY FAMILIES NETWORK STRATEGIC PLAN AND THROUGH WHAT'S CALLED A PERINATAL PERIOD OF RISK ANALYSIS, WHICH LOOKS AT ALL THE INFANT DEATHS THAT OCCUR AND THEN DOES A SPECIFIC TYPE OF ANALYSIS TO IDENTIFY WHAT ARE THE CAUSES OF THOSE INFANT DEATHS, WHAT ARE THE PERIODS OF RISK THAT ARE CAUSING THOSE DEATHS.

UM, THE STRATEGIC PLAN IDENTIFIED FOR FOCUS AREAS TO FO TO SORT OF SEE HOW WE CAN IMPROVE INFANT MORTALITY, UNINTENDED PREGNANCY, LATE ENTRY INTO PRENATAL CARE, DISPARITIES IN THE INFANT HEALTH RISK PERIOD, AND PERINATAL SUBSTANCE ABUSE.

SO THAT'S THE BABIES THAT ARE BORN ADDICTED TO SUBSTANCES HEALTHY START ALSO, UM, EXPANDED THE HEALTHY START DADS PROGRAM, WHICH IS A PROGRAM THAT SPECIFICALLY ENGAGES DADS IN THE PRENATAL PERIOD, UM, TO ENSURE THAT THERE'S SOCIAL SUPPORT AND EQUITY IN PARENTING

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IN, UM, RELATIONSHIPS.

THE SOUTH TEXAS TRAUMA-INFORMED CARE CONSORTIUM, WHICH I KNOW Y'ALL HAVE HEARD A LOT ABOUT, 'CAUSE THERE'S A LOT OF GREAT WORK HAPPENING THERE, UM, HAS TWO INITIATIVES THAT HAVE BEEN MOVING FORWARD.

THE INSTITUTE FOR TRAUMA-INFORMED CARE AND THE TRAUMA-INFORMED CARE CERTIFYING ENTITY.

SO WHAT WE KNOW IS THAT, UM, ALL OF THESE EXPERIENCES OF TRAUMA THAT PEOPLE HAVE OVER THEIR LIFETIME CONTRIBUTE TO THEIR HEALTH OUTCOMES.

AND THE TRAUMA-INFORMED CARE CONSORTIUM IS DIRECTLY ADDRESSING SOME OF THOSE ROOTS OF TRAUMA AND MAKING SURE THAT OUR COMMUNITIES EFFECTIVELY, UM, EQUIPPED TO BE ABLE TO ADDRESS THOSE.

SO THE TRAUMA-INFORMED RESPONSE DISRUPTS THOSE DISPARITIES AND ALSO ADDRESSES THE CONCENTRATED POVERTY AND THE VIOLENCE THAT WE SEE THAT IS ALSO COMPOUNDED BY LACK OF ACCESS TO CARE AND MAKE SURE THAT OUR SYSTEM RESPONSES, UM, UNDERSTAND THE ROLE OF TRAUMA IN THEIR HEALTH BEHAVIORS AND OUTCOMES.

SO SOME OF OUR FINDINGS RELATED TO VIOLENCE AND SAFETY IN THIS ORIGINAL STATUS OF WOMEN REPORT ARE THAT THE NUMBER OF WOMEN WHO WERE MURDERED BY A MALE INTIMATE PARTNER TRIPLED BETWEEN 2012 AND 2017.

THAT SAN ANTONIO CONSISTENTLY HAS A HIGHER RATE OF RAPE, UM, THAN TEXAS OVERALL AND THE HIGHEST RATE OF RAPE WHEN COMPARED TO AUSTIN, DALLAS, AND HOUSTON.

AND THAT THE HOMICIDE RATE OF WOMEN IN BEXAR COUNTY DOUBLED BETWEEN 2012 AND 2017.

SO, I KNOW WE'RE FAMILIAR WITH THESE BECAUSE COUNSEL, UM, ASKED THAT THE HEALTH DEPARTMENT LOOK AT HOW WE COULD CREATE A COMPREHENSIVE PLAN TO ADDRESS THESE DISPARITIES.

SO WE DEVELOPED THE COMPREHENSIVE DOMESTIC VIOLENCE PLAN IN COLLABORATION WITH SS A P D D H, SS, AND G P A.

AMONG THE INITIATIVES IDENTIFIED UNDER THIS PLAN WERE THE COLLABORATIVE EXPANSION OF OUR CO COLLABORATION WITH THE COUNTY THROUGH THE COLLABORATIVE COMMISSION ON DOMESTIC VIOLENCE.

UM, THE LOVE IS DOMESTIC VIOLENCE PREVENTION COMMUNICATIONS CAMPAIGN, WHICH HOPEFULLY Y'ALL SAW LOTS OF ADS FOR LAST MONTH 'CAUSE WE DID A LOT OF FOCUS AROUND TEEN DATING VIOLENCE.

AND THE TWO GOOD FOR VIOLENCE SCHOOL-BASED VIOLENCE PREVENTION PROGRAM, WHICH IS A PROGRAM THAT'S IN PARTNERSHIP WITH S A I S D SIXTH GRADERS, UM, THAT AIMS TO TEACH KIDS ABOUT SELF-REGULATION AND ALL OF THOSE SKILLS THAT HELP PEOPLE NOT ENGAGE IN VIOLENT BEHAVIOR AND TAKE A MOMENT TO STEP BACK BEFORE THE VIOLENCE OCCURS.

ALL OF THESE INITIATIVES WILL DIRECTLY ADDRESS THE HIGH RATE OF WOMEN MURDERED BY MALE INTIMATE PARTNERS, IN ADDITION TO HELPING MEN AND BOYS IDENTIFY WAYS THAT THEY CAN AVOID BEING ENGAGED IN VIOLENCE AND ALSO MEN WHO EXPERIENCE DOMESTIC VIOLENCE.

SO THESE INITIATIVES COMBINE BOTH A PREVENTIVE APPROACH WITH IMMEDIATE RESPONSE.

THERE'S ALSO AN EXPANSION OF THE TRAUMA-INFORMED TEACHING COHORT.

SO THE HEAD START DIVISION FORMED A MULTI-DISTRICT COHORT THAT INCLUDES CLASSROOM TEACHERS, PARAPROFESSIONALS, ADMINISTRATORS, BASICALLY ALL THE FOLKS ON A CAMPUS THAT MIGHT TOUCH KIDS.

UM, AND IT ASSISTS THE TEACHING STAFF IN DEVELOPING AN UNDERSTANDING OF TRAUMA AND HOW THOSE IMPACTS OF TRAUMA MIGHT SHOW UP IN LEARNING AND DEVELOPMENT WITH KIDS.

90% OF THE COHORT INVOLVED IN THIS ARE WOMEN WHO ARE WORKING IN THE HEAD START DIVISION.

SO AGAIN, JUST LIKE THE TRAUMA-INFORMED CARE CONSORTIUM, THIS WILL IMPROVE THE RESPONSE OF TEACHERS TO STUDENTS WHO ARE EXPERIENCING VIOLENCE.

AND IT ALSO DEVELOPS A CULTURE OF LEARNING AND UNDERSTANDING ABOUT THE CYCLE OF VIOLENCE AND HOW THAT CAN INFLUENCE STUDENT BEHAVIOR SO THAT WE'RE NOT PUNISHING KIDS FOR HAVING, YOU KNOW, TOUGH EXPERIENCES AT HOME.

ADDITIONALLY, WE, UM, ARE WORKING, THE HEALTH DEPARTMENT IS WORKING WITH D H S TO DEVELOP THE D FIVE DOMESTIC VIOLENCE PILOT PROJECT IN A HOUSING COMMUNITY IN D FIVE THAT WAS EXPERIENCING A HIGH RATE OF CALLS RELATED TO DOMESTIC VIOLENCE.

THE GOAL OF THIS PILOT PROJECT WAS TO ADDRESS THE ROOT CAUSES THROUGH EXPANDING THE AVAILABILITY OF RESOURCES THAT COULD TARGET THOSE CAUSES.

THIS IDENTIFIES A MODEL FOR POSSIBLE, UM, INTERVENTIONS IN AREAS THAT ARE IDENTIFIED AS HOTSPOTS FOR DOMESTIC VIOLENCE.

AND IT DEVELOPS RELATIONSHIPS BETWEEN THE CITY OF SAN ANTONIO AND SOME OF THE COMMUNITY AGENCIES THAT ARE PART OF THE LONG-TERM SOLUTION IN ADDRESSING DOMESTIC VIOLENCE.

IT ALSO HELPS US TO DEVELOP PERSONAL RELATIONSHIPS WITH SOME OF THESE COMMUNITIES BECAUSE WE KNOW THAT A LOT OF COMMUNITY CHANGE COMES FROM PERSONAL RELATIONSHIP DEVELOPING, UM, WITH AGENCIES AND THAT TRUST.

IN THE ORIGINAL REPORT, UM, THE POLITICAL REPRESENTATION FOUND THAT 44% OF COMMI COMMITTEE MEMBERS ACROSS 81 SAN ANTONIO BOARDS AND COMMISSIONS, UM, WERE WOMEN.

AND AT THE TIME, 30% OF CITY COUNCIL MEMBERS WERE WOMEN.

OF COURSE, Y'ALL ARE AWARE THAT THIS HAS CHANGED .

UM, SO THE MAJORITY OF CITY COUNCIL POSITIONS ARE NOW HELD BY WOMEN.

UM, AND 73% OF THE D H S COMMITTEE POSITIONS ARE ALSO HELD BY WOMEN.

SO, D H SS HAS INCLUDED CHILDCARE AND TRAVEL SUPPORT, WHICH IS SOMETHING THAT WE KNOW IT GREATLY INFLUENCES WOMEN'S ABILITY TO PARTICIPATE IN ACTIVITIES BECAUSE WOMEN ARE STILL GENERALLY THE PRIMARY CAREGIVERS.

UM, THIS INCREASED REPRESENTATION ON D H S COMMITTEES IS ESPECIALLY IMPORTANT FOR TOPICS THAT DISPROPORTIONATELY IMPACT

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WOMEN.

AND WHEN WE THINK ABOUT WAYS THAT WE CAN EXPAND, UM, PARTICIPATION IN OTHER BOARDS, THESE ARE SOME, UM, SORT OF INITIATIVES THAT WE CAN LEARN FROM.

AND NOW I'M GONNA PASS IT OVER TO SUI.

THANK YOU JENNY.

UH, GOOD AFTERNOON EVERYONE.

MY NAME IS SUI NWA.

I'M THE INTERIM ASSISTANT DIRECTOR FOR SMALL BUSINESS OFFICE.

TODAY I'LL BE UPDATING THE COMMITTEE ON THE PROGRESS CITY HAS MADE ON ADDRESSING SPECIFIC INITIATIVES THAT FALL WITHIN THE ECONOMIC OPPORTUNITIES OF THE REPORT.

THE STATUS OF THE WOMEN HIGHLIGHTED VARIOUS GAPS IN ECONOMIC OPPORTUNITIES FOR WOMEN, UM, IN SAN ANTONIO, SPECIFICALLY FOR EDUCATION WORKFORCE AND BUSINESS WOMEN REPRESENT 47% OF THE SAN ANTONIO WORKFORCE, BUT EARN ONLY 87 CENTS EVERY DOLLAR EARNED BY MEN.

EVEN THOUGH MORE WOMEN ARE LIKELY TO ACHIEVE BACHELOR DEGREES IN THAN MEN IN SAN ANTONIO, THEY HAVE BEEN UNABLE TO CLOSE THE GAP IN OBTAINING DEGREES THAT ARE SPECIFIC TO STEM FIELDS.

MEDIAN EARNINGS OF WOMEN IN SAN ANTONIO ARE ALSO LOWEST IN COMPARISON TO THE THREE TEXAS CITIES, AUSTIN, HOUSTON, AND DALLAS.

THE REPORT STATES THAT WOMEN IN SAN ANTONIO ARE ALSO MORE LIKELY TO LIVE IN POVERTY THAN MEN.

ABOUT 16% OF THE WOMEN, AS COMPARED TO 10% MEN LIVE IN POVERTY IN SAN ANTONIO.

THE DATA ALSO INDICATES SUBSTANTIAL DISPARITIES BASED ON RACE AND ETHNICITY.

IN HIGH SCHOOL DROPOUT RATES AND HOME OWNERSHIP RATES, MOSTLY WITH LATINAS AND BLACK WOMEN FARING FAR WORSE IN COMPARISON TO WHITE WOMEN WITHIN SAN ANTONIO AND TO WOMEN IN OTHER CIS CITIES.

LAST YEAR, IN SEPTEMBER, ECONOMIC DEVELOPMENT DEPARTMENT PROVIDED A BRIEFING ON SOME OF OUR PROGRAMS THAT ADDRESSED THE VARIOUS DIMENSIONS IN THE STATUS OF THE WOMEN REPORT.

OUR DEPARTMENT OFFERS A VARIETY OF PROGRAMS TO LOCAL SMALL, MINORITY VETERAN BUSINESSES AND ENTREPRENEURS.

THESE PROGRAMS ARE A COMBINATION OF PROGRAM INITIATIVES THAT ADDRESS ACCESS TO CAPITAL BUSINESS CONSULTING, EDUCATION, MENTORSHIP, EQUAL OPPORTUNITY ON CITY CONTRACTS.

THE CITY'S SMALL BUSINESS ECONOMIC DEVELOPMENT ADVOCACY PROGRAM, COMMONLY REFERRED TO AS THE C BETA PROGRAM, PROMOTES THE UTILIZATION OF LOCAL, SMALL MINORITY WOMEN OWNED BUSINESSES ON CITY CONTRACTS THAT ARE ESTIMATED OVER $50,000.

THIS PROGRAM IS ABLE TO ACCOMPLISH THIS GOAL BY INDIVIDUALLY REVIEWING EACH CONTRACTING OPPORTUNITY TO DETERMINE THE APPROPRIATE TOOLS THAT CAN BE PREFERENCE POINTS OR SUBCONTRACTING GOALS.

STARTING THIS YEAR, ECONOMIC DEVELOPMENT DEPARTMENT WILL START APPLYING SUBCONTRACTING GOALS SPECIFICALLY FOR WOMEN-OWNED BUSINESSES.

THESE WILL ENABLE MORE PARTICIPATION BY WOMEN BUSINESSES ON CITY CONTRACTS AND INCREASE THE UTILIZATION OVERALL UTILIZATION.

WHILE THE BETA PROVIDES AN AVENUE BY WHICH WOMEN BUSINESSES CAN BUILD CAPACITY, IT IS ALSO CRITICAL TO WE CONTINUE TO PROMOTE THE FORMATION OF MORE WOMEN-OWNED BUSINESSES AND ENTREPRENEURS IN OUR CITY.

ONE OF THE MAIN CHALLENGES THAT WOMEN ENTREPRENEURS EXPERIENCE IS LIMITED ACCESS TO CAPITAL.

THE CITY'S LOAN INTEREST PROGRAM ADMINISTERED IN PARTNERSHIP WITH LIFTFUND PROVIDES 0% INTEREST LOANS TO QUALIFYING LOCAL MINORITY AND WOMEN OWNED BUSINESSES.

THESE LOANS CAN RANGE ANYWHERE FROM $500 TO A HUNDRED THOUSAND DOLLARS AND CAN BE USED IN VARIETY OF WAYS BY THE SMALL BUSINESS OWNERS.

IN AN EFFORT TO MAKE, UM, IN AN EFFORT TO INCREASE THE LOANS BEING MADE TO WOMEN-OWNED BUSINESSES, THE TARGET GOAL HAS BEEN INCREASED TO 40%.

THIS YEAR.

THAT'S AN INCREASE OF 10% TO ENCOURAGE MORE WOMEN ENTREPRENEURS AND ASSIST IN BUSINESS FORMATION RATES.

AS MORE AND MORE WOMEN ENTREPRENEURS IN SAN ANTONIO ARE LIKELY TO START A BUSINESS DUE TO ECONOMIC NECESSITY, WE BELIEVE THAT ACCESS TO CAPITAL CAN PROVIDE A MEANS TO SOCIAL AND ECONOMIC MOBILITY.

THE RECENTLY DEVELOPED CITIES STATUS OF POVERTY REPORT ECHOES THE STATUS OF WOMEN REPORT THAT WOMEN ARE MORE LIKELY THAN MEN TO BE LIVING IN POVERTY DUE TO GENDER WAGE GAPS, WOMEN WORKING IN LOW PAID OCCUPATIONS AND LACK OF WORK FAMILY SUPPORT.

ACCORDING TO THE REPORT, A TOTAL OF 20% OF SAN ANTONIO'S POPULATION LIVES IN POVERTY.

55% OF THEM ARE FEMALE HEAD OF HOUSEHOLDS AS COMPARED TO 10.5 MALE HEAD OF HOUSEHOLDS.

AND THAT'S A HUGE GAP.

THE POVERTY REPORT ALSO INCLUDES SEVERAL RECOMMENDATIONS.

ONE OF THEM DIRECTLY ADDRESSES THE SUPPORT FOR SINGLE MOTHERS BY FOCUSING ON ACCESS TO CHILDCARE AND JOB TRAINING PROGRAMS. DEPARTMENT OF HUMAN SERVICES AND ECONOMIC DEVELOPMENT PROVIDES SEVERAL PROGRAMMING

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THIS R F P WILL PRIORITIZE SERVICES FOR WOMEN OF COLOR, SINGLE MOTHERS, AND ENGAGING WITH MORE WOMEN OF COLOR.

AND SINGLE MOTHERS SHOULD BE ABLE TO INCREASE THEIR EDUCATIONAL SKILL ATTAINMENT LEVELS, THEREBY AFFORDING THEM BETTER EMPLOYMENT OPPORTUNITIES.

THE GOAL IS TO HAVE IT RELEASED THE R F P FOR 20 20 21, 20 22, WITH SPECIFICALLY REQUESTING INFORMATION FROM NONPROFITS REGARDING GENDER PAY PARITY AND GENDER AWARENESS TRAINING POLICIES.

THIS CONCLUDES OUR PRESENTATION FOR THE KEY INITIATIVES FOR THE STATUS OF WOMEN REPORT.

UM, JENNY AND I WILL BE HAPPY TO ANSWER ANY QUESTIONS AFTER THE PRESENTATION FOR THE PAY PARITY.

YOU SOME OF THE BEST PRACTICE BEST PRACTICES THAT THE CITY HAS ADOPTED TO SUPPORT GENDER PAY EQUITY.

[4. 20-2310 Briefing and possible action on Gender Pay Parity for the City of San Antonio [Carlos J. Contreras III, Assistant City Manager; Alejandra Lopez, Director, Economic Development Department]]

GOOD AFTERNOON, COUNSEL.

THE NEXT ITEM IS THE GENDER PAY PARITY, UH, PRESENTATION.

AND THE DISCUSSION ON THIS ISSUE ACTUALLY STEMS FROM A SERIES OF EVENTS THAT STARTED IN NOVEMBER OF 2018 WITH THE CITY COUNCIL'S APPROVAL OF A RESOLUTION ON WOMEN'S EQUITY.

THIS RESOLUTION REAFFIRMED THE COMMITMENT OF THE CITY TO IMPROVE THE STATUS OF WOMEN.

AND FROM THAT RESOLUTION, THE CITY PRESENTED THE STATUS OF WOMEN REPORT IN MAY OF 2019.

AMONG THE MANY FINDINGS REPORTED THE GAPS IN ECONOMIC OPPORTUNITY FOR WOMEN IS OF PARTICULAR CONCERN.

THESE FINDINGS LED TO THE OCTOBER, 2019 C C R FROM COUNCIL MEMBERS GONZALEZ AND VRAN REQUESTING A FEASIBILITY STUDY AND ACTION PLAN BY THE CITY'S DEPARTMENT OF HUMAN SERVICES IN COLLABORATION WITH ECONOMIC DEVELOPMENT TO ADDRESS GENDER PAY DISPARITIES.

THE C C R WAS DISCUSSED IN NOVEMBER OF 2019 AT THE GOVERNANCE COMMITTEE MEETING, AT WHICH TIME THE COMMITTEE REQUESTED A, A COMPENSATION ANALYSIS FROM THE CITY OF SAN ANTONIO EMPLOYEES, UM, ALSO FOR D H S TO EXPLORE PRACTICES TO CLOSE GENDER PAY GAP, UM, GENDER PAY GAP DISPARITIES WITH AGENCIES WITH WHICH IT CONTRACTS THROUGH OUR CONSOLIDATED FUNDING PROCESS.

AND ALSO FOR E D D TO EXPLORE THE ADDITION OF GENDER WAGE PARITY BEST PRACTICES INTO OUR TAX ABATEMENT POLICIES.

BUT BEFORE WE MOVE INTO MORE OF THESE DETAILS, IT'S IMPORTANT TO REMEMBER THAT GENDER PAY PARITY IS A MULTIFACETED ISSUE.

IT'S MORE THAN EQUAL PAY FOR EQUAL WORK.

THERE ARE A NUMBER OF FACTORS THAT CONTRIBUTE TO MEN EXPERIENCING HIGHER EARNINGS COMPARED TO WOMEN, EVEN WHEN EDUCATION AND EXPERTISE, MARITAL STATUS AND PARENTAL STATUS ARE ALL CONTROLLED.

SOME OF THESE FACTORS INCLUDE JOB OR INDUSTRY CHOICE WITH MALE DOMINATED OCCUPATIONS EARNING HIGHER WAGES THAN FEMALE DO DOMINATED OCCUPATIONS.

AND THERE'S ALSO SITUATIONS WHERE EMPLOYERS BASE EMPLOYEE SALARIES, UM, ON THEIR EARNINGS HISTORY.

SINCE LAST NOVEMBER, E D D STAFF MET WITH LOCAL BUSINESS STAKEHOLDER ORGANIZATIONS TO UNDERSTAND THEIR VIEW ON THE GENDER PAY PARITY SITUATION AND HOW TO BEST ADDRESS THESE GAPS.

E D D ALSO MET WITH INTERNAL DEPARTMENTS SUCH AS D H S, THE CITY ATTORNEY'S OFFICE OR FINANCE TO DISCUSS GENDER PAY PARITY, UH, REGARDING COMPANIES AND ORGANIZATIONS WITH WHICH WE CONTRACT FROM THESE MEETINGS, STAFF RECOMMENDS THE FOLLOWING.

FIRST, THAT D H SS AND E D D ENSURE THAT THE, UH, FISCAL YEAR 2122 CONSOLIDATED FUNDING R F P REQUEST INFORMATION FROM NONPROFITS REGARDING GENDER PAY PARITY AND GENDER AWARENESS TRAINING.

LIKEI JUST MENTIONED THE R F P WILL ALSO PRIORITIZE SERVICES FOR WOMEN OF COLOR THAT PROMOTE ECONOMIC MOBILITY AND INDEPENDENCE.

SECONDLY, E D D RECOMMENDS THAT CITY COUNCIL CONSIDER THE ADDITION OF GENDER WAGE PARITY BEST PRACTICES INTO THE TAX ABATEMENT POLICY TO BE UPDATED THIS YEAR.

IN ADDITION TO THESE RECOMMENDATIONS, WE BELIEVE THE BEST STRATEGY MOVING FORWARD IS TO LEAD BY EXAMPLE.

AND IN DOING SO, LORI STEWART WILL NOW COME UP AND PRESENT THE, UM, HR COMPENSATION ANALYSIS THAT WAS PREVIOUSLY REQUESTED, ALONG WITH BEST PRACTICES THAT THE CITY ALREADY IMPLEMENTS.

THANK YOU ALEX.

AND THANK YOU CHAIR AND MEMBERS OF THE ECONOMIC AND WORKFORCE DEVELOPMENT COMMITTEE.

UM, I'M VERY EXCITED TO BE HERE TODAY TO SHARE WITH

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AND I'M ALSO GOING TO SHARE WITH YOU THE RESULTS OF THE RECENT UPDATE THAT WE MADE TO OUR GENDER PAY EQUITY STUDY THAT WAS FIRST CONDUCTED IN 2013.

I'LL START TODAY BY SHARING SOME OF THE BEST PRACTICES THAT THE CITY FOLLOWS TO HELP ENSURE GENDER PAY EQUITY.

FIRST, THE CITY HAS ESTABLISHED SALARY ADMINISTRATION GUIDELINES THAT PROVIDE STANDARDIZED CRITERIA FOR COMPENSATION ACTIONS.

ALL DEPARTMENTS HAVE THE SAME RULES TO FOLLOW.

WHEN CREATING JOB OFFERS, CERTAIN LEVELS OF COMPENSATION OFFERS TRIGGER ADDITIONAL LEVELS OF REVIEW.

IN THIS WAY, THE CITY CAN ENSURE CONSISTENT COMPENSATION REGARDLESS OF FACTORS SUCH AS GENDER.

SECOND, THE THE CITY IS VERY TRANSPARENT WITH OUR PAY INFORMATION.

TOTAL COMPENSATION REPORTS ARE PUBLICLY POSTED.

AFTER EACH FISCAL YEAR END, ANYONE IN THE PUBLIC CAN SEE WHAT OUR EMPLOYEES ARE BEING PAID, AND THAT INCLUDES OUR EMPLOYEES.

ALL OF OUR PAY PLAN INFORMATION IS AVAILABLE ON THE CITY WEBSITE.

WE ARE TRANSPARENT WITH OUR COMPENSATION STRUCTURE, OUR JOB DESCRIPTIONS, AND OUR JOB APPLICATION POSTINGS ALL INCLUDE THE SALARY RANGE FOR THE POSITION.

SO WE AVOID THE ISSUE YOU SOMETIMES HEAR ABOUT IN THE PRIVATE SECTOR WHERE EMPLOYEES ARE NOT ALLOWED TO SHARE INFORMATION ABOUT THEIR PAY, EVEN WITH THEIR COWORKERS, MUCH LESS MEMBERS OF THE PUBLIC.

OKAY, AT THE END OF 2017, THE CITY REMOVED ALL QUESTIONS ABOUT SALARY PREFERENCE AND SALARY HISTORY.

FROM OUR EMPLOYMENT APPLICATIONS, WE EVALUATE SALARY OFFERS BASED ON THE CANDIDATE'S EDUCATION AND EXPERIENCE COMPARED TO OTHERS AT THAT SAME LEVEL.

AND DO NOT ALLOW ANY PAST GENDER PAY INEQUITY TO BE PERPETUATED IN OUR SALARY OFFERS.

OUR SALARY ADMINISTRATION GUIDELINES REQUIRE HUMAN RESOURCES AND SOMETIMES EVEN THE CITY MANAGER TO REVIEW ANY OF THE SALARY ADJUSTMENT INCREASES OR EXCEPTIONAL HIRE REQUESTS.

THIS IS THE ADDITIONAL LEVEL OF REVIEW THAT I MENTIONED PREVIOUSLY.

THE ANALYSIS INVOLVES GOING TO THE INDIVIDUAL EMPLOYEE FILES AND RE RESEARCHING EDUCATIONAL AND EMPLOYMENT HISTORY FOR ALL THE EMPLOYEES IN THE JOB UNDER CONSIDERATION, THIS ANALYSIS HELPS US KEEP A FAIR AND EQUITABLE COMPENSATION SYSTEM.

I'M GOING TO CHANGE GEARS A BIT AWAY FROM PAY PRACTICES TO OTHER IMPORTANT AREAS THAT HELP SUPPORT THE ADVANCEMENT AND RETENTION OF WOMEN IN THE WORKPLACE.

OF COURSE, WE WANT TO RECRUIT WOMEN AND PROVIDE THEM WITH OPPORTUNITIES FOR PROFESSIONAL DEVELOPMENT.

JUST A COUPLE OF EXAMPLES INCLUDE OUR AWARD-WINNING WOMEN'S LEADERSHIP MENTORING PROGRAM THAT LAUNCHED IN 2014.

SINCE THEN, WE HAVE SUPPORTED 216 WOMEN THROUGH THIS PROGRAM WITH A GREATER THAN 90% COMPLETION RATE.

ALMOST 70% OF THESE WOMEN ARE STILL IN OUR ORGANIZATION WITH ALMOST HALF OF THEM EARNING PROMOTION SINCE COMPLETING THE PROGRAM.

ADDITIONALLY, OUR MANAGEMENT FELLOWSHIP PROGRAM BRINGS EMERGING LOCAL GOVERNMENT PROFESSIONALS INTO OUR ORGANIZATION AND ITS HISTORY.

60% OF THE FELLOWS HAVE BEEN WOMEN.

WE ALSO PLACE A FOCUS ON OUTREACH RECRUITMENT TO ATTRACT FEMALE CANDIDATES FOR NON-TRADITIONAL CAREERS AND HARD TO FILL POSITIONS.

THESE ARE THE CAREERS THAT CAN OFTEN, UH, OFFER INCREASED EARNINGS FOR WOMEN.

FOR EXAMPLE, WE HAVE WORKED WITH A GROUP OF FEMALE ENGINEERS IN OUR T C I DEPARTMENT TO RECEIVE INPUT ON HOW WE CAN BETTER ATTRACT AND RETAIN FEMALE ENGINEERS, WHICH IS A HARD TO RECRUIT POSITION.

WE HAVE ALSO HAD A CLASS FROM THE YOUNG WOMEN'S LEADERSHIP ACADEMY DO A HALF DAY JOB SHADOW WITH A GROUP OF T C I ENGINEERS, AGAIN, TRYING TO INCREASE THAT INTEREST IN THE STEM EDUCATION, WHICH CAN LEAD TO HIGHER PAY FOR WOMEN MOVING INTO THESE CAREERS.

WE FEATURE NON-TRADITIONAL OCCUPATIONS IN OUR JOB OF THE WEEK.

VIDEOS POSTED ON SOCIAL MEDIA AND HIGHLIGHT THOSE JOB POSTINGS ON WOMEN SPECIFIC GROUPS ON LINKEDIN, JUST AS AN EXAMPLE.

THE CITY HAS IMPLEMENTED MANY PROGRAMS TO BECOME AN EMPLOYER OF CHOICE IN OUR COMMUNITY.

WE WANT RESIDENTS TO SEE THE CITY AS A PLACE THEY WANT TO COME TO WORK.

BUT THESE PROGRAMS ARE ESPECIALLY VALUABLE TO WOMEN IN THE WORKPLACE.

AND THEY ARE CRITICALLY IMPORTANT BECAUSE THEY HELP KEEP WOMEN IN THE WORKPLACE.

EXPERIENCE IS ONE OF THE KEY DRIVERS OF COMPENSATION.

AND HISTORICALLY, AS YOU HEARD FROM THE FIRST SPEAKER, YOU KNOW, WOMEN HAVE BEEN THE ONES THAT ARE IN THE CARETAKER ROLES AND TEND TO BE THE ONES THAT WILL EXIT THE WORKFORCE IF IT BECOMES TOO DIFFICULT TO BALANCE THOSE FAMILY OBLIGATIONS, ESPECIALLY CHILDREN.

AND WHEN THESE WOMEN THEN REENTER THE WORKFORCE LATER, THEY FIND THEMSELVES BEHIND IN TERMS OF EXPERIENCE AND CONSEQUENTLY ALSO PAY.

SO OUR PROGRAMS INCLUDE FLEXIBILITY AND WORK SCHEDULES SO THAT THERE'S THE OPPORTUNITY TO KEEP WORKING FULL-TIME TO ADDRESS THOSE FAMILY OBLIGATIONS.

WE HAVE THE SAME GOAL WITH OUR PARENTAL LEAVE BENEFIT.

WE PROVIDE SIX WEEKS OF PAID TIME OFF FOR BONDING AND MAKING THOSE IMPORTANT DAYCARE ARRANGEMENTS.

WE WANT, UM, EVERYONE TO BE FEEL COMFORTABLE COMING BACK

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TO WORK.

AND THOSE ARRANGEMENTS ARE IN PLACE.

WE WANT WOMEN TO STAY IN THE WORKPLACE AND CONTINUE GAINING THAT CRITICAL EXPERIENCE.

WE ADDED A WELLNESS AND EDUCATION LEAVE BENEFIT TO PROVIDE A SEPARATE LEAVE BANK JUST FOR THINGS LIKE ATTENDING EVENTS AT THE, AT YOUR CHILD'S SCHOOL OR GOING TO PREVENTIVE CARE MEDICAL APPOINTMENTS, UH, SO THAT PARENTS DON'T HAVE TO CHOOSE BETWEEN SUPPORTING THEIR CHILDREN IN SCHOOL AND KEEPING THEIR JOBS.

WE ALSO PROVIDE MOTHER'S ROOMS TO SUPPORT NEW MOTHERS IN CONTINUING BREASTFEEDING FOR THEIR INFANTS.

ANOTHER ISSUE THAT SOMETIMES, UM, WOMEN FIND HAVING TO LEAVE THE WORKPLACE BECAUSE THEY'RE JUST NOT ABLE TO FIND THE SUPPORT THEY NEED FOR THOSE IMPORTANT PROGRAMS. AND FINALLY, WE PROVIDE PROGRAMS THAT HELP ALL EMPLOYEES CONTINUE THEIR WORK FOR THE CITY WHILE ADVANCING THEIR EDUCATION THROUGH TUITION REIMBURSEMENT, AND ARE UPGRADE COLLEGE ADVISING SERVICE.

AGAIN, THESE ARE IMPORTANT PROGRAMS FOR WOMEN WHO MAY HAVE HAD THEIR EDUCATION INTERRUPTED WITH FAMILY OBLIGATIONS, BUT WITH THE CITY OF SAN ANTONIO, A WOMAN CAN REENTER THE WORKPLACE AND RECEIVE SUPPORT TO COMPLETE HER EDUCATION.

WE ALSO PROVIDE STUDENT LOAN REIMBURSEMENT TO HELP WITH FINANCIAL STABILITY AFTER COMPLETING A DE DEGREE PROGRAM.

I'M GONNA START TRANSITIONING INTO OUR PAY EQUITY STUDY UPDATE NOW.

BUT FIRST I WOULD LIKE TO REVIEW A, A FEW OF OUR CURRENT DEMOGRAPHIC STATISTICS OF WOMEN IN OUR WORKFORCE.

AND WHEN LOOKING AT ALL FULL-TIME EMPLOYEES, AND THIS ALSO INCLUDES OUR UNIFORM POLICE AND FIRE EMPLOYEES, WE ARE CURRENTLY AT 32% FEMALE.

WHEN THE LAST EQUITY STUDY WAS CONDUCTED IN 2013, THAT FIGURE WAS 28% FOR JUST OUR FULL-TIME CIVILIAN EMPLOYEES.

WOMEN MAKE UP 45% OF THE WORKPLACE IN 2013, THIS NUMBER WAS 42% IN OUR CIVILIAN EXECUTIVE RANKS, WE STAND NOW AT 48% FEMALE COMPARED TO ONLY 37% BACK IN 2013.

SO WE'VE MADE GREAT STRIDES IN THE EXECUTIVE RANKS.

AND THEN FINALLY, IN OUR UNIFORM POLICE AND FIRE, WE ARE CURRENTLY 8% FEMALE.

THAT FIGURE IN 2013 WAS 7% HUMAN RESOURCES STAFF CONDUCTED A PAY EQUITY STUDY THAT WAS PRESENTED TO CITY COUNCIL IN 2013.

WE HAVE RECENTLY CONDUCTED AN UPDATE TO THAT STUDY AND, UM, YOU SHOULD HAVE RECEIVED THE A A COPY OF THE ACTUAL STUDY THAT I'M GOING TO PRESENT NOW.

UM, OUR METHODOLOGY IN CONDUCTING THIS STUDY INVOLVES EVALUATING PAY ON A PAY RANGE BY PAY RANGE BASIS.

THIS ENSURES THAT WE ARE MAKING AN APPLES TO APPLES COMPARISON.

LOOKING AT JOBS WITH SIMILAR SCOPES AND LABOR MARKET VALUES.

COMPENSATION STAFF EVALUATED EACH PAY RANGE IN OUR FOUR DIFFERENT PAY PLANS.

38 PAY RANGES IN TOTAL IN EACH PAY RANGE.

WE COMPARE THE AVERAGE FEMALE SALARY TO THE OVERALL AVERAGE FOR THAT, FOR THAT PAY RANGE.

IF THE AVERAGE FEMALE SALARY WAS 2% OR MORE LOWER THAN THE OVERALL AVERAGE, THAT PAY RANGE WAS IDENTIFIED FOR ADDITIONAL ANALYSIS.

WHEN THE STUDY WAS CONDUCTED BACK IN 2013, THE CUTOFF WAS WITH ADDITIONAL ANALYSIS WAS SET AT 5%.

SO FOR THIS RECENT REVIEW, WE ACTUALLY LOWERED THAT DIFFERENTIAL AND TIGHTENED UP THAT CRITERIA.

SO WE LOOKED AT A, A MUCH NARROWER DISPARITY.

SO OF THE 38 PAY RANGES THAT WE EVALUATED, THERE WERE ONLY FIVE THAT ENDED UP REQUIRING ADDITIONAL REVIEW.

BUT YOU MAY FIND IT INTERESTING TO NOTE THAT THERE WERE SEVEN PAY RANGES WHERE THE AVERAGE MALE SALARY WAS 2% OR MORE LOWER THAN THE OVERALL AVERAGE.

SO THERE WERE A TOTAL OF 84 JOBS TO ANALYZE IN THOSE FIVE PAY RANGES.

EACH JOB WAS THEN EVALUATED, AND THOSE WERE THE AVERAGE FEMALE SALARY WAS 2% OR MORE LOWER THAN THE OVERALL AVERAGE, WERE AGAIN, IDENTIFIED FOR ADDITIONAL ANALYSIS.

SO THAT TURNED OUT TO BE 10 JOBS OUT OF THE, UM, 84.

AND IF YOU CONSIDER THE ENTIRE ORIGINAL 38 PAY RANGES THAT WE STARTED WITH, THAT'S 10 JOBS OUT OF MORE THAN 830 TOTAL JOBS THAT WERE LOOKED AT.

SO NOW THAT WE'RE DOWN TO THE 10 JOBS, COMPENSATION STAFF CONDUCTED A DETAILED REVIEW OF EVERY INDIVIDUAL IN THOSE JOBS.

SO STAFF PULLED THE PERSONNEL FILES OF THOSE INDIVIDUALS TO HELP CONDUCT THE ANALYSIS.

FACTORS EVALUATED INCLUDE YEARS OF SERVICE WITH THE CITY AND IN THE JOB EDUCATION OVERALL RELATED EXPERIENCE, INCLUDING THE LEVEL AND SCOPE OF THAT EXPERIENCE, ANY SPECIAL LICENSES OR CERTIFICATIONS HELD DIFFERENCES IN THE INDIVIDUAL JOB SCOPE AND PERFORMANCE PAY HISTORY.

AS YOU CAN IMAGINE, THIS IS A FAIRLY LABOR INTENSIVE PROJECT.

SO WHAT DID WE FIND? WELL, I'M PLEASED TO REPORT THAT OVERALL WE FOUND COMPLIANCE WITH OUR SALARY ADMINISTRATION GUIDELINES.

AND OUR ANALYSIS SHOWED THAT THE SALARY DIFFERENCES THAT WE SAW WERE THE RESULT OF FACTORS OTHER

[00:30:01]

THAN GENDER.

AND WHILE IT'S IMPORTANT THAT WE CONDUCT AN AN, AN ANALYSIS SUCH AS THIS ONE PAY RANGE BY PAY RANGE FOR PROPER COMPARISON, WHICH IS WHAT WE DID, I THOUGHT YOU MIGHT FIND IT INTERESTING TO SEE THAT THE COMBINED TOTAL AVERAGE OF ALL 38 PAY RANGES REVIEWED COMES OUT WITH FEMALES MAKING ON AVERAGE ABOUT A THOUSAND DOLLARS MORE IN BASE PAY ANNUALLY THAN MEN.

I WILL FINISH MY PRESENTATION WITH A QUICK REVIEW OF THE SALARY INCREASE PROCESS USED FOR CIVILIAN POSITIONS IN THE CITY.

YOU WILL RECALL THAT WE HAVE EMPLOYEES ON A STEP PAY PLAN AND WE HAVE EMPLOYEES ON A PERFORMANCE PAY SYSTEM.

STEP PAY PLAN INCREASES ARE BASED ON TENURE IN POSITION WITH INCREASES RANGING FROM TWO TO 4% UP TO THE MAXIMUM STEP IN THE CURRENT FISCAL YEAR, 2020.

ALL EMPLOYEES IN THE STEP PAY PLAN, EVEN THOSE AT THE MAXIMUM STEP, WE'RE GIVEN A 3% ACROSS THE BOARD PAY INCREASE.

WE ARE WORKING WITH OUR EMPLOYEE MANAGEMENT COMMITTEE AS WE SPEAK TO RESTRUCTURE OUR STEP PAY PLAN.

PERFORMANCE PAY IS AWARDED BASED ON THE PERFORMANCE EVALUATION RATING BETWEEN TWO AND 4%.

AND BOTH PAY PLANS ARE ELIGIBLE FOR ACROSS THE BOARD INCREASES OR COLAS AS AUTHORIZED BY COUNCIL IN THE BUDGET EACH YEAR.

I'VE HEARD IN THE PAST QUESTIONS RAISED ABOUT ANY POTENTIAL BIAS AGAINST WOMEN IN THE PERFORMANCE EVALUATION PROCESS.

AND SO THIS SLIDE IS JUST TO SHOW YOU THE AVERAGE PERFORMANCE RATING SCORES OF, UH, MALES AND FEMALES IN OUR MOST RECENT PERFORMANCE EVALUATION PROCESS THAT TOOK PLACE IN 2019 FOR BOTH THE STEP PAY PLAN AND PERFORMANCE PAY ELIGIBLE EMPLOYEES.

SO YOU WILL NOTE THAT THEY ARE VERY CLOSE WITH WOMEN RATED SLIGHTLY HIGHER IN BOTH SYSTEMS. THE CITY HAS A PROCESS IN PLACE FOR ALL PERFORMANCE RATINGS TO BE REVIEWED AND CALIBRATED THROUGH THE DEPARTMENTAL CHAIN OF COMMAND TO THE DIRECTOR AND THEN TO THE EXECUTIVE LEADERSHIP TEAM MEMBER, AND FINALLY ALL THE WAY UP TO THE CITY MANAGER.

THE PROCESS IS VERY INTENTIONAL.

WE ALSO TRAIN SUPERVISORS IN THE PERFORMANCE EVALUATION PROCESS AS PART OF OUR SUPERVISORY EXCELLENCE TRAINING SERIES.

SO THANK YOU FOR YOUR ATTENTION COMMITTEE MEMBERS.

THIS CONCLUDES MY PRESENTATION AND HAPPY TO ANSWER ANY QUESTIONS YOU MIGHT HAVE.

UM, ALL FOR YOUR PRESENTATIONS, VERY GOOD INFORMATION.

UM, WITH THE STATUS OF A WOMEN REPORT UPDATE AND THEN WITH THE COMPENSATION METHODOLOGY.

JUST ONE QUICK QUESTION FOR YOU, UM, LORI MM-HMM.

ON THE, UM, THE STUDY WITH THE COMPENSATION STUDY YOU HAD, UM, WHERE WAS IT? LET ME SEE.

SLIDE NUMBER 10.

UM, COULD YOU REMIND ME AGAIN IN 2013, THE FULL-TIME EMPLOYEES, CIVILIAN, WHAT WAS IT IN 2013? THE, UM, THE GENDER, RIGHT.

THE EMPLOYEE DEMOGRAPHIC.

SORRY.

JUST FIND THAT.

SO, UM, OVERALL FULL-TIME EMPLOYEES? NO.

UM, JUST THE CIVILIAN.

CIVILIAN, I'M SORRY.

UM, IN 2013 IT WAS 42%.

SO 45% CURRENTLY AND 42% IN 2015.

AND ALL FULL TIME WAS 28%.

IS THAT CORRECT? FOR FE YES.

UM, THANK YOU VERY MUCH.

I KNOW I WANTED TO ASK YOU ANOTHER QUESTION BECAUSE, UM, COUNCILWOMAN, YOU WERE IN GOVERNANCE AND, UM, I BELIEVE ONE OF THE COUNCIL MEMBERS ASKED FOR THIS OF THE, UM, GENDER OR THE EMPLOYEE DEMOGRAPHICS.

ONE OF THE THINGS WE'VE REQUESTED, OR THAT WAS REQUESTED AT GOVERNANCE WAS TO SCENE AN ANALYSIS OF C P S ENERGY AND SAN ANTONIO WATER SYSTEMS AS WELL.

DID WE GET THAT INFORMATION? AND WAS IT REQUESTED? BECAUSE I KNOW THAT WAS SOMETHING I BELIEVE THAT THE GOVERNANCE COMMITTEE REQUESTED, UM, TO, TO GET THAT.

UM, I KNOW I'VE HAD DISCUSSIONS WITH BOTH OF THEM.

NOW, SAS HAS DONE A STUDY BEFORE BACK IN 2014, ABOUT CLOSE TO THE SAME TIME WE DID OURS.

UM, THEY'RE INTERESTED IN UPDATING THAT STUDY.

IT WAS DONE BY I THINK AN OUTSIDE, UH, LAW FIRM IN THE PAST.

AND, AND THEY'RE UPDATED IN DOING, THEY'RE INTERESTED IN UPDATING THAT, UM, AFTER THE PERFORMANCE PAY PROCESS THAT THEY GO THROUGH MM-HMM.

HAPPENS, THEY THINK WOULD BE A GOOD TIME.

, UM, I DID CHECK WITH C P S ENERGY.

THAT'S NOT SOMETHING THAT THEY'VE DONE BEFORE.

PAUSE HERE AND TURN IT OVER TO MY COLLEAGUES, UM, TO MY COLLEAGUES, UM, IN DISTRICT FIVE AND DISTRICT EIGHT, WHO ALSO PUT TOGETHER THE C C R WHEN IT COMES TO THE STATUS OF WOMEN, UH, UPDATES.

I THINK THAT'S SOMETHING THAT AS WE'RE REQUESTING OUR DELEGATE AGENCIES TO, OR ANYBODY COMING TO LOOK AT TAX ABATEMENT OR INCENTIVES FOR THE CITY OF SAN ANTONIO, I THINK THE TWO USE, THE TWO UTILITIES THAT THE CITY OWNS SHOULD BE GIVING US THAT INFORMATION AS WELL, OR DOING THEIR OWN STUDY IN ORDER TO MAKE THAT, UH, TO BE TRANSPARENT AND GIVING US THAT INFORMATION AS WELL.

UM, RIGHT NOW I'M GOING TO, UM,

[00:35:01]

SO, UH, COUNCIL MEMBER GONZALEZ, UH, THANK YOU FOR, UM, ALL THE WORK.

AND LEMME JUST START WITH SOME BASIC QUESTIONS.

UM, JENNY HIXSON, UM, HAVE WE ALWAYS HAD A VIOLENCE PREVENTION COORDINATOR? NO, WE HAVE NOT.

I'M THE FIRST ONE.

AND WHEN DID YOU, UH, COME TO THE CITY? UH, OCTOBER.

SO MY POSITION WAS CREATED TO HELP SUPPORT SOME OF THE NEW INITIATIVES RELATED TO VIOLENT DOMESTIC VIOLENCE, BUT ALSO TO OVERSEE SOME OF THE WORK THAT WE'RE DOING AROUND VIOLENCE INTERRUPTERS AND GUN VIOLENCE PREVENTION.

OH, OKAY.

GREAT.

I I WONDERED IF I HAD MISSED THAT SOMEWHERE.

'CAUSE I DON'T REMEMBER SEEING THAT.

WERE YOU PREVIOUSLY WITH RAS? YES, I WAS.

UM, WE, UH, I HAD A, I THINK YOU DO GREAT WORK.

OH, THANK YOU.

AND ALL THE WORK YOU DID FOR, FOR THE CHILDREN, UM, BEFORE.

SO, UM, I I, I, I KNOW THAT YOUR HEART'S IN IT, BUT I THINK YOU ALSO HAVE, UM, THE ACADEMIC CREDENTIALS AS WELL TO DEAL WITH SOMETHING LIKE THIS AS WE'RE TRYING TO, TO MAKE SOME CHANGES.

UM, I HAD SOME SPECIFIC QUESTIONS ON THE PILOT PROGRAM MM-HMM.

, UH, AT CASTANO.

ARE YOU WORKING ON THAT? YES.

UM, FEEL, YOU KNOW, THERE'S A LOT OF MOMENTUM NOW, UNFORTUNATELY, BECAUSE I FEEL LIKE IT REACHED THE BOILING POINT.

AND DO WE HAVE ENOUGH DATA TO, FOR YOU TO PRESENT? I KNOW THAT, YOU KNOW, WE ARE TRYING TO, UM, TRYING THAT OUT AS A PILOT, BUT I JUST KNOW IT TAKES TIME.

SO WE DON'T HAVE DATA TO PRESENT, BUT I THINK WE DO HAVE SOME PRELIMINARY, NOT, I WOULDN'T SAY FINDINGS, BUT DEFINITELY SOME SORT OF IDEAS OF THE DIRECTION WE NEED TO TAKE.

UM, I THINK ONE OF THE THINGS THAT WE'VE BEEN TRYING TO DO IS TO INCREASE PRESIDENT KNOWLEDGE OF AVAILABLE RESOURCES BECAUSE THERE ARE ACTUALLY A LOT OF AVAILABLE RESOURCES.

ONE OF THE CHALLENGES IS PEOPLE HAVE CHALLENGES WITH TRANSPORTATION AND THEY DON'T KNOW ABOUT THEM OR THEY HAVE CHILDCARE ISSUES.

UM, AND SO WE WERE TRYING TO BRING THAT INFORMATION THROUGH COMMUNITY FAIRS, AND THAT DOESN'T SEEM TO BE THE MOST EFFECTIVE WAY TO DO THAT.

SO WE'RE ACTUALLY KIND OF DROPPING BACK AND SEEING IF THERE'S ANOTHER WAY THAT WE NEED TO BE GOING ABOUT THIS.

WE ALSO HAVE CONTINUED TO GET INFORMATION ABOUT WHAT ARE SOME OF THE CHALLENGES THAT ARE OBSERVED BY MINISTRIES THAT WORK ON THE CAMPUS OR BY SOME OF THE OTHER FOLKS TO IDENTIFY IF THERE'S SOME OTHER REALLY SPECIFIC THINGS THAT WE CAN JUST HONE IN ON, UM, TO REALLY DO SOME TARGETED WORK RATHER THAN ONLY FOCUSING ON SORT OF THE HIGHER LEVEL RISK FACTORS.

AND, UH, IS THAT, UM, WELL, OF COURSE NOW THIS IS A PUBLIC MEETING, BUT WAS IT PUBLIC INFORMATION THAT WE WERE WORKING ON THOSE PROGRAMS AT CASTANO? I, IT'S PUBLIC NOW, BUT BECAUSE I MENTIONED IT, BUT THAT'S, YEAH, THAT'S WHERE IT WAS SAID AS JUST A PROPERTY, BUT NOW IT'S PUBLIC.

UM, SO NO, IT WASN'T REALLY.

SO, AND I MENTIONED THAT BECAUSE, YOU KNOW, THAT THERE WAS A, A FATALITY AT CASTANO A FEW DAYS AGO, UM, WEEK NOW.

UM, AND, AND YOU KNOW, I THINK THAT THERE IS, UM, AN IMMEDIATE ACTION REQUIRED GIVEN THE HIGH LEVEL OF VIOLENCE, PARTICULARLY IN THAT PROPERTY, BUT IN OTHER SAHA PROPERTIES AS WELL.

UM, AND, YOU KNOW, I'M MENTIONING THEM BY NAME, BUT, UM, BECAUSE THEY DID HAVE SOME OF THE HIGHEST VIOLENCE IN THE CITY REPORTED, UH, IN SOME OF THOSE AREAS.

BUT I MEAN, I GUESS ONE OF THE THINGS THAT COMES TO MIND AS WE'RE TRYING TO JUST ADDRESS VIOLENCE, UM, IS THE RECOMMENDATION TO DO REAL TARGETED EFFORTS LIKE THAT, OR, UM, I, I KNOW IT, I'VE READ SOME RESEARCH THAT SHOWS THAT PERHAPS IT REALLY IS VERY TARGETED AND IN FACT, NOT, UM, SOMETHING THAT WE WOULD BLANKET THE WHOLE CITY WITH, BUT TO REALLY, REALLY FOCUS ON THE AREAS WHERE WE'RE SEEING THE MOST VIOLENCE.

SO I'M FUNDAMENTALLY A PUBLIC HEALTH PERSON, SO I'M ALWAYS GONNA ADVOCATE FOR PREVENTION, UM, AS THE BEST APPROACH.

BUT I THINK THAT WHAT WE'RE TRYING TO DO WITH ALL OF THESE STRATEGIES IS MARRY BOTH THAT PREVENTIVE APPROACH OR PREVENTION APPROACH THAT WE KNOW, UM, IS WHAT WE NEED TO DO TO BE CHANGING THE FUTURE WITH MAKING SURE THAT THE SERVICES THAT WE'RE PROVIDING TODAY ARE STOPPING THE BLEEDING, ESSENTIALLY.

UM, AND SO THAT'S WHY WE'RE WORKING WITH S A P D D H, SS, G P A, A LOT OF THE OTHER AGENCIES IN THE CITY, SO THAT WE'RE HAVING A COORDINATED APPROACH WHERE WE'RE ALL PLAYING TO OUR STRENGTHS AS DIFFERENT, UM, DEPARTMENTS IN THE, IN THE CITY.

SO I THINK I'D LIKE TO SEE THAT IN ANOTHER FURTHER PRESENTATION.

LIKE, REALLY, UM, WHERE ARE WE WORKING TOGETHER BECAUSE SURE.

UM, YOU KNOW, I I, I'M VERY PROUD OF THIS, BUT I FEEL LIKE IT'S NOT ENOUGH.

UH, AND SO, YOU KNOW, WE, WE ARE, UM, YOU KNOW, I KNOW, I UNDERSTAND THAT WE ARE JUST KIND OF SCRATCHING THE SURFACE AND REALLY TRYING TO ADDRESS THIS ISSUE HEAD ON AS A CITY.

UM, I FEEL LIKE IN MY DISTRICT, I'VE BEEN SEEING IT FOR A VERY LONG TIME, AND I'VE BEEN,

[00:40:02]

UM, BUT IF WE'RE GONNA WORK, UM, INTERGENERATIONAL, UM, NOT INTER BUT INTERDEPARTMENTALLY MM-HMM.

COULD WE GET SOME OF THAT INFORMATION THAT SHOWS MAYBE WHAT ARE WE DOING WITH THE POLICE DEPARTMENT? BECAUSE ONE OF THE THINGS THAT HAS COME UP AND, AND CAME UP AS WE ARE ADDRESSING SOME VIOLENCE SPECIFICALLY IN MY COMMUNITY, WAS HEAVY POLICE ENFORCEMENT.

AND, UM, I'M RELUCTANT.

UM, AND EVEN THE CHIEF HIMSELF SAID, WE CANNOT MAINTAIN THIS FOR, UM, ANY EXTENDED PERIOD OF TIME.

WE CAN COME IN AND WE, WE WILL COVER THE AREA FOR THE SHORT TERM.

UM, BUT THE REALITY IS, WE, WE CAN'T, WE CAN'T DO THIS VERY LONG.

AND YET, YOU KNOW, WE KEEP SEEING VIOLENCE VERY TARGETED IN SPECIFIC AREAS.

SO, UM, IS IT POSSIBLE TO DO, AND I THINK THEY SAID WE HAD, HAD ADDED 18 OFFICERS.

THAT WAS WHAT WAS PRESENTED IN THAT MEETING.

NOT IN THE CITY, BUT PERHAPS IN THE AREA, OR MAYBE IT WAS IN THE CITY.

I'M NOT SURE.

I DIDN'T, I WASN'T ENTIRELY CLEAR ON THAT IF IT WAS JUST THE AREA OR IF IT WAS THE CITY.

UM, AND I JUST, I FEEL LIKE, I DON'T KNOW IF THAT'S, IT JUST DOESN'T SEEM LIKE ENOUGH WORK OR ENOUGH SUPPORT.

SO I'M, I'M SURE WE'D BE HAPPY TO GIVE YOU, PROVIDE YOU WITH ALL OF THAT INFORMATION.

BUT I THINK, AS YOU KNOW, WE'RE ALSO WORKING ON A GUN VIOLENCE PREVENTION PLAN WITH S A P D BECAUSE I THINK THAT ALL OF US SEE ALL OF THESE ISSUES, INCLUDING THE WAGE EQUITY ISSUES AS BEING PART OF THAT BROADER STORY, UM, THAT WE HAVE TO ADDRESS ALL OF THESE THINGS AT THE SAME TIME.

SO I THINK WE'D BE HAPPY TO SHARE WITH YOU HOW WE'RE LOOKING AT AND WHERE, WHERE MIGHT WE HEAR THAT? IS THAT GONNA GO THROUGH LIKE A PUBLIC SAFETY COMMITTEE? UH, OR, UM, GOOD AFTERNOON.

IT'S GOING TO COMMUNITY HEALTH QU.

HAS IT GONE TO COMMUNITY? NO, IT'S GOING TO COMMUNITY HEALTH QU THIS MONTH, UM, FOR INPUT, INTERIM INPUT, AND THEN IT'LL BE PRESENTED AS A B SESSION, I BELIEVE THE LAST OF APRIL, MAYBE THE 28TH OR 29TH OF APRIL FOR EVERYBODY.

UM, OKAY.

WELL, I KNOW, WE'LL, WE'LL, WE'LL CONTINUE TO GET UPDATES ON IT, BUT I, I DO FEEL LIKE IT'S STILL SUCH A SMALL DROP IN THE BUCKET GIVEN THE ENORMITY OF THE PROBLEM MM-HMM.

, BUT I'M GLAD THAT LEAST WE'RE STRIVING TO ADDRESS IT.

UM, A ANOTHER QUESTION I HAD, UH, ABOUT, UM, IN RELATION TO, UH, THE, THAT ALEX, UH, PRES, NO, I'M SORRY, NOT ALEX, BUT SUSHI, YES.

UH, UM, PRE, CAN YOU SAY YOUR NAME AGAIN SO I DON'T, IT'S SUSHI SUI.

UM, THAT YOU TALKED ABOUT, UM, IN WITH THE, UM, FROM GOING FROM 30 TO 40%.

UM, ALSO, LIKE, SEEMS VERY SMALL.

WHY NOT? UM, I MEAN, IS THAT LIKE ALL WE CAN EXPECT, I MEAN, I UNDERSTAND THAT WE, IF WE HAVE THESE VERY AMBITIOUS GOALS AND WE DON'T HIT THEM, THEN THAT LOOKS BADLY, BUT IS THAT ALL WE HAVE THE CAPACITY FOR IS JUST A 10%? AND WOULDN'T THAT BE LIKE TWO OR THREE BUSINESSES SALES? ACTUALLY, UM, LAST YEAR WE HAD ABOUT, AND I HAVE THE NUMBER RIGHT HERE, WE HAD ABOUT 13 WOMEN OWNED BUSINESSES THAT AVAILED OF THE LOAN THROUGH THIS PROGRAM.

BUT YOU'RE CORRECT, LIKE WE'RE TRYING TO DO, BASED ON THE, UM, OUTREACH AND THE FUNDING OPTIONS, WE ONLY HAVE $250,000 TO DISPERSE.

SO, UM, DOESN'T MEAN THAT WE CANNOT MAKE MORE EFFORT, CONCERTED EFFORT TO INCLUDE MORE WOMEN BUSINESSES ON THESE LOANS.

UH, THE OUTREACH INVOLVES BOTH MINORITIES AND WOMEN-OWNED BUSINESSES.

AND SO, UM, AND, AND THE, THE TWO 50, THAT'S OUR PORTION.

THERE'S NOT ANOTHER PORTION FROM LIFT FUND OR, UM, SO $250,000 IS WHAT WE PAY LIFT FUND FOR THE INTEREST OCCURRED.

SO THE LOAN AMOUNTS COULD BE IN MILLIONS.

DO WE KNOW WHAT THAT NUMBER IS? YES, I DO.

ACTUALLY.

I WOULD HAVE TO GET BACK TO YOU ON THAT ONE, BUT I'LL MAKE SURE, UM, I HAVE THE NUMBER IN MY FOLDER.

SO, UM, UH, THE OTHER THING THAT, UM, I WANTED TO, UH, ASK WAS, UH, ABOUT, UM, AND THEN I'LL, UH, THIS NEXT QUESTION IS FOR LORI.

UM, I NOTICED YOU DIDN'T ADDRESS ANYTHING ABOUT THE UNIFORMS, UM, WHICH I UNDERSTAND ARE CONTRACTUAL.

UM, BUT I, I DID ASK, UM, COUNCILWOMAN CAB HAVER TO, TO HAVE A BRIEFING IN HER COMMITTEE.

HAS THAT HAPPENED YET? I HOPE I HAVEN'T MISSED IT.

ABOUT THEIR RECRUITING.

WHAT WE HAVE NOT MOVED THE NEEDLE ON AT ALL, EVEN THOUGH WE'VE REQUESTED IT MANY TIMES, IS THE UNIFORM, UM, INCREASE.

SO THAT HASN'T HAPPENED YET.

OKAY, GOOD.

SO THAT I, WE GET, UH, YOU KNOW, THAT, UM, INFORMATION AS WELL BECAUSE I, I'M NOT SURPRISED BY SOME OF THIS INFORMATION.

I FEEL LIKE WE HAVE HAD HEARD IT SOME, SOME POINT OVER THE RIGHT OVER THE TIME I'VE BEEN HERE.

AND, UM, BUT

[00:45:01]

AND, UH, I KNOW I ASKED FOR THAT, YOU KNOW, MANY, MANY YEARS AGO, LIKE, WHAT WAS THE PLAN TO INCREASE WOMEN IN THOSE PUBLIC SAFETY, UH, POSITIONS? AND I DON'T THINK WE MOVED THE NEEDLE REALLY AT ALL IN SEVEN YEARS THAT I'VE BEEN HERE.

AND BECAUSE THOSE ARE THE HIGHER PAID JOBS, UH, IN THE CITY, UH, OTHER THAN THE EXECUTIVE POSITIONS, WHICH WE KNOW ARE, UM, UH, PAY SIGNIFICANTLY MORE, BUT THEY'RE ALSO FEW, UH, PEOPLE IN THOSE EXECUTIVE POSITIONS.

UM, IN FACT, DID YOU, DID YOU PRESENT THAT? WHAT WAS IT LIKE THE NUMBER OF PEOPLE, OR MAYBE EVEN AS A PERCENTAGE OF THE ORGANIZATION, WHAT PART IS THE EXECUTIVE TEAM? YEAH, I MEAN, THE EXECUTIVE TEAM IS ABOUT 100 POSITIONS OUT OF THE 12 SEEMS 12,500.

SO IT'S, IT IS A SMALL NUMBER.

IT'S A SMALL NUMBER.

SO I MEAN, I, I'M GLAD TO SEE IT.

BUT, UM, STILL NOT, UM, A LARGER PERCENTAGE OF THE ORG ORGANIZATION, WHICH I FEEL LIKE DIDN'T PRESENT THAT, THAT ACTUALLY THE UNIFORM POSITIONS ARE ABOUT 25% OF ALL THE POSITIONS.

IS THAT, AM I RIGHT ABOUT THAT? UH, 25% OF ALL THE POSITIONS THAT THE CITY ARE POLICE AND FIRE ARE PUBLIC SAFETY POSITIONS, AND 92% OF THEM ARE MALES.

SO, I MEAN, IT'S LIKE ITS OWN PROBLEM.

AND WE TALKED ABOUT A LITTLE BIT WHEN WE HAD OUR, UM, OUR EQUITY TRAINING, UH, AND YET THAT EQUITY TRAINING FOR PUBLIC SAFETY WAS LIKE NOT SCHEDULED FOR THREE MORE YEARS OR SOMETHING LIKE THAT, IF I REMEMBER CORRECTLY.

UM, SO NOT REALLY GETTING TO THE HEART OF THE PROBLEM.

I FEEL LIKE, UM, AS YOU KNOW, WE'RE TRYING TO CREATE GENDER PARITY IN OUR CITY.

WE'RE REALLY NOT DOING THAT BECAUSE WE'RE AVOIDING DOING THE HARD STUFF, UH, WHICH IS THIS PART, I THINK.

UM, SO, UH, I JUST, I'M, I'M VERY, I'M SO GLAD THAT WE'RE DOING THIS AND WE'RE TALKING ABOUT THIS.

UM, I JUST FEEL LIKE IT'S NOT ENOUGH, AND WE'RE STILL LIKE SO SENSITIVELY VERY CAREFULLY MAKING CHANGES THAT WE'LL NOT BE IMPACTFUL FOR LIKE, MANY GENERATIONS TO COME, BECAUSE WE'RE STILL, LIKE, WE HAVE A COUPLE OF STUDIES WE'RE, I, I DON'T WANNA SAY WE'RE NOT TAKING IT SERIOUSLY.

I BELIEVE THAT WE ARE.

UM, BUT I JUST, I FEEL LIKE I WOULD LIKE TO SEE MORE.

UM, THAT'S REALLY WHAT I, I, I THINK I WANNA SAY.

AND THEN EVEN REGARDING, UM, SOME OF THE, THE, UM, DELEGATE AGENCIES, UM, THAT, YOU KNOW, WE HAVE TALKED ABOUT, WE KNOW THAT THOSE, MANY OF THOSE DO A LOT, DO HAVE A, A GREAT IMPACT TO CLOSE THE GAP ON PAY PARITY, BUT WE DON'T FUND THEM, UH, SIGNIFICANTLY ENOUGH TO REALLY SHOW THE IMPACT.

SO IF WE'RE GONNA GIVE A NONPROFIT ORGANIZATION $50,000 TO RUN A PROGRAM, UH, IT'S NOT ENOUGH.

AND, AND, AND YET THE IMPACT THAT THEY HAVE ON THE COMMUNITY IS REALLY TREMENDOUS.

AND I KNOW THAT WE'VE ASKED FOR RETURN ON INVESTMENT, UM, AND A WAY TO ANALYZE THAT INFORMATION.

I THINK WE CAN DO A LOT OF THAT IN-HOUSE WITHOUT NECESSARILY BURDEN THE NON-PROFIT THAT'S ALREADY DOING SO MUCH WORK.

I MEAN, I THINK IT'S PRETTY, UM, IT, IT WOULD BE EASY ENOUGH TO JUST FIGURE THAT OUT, UH, ON OUR OWN, UH, AND, AND THAT WE SHOULD DO THAT SO THAT THEN WE AS A COUNCIL CAN MAKE DECISIONS TO FUND THEM MORE.

SO, WHEN I TALK TO SOME OF THE DELEGATE AGENCIES, WHAT THEY'RE TELLING ME IS THAT, YOU KNOW, THE CITY DOESN'T GIVE THEM MORE MONEY, BUT THEIR COSTS GO UP.

LIKE EVERYBODY'S COSTS GO UP.

SO AT THE END OF THE DAY, THEY'RE FORCED TO PROVIDE LESS SERVICES TO PEOPLE, UH, EVEN IF THE WORK THAT THEY'RE DOING IS REALLY GREAT.

AND SO, UH, I WOULD JUST LIKE US TO CONSIDER THAT AS, AS WE GO THROUGH THE DELEGATE AGENCY FUNDING PROCESS, UM, FOR THE NEXT BUDGET CYCLE.

SO, UM, THAT'S ALL THE QUESTIONS I HAVE RIGHT NOW, UM, CHAIR AND, AND I MIGHT CHIME IN AGAIN IN MINUTE.

COUNCIL MEMBER.

COUNCIL MEMBER ELIAS.

GONNA START ASKING MORE OFTEN IN DIFFERENT PLACES, BUT I, I, I THINK THAT THAT SHOULD ULTIMATELY BE OUR GOAL HERE IS TO MAKE SURE THAT, YOU KNOW, IF PEOPLE ARE ENJOYING THE LARGE ASS OF BEING ABLE TO DO BUSINESS WITH THE CITY, UM, THAT THERE COMES WITH, YOU KNOW, AN EXPECTATION THAT THEY RAISE THE STANDARDS FOR, FOR EVERYBODY, RIGHT? OR AT LEAST WALK A LOCK STEP WITH THE VALUES THAT WE'RE TRYING TO LIVE BY OURSELVES.

SO I'M, UH, COLLEEN AND, AND LORI AND, UM, EVERYBODY ELSE.

I, I DON'T KNOW TO WHOM DIRECTED AND, AND MAYBE ALEX, YOU'RE THE RIGHT ONE, BUT, UH, I, I'D BE SUPPORTIVE NOT JUST AS MAKING PAY PARITY A CONDITION OF RECEIVING, YOU KNOW, ECONOMIC, UH, DEVELOPMENT INCENTIVES, BUT ALSO MAKING SURE THAT, YOU KNOW, PEOPLE WHO DO BUSINESS WITH THE CITY IN EVERY WAY, RIGHT? PROVE UP THAT THEY'RE IMPLEMENTING BEST PRACTICES WHEN IT COMES TO PAY PARITY.

UM, AND I'M NOT SURE WE DO THAT.

I MEAN, I, I UNDERSTAND THAT WE'RE

[00:50:01]

UH, THE, THE OTHER THING I WANTED TO FOCUS ON IS I, I LOOK AT THE UPDATE THAT Y'ALL SENT ME, UH, OR I'M SORRY THAT Y'ALL PROVIDED US JUST TODAY.

IT'S EXCELLENT WORK.

UH, BUT THE ONE LENS THROUGH WHICH I THINK THAT, UH, WE'RE ALL WONDERING ABOUT, UH, IS HOMEOWNERS AND RENTERS ALSO, I THINK THERE'S A, THERE'S A CONVERSATION THAT NEEDS TO BE HAD IN, IN REGARD TO THIS STUDY.

AND SO IT'S INTERESTING.

I MEAN, THE NUMBER OF 47%, RIGHT? WE KNOW THAT 47% OF PEOPLE IN SAN ANTONIO ARE RENTERS.

AND COINCIDENTALLY ON YOUR PRESENTATION, 40%, 47% IS THE NUMBER OF WOMEN, UM, IN SAN ANTONIO WORKFORCE.

UH, SO I MEAN, YOU KNOW, I, I DON'T THINK THERE'S A RELATIONSHIP THERE, BUT I, I WOULD LIKE TO KNOW WHEN IT COMES TO, YOU KNOW, EDUCATION LEVEL, PUBLIC PARTICIPATION, LEVELS OF VIOLENCE, UH, YOU KNOW, UH, POVERTY NUMBERS AND ALL THAT, HOW THAT BREAKS DOWN, UH, BETWEEN HOMEOWNERS AND RENTERS.

UH, 'CAUSE I THINK THAT THAT WILL HELP INFORM, YOU KNOW, SOME DECISIONS THAT WE NEED TO MAKE HERE AS FAR AS HOW WE, WHERE WE INVEST, OUTREACH, RIGHT? DOLLARS, AND, UM, YOU KNOW, SHOULD WE BE TALKING TO RENTERS MORE OFTEN WHEN IT COMES TO SOME OF THESE ISSUES VERSUS HOMEOWNERS? AND I THINK, I THINK MY, I'M MAKING MY POINT, RIGHT? UH, SO THAT'S IT.

YOU KNOW, I'D, I'D BE CURIOUS TO SEE IF WHETHER OR NOT WE COULD INCLUDE THAT LENS OR THAT FILTER, YOU KNOW, IN A LOT OF THESE NUMBERS AND FIGURE OUT, YOU KNOW, OUR, DO THE NUMBERS CHANGE BASED ON RENTING OR HOME OWNERSHIP? THAT'S IT.

THANK YOU, CHAIRWOMAN, THAT.

COUNCIL MEMBER KAO.

HDA.

THANK YOU, MADAM CHAIR.

UM, COUPLE OF QUESTIONS.

UH, ON PAGE THREE OF THE, UM, THE REPORT THAT YOU ISSUED, LORI, OH, SORRY.

UM, I'M LOOKING AT THE, AT THE GRAPH WITH THE PAY RANGE AND YEAH.

UH, YES.

ON, ON THE, THE PRINTED MEMO ON PAGE THREE, I NOTICED THAT, UH, THESE ARE AVERAGES.

UM, SO JUST TAKING THE TOP ONE, THE 500 PAY RANGES AVERAGE OF 31, UM, NINE FOR FEMALE, 31, CLOSE TO NINE FOR MALE.

MY, MY QUESTION IS ARE, ARE THERE SALARY RANGES? IS THERE LIKE A MINIMUM AND A MAXIMUM FOR EACH OF THESE PAY? YES.

THERE BE A MINIMUM, A MAXIMUM.

I GUESS I'D LIKE TO SEE MORE DATA ON THIS.

BECAUSE AN AVERAGE, UH, I KNOW WE HAVE TO PRESENT A MEASUREMENT, BUT, UM, AN AVERAGE IS NOT REALLY GIVING ME HOW MANY, HOW MANY PEOPLE ARE AT THE HIGHER END OR THE, UM, MAYBE I'D LIKE TO SEE, YOU KNOW, MORE JUST, JUST MORE OF THE, THE MEAN MEDIAN GOING BACK TO MY THIRD GRADE MATH DAYS.

BUT, YOU KNOW, MORE, JUST MORE, UH, MORE DATA ON THAT.

UM, TO SEE WHERE, WHERE EVERYBODY'S LANDING IN THOSE, THOSE FIELDS.

I DO SHARE A CONCERN THAT, UM, IT SEEMS LIKE THE HIGHER LEVEL ARE, ARE THE ONES THAT ARE MORE COMPETITIVE, BUT, UH, BUT I'D LIKE TO SEE MORE DATA ON IT.

SO SECONDLY, UM, WHERE DO WE STAND AS AN ORGANIZATION WITH MEASURING ACROSS CITY DEPARTMENTS REGARDING THIS ISSUE? I MEAN, LIKE, UM, WHAT ARE THE NUMBERS ON PAY PARITY FOR CITY EMPLOYEES, BUT PER DEPARTMENT AND NOT, NOT JUST, UH, YOU KNOW, PUBLIC WORKS, BUT EVERY DEPARTMENT UNDERNEATH THAT.

I'D LIKE TO SEE HOW MANY, YOU MENTIONED ENGINEERS.

HOW MANY ENGINEERS ARE, ARE WOMEN SPECIFIC TO EACH DEPARTMENT? UH, JUST, JUST TO SEE KIND OF THE BREAKDOWN OF, OF WHERE WE CAN CERTAINLY PULL.

THE DATA ON THE ENGINEERS, IF YOU'RE SPECIFICALLY ASKING FOR THIS, I MEAN, THE, THE, THE PAY PARITY WORK, YOU KNOW, WAS ACROSS THE CITY.

SO THAT'S, UH, THERE'S ENGINEERS IN MULTIPLE DEPARTMENTS MM-HMM.

SO THIS WOULD'VE PULLED THE, UM, AVERAGE PAY ACROSS ALL THE DEPARTMENTS.

SO I, I'D LIKE TO SEE IT MORE, UH, I GUESS DIS DISAGGREGATED TO SEE IT, NOT, NOT THE BIG PICTURE OF THE CITY, BUT EACH DEPARTMENT.

SO DO YOU UNDERSTAND D S D, WHAT'S PAID PARITY WITHIN D S D PLANNING? WHAT'S PAPER PARITY WITHIN PLANNING? RIGHT.

THAT'S, THAT'LL TAKE REDOING THIS ENTIRE STUDY BY DEPARTMENT, THAT BY THAT WOULD TAKE QUITE A BIT OF TIME.

THAT WOULD TAKE SOME TIME, THAT WOULD TAKE QUITE A BIT OF TIME.

AND I WOULD JUST ASK FOR SOME TIME, BECAUSE RIGHT NOW, OF COURSE, OUR PRIORITY IS THE STEP PAY PLAN.

SO I MEAN, THIS, THIS WOULD BE BASICALLY STARTING OVER AND DOING IT 35 TIMES INSTEAD OF ONCE.

IT'S, THAT WOULD BE A MAJOR PROJECT.

WELL, DON'T YOU HAVE THE DATA FROM EACH DEPARTMENT THAT YOU USE TO AGGREGATE FOR THE ENTIRE CITY? THE RAW DATA MM-HMM.

[00:55:01]

BUT IT HASN'T BEEN, IT WASN'T CATEGORIZED.

IT HASN'T BEEN CATEGORIZED THAT WAY, THAT WAY.

I UNDERSTAND.

UNDERSTAND COUNCIL, I UNDERSTAND IT'S PROBABLY CATEGORIZED BY THESE PAY GROUPS, BY THESE PAY RANGES.

RATHER THAN SPECIFIC DEPARTMENTS, I ASSUME.

I, I COULDN'T SAY FOR SURE WHETHER IT WAS PULLED BY DEPARTMENT TO START WITH OR IF WE'D HAVE TO GO BACK AND DO THAT.

I MEAN, WE COULD DO IT, IT JUST, IT, IT'S A BIG PROJECT, SO I COULDN'T DO IT LIKE IN THE NEXT COUPLE OF, YOU KNOW, MONTHS .

I THOUGHT YOU SAID SOMEWHERE, UM, LET ME LOOK AT THIS.

I GUESS IT WAS THE LAST PAGE YOU, YOU LOOK AT.

UH, CAN YOU EXPLAIN THAT TO ME? THAT THE CITY OF, WELL, THE, THE, THE GENDER EQUITY STUDY IN THE LAD LAST PAGE, YOU HAVE A JOB SUMMARY.

UM, AS YOU RECALL, WE START WITH THE PAY RANGE, AND THEN WE KIND OF WORKED OUR WAY DOWN.

SO WE STARTED WITH FOUR PAY PLANS, 38 PAY RANGES, AND THEN WE FOUND THAT THERE WERE ONLY FIVE WHERE WOMEN WERE COMPARED TO THE AVERAGE, UH, UH, MORE THAN 2% LOWER.

AND SO IN THOSE FIVE PAY RANGES, THERE WERE 84 JOBS THAT WE HAD TO DO THAT SAME STUDY ON.

AND THEN KEEP IN MIND FOR, FOR PERSPECTIVE, YOU KNOW, THE TOTAL JOBS IN THESE FOUR PAY PLANS WAS ABOUT MORE THAN 830 IN, THERE'S ABOUT MORE THAN 8,100 EMPLOYEES IN TOTAL.

AND AT THE END OF THE DAY, WE WERE TALKING ABOUT A LITTLE OVER 80 EMPLOYEES THAT WE HAD TO LOOK AT INDIVIDUALLY.

SO WE NARROWED IT DOWN.

SO THERE WERE 10 ACTUAL JOBS THAT WERE IDENTIFIED AS NEEDING TO BE REVIEWED ON AN INDIVIDUAL BASIS.

AND THOSE ARE THE JOBS.

THOSE ARE THE 84 JOBS THAT WERE IDENTIFIED IN THOSE 10, UH, PAY RANGES.

AND THEN THE HIGHLIGHTED ONES ARE THE 10 THAT ENDED UP, UM, HAVING, UH, THE FEMALE AVERAGE BEING MORE THAN 2% BELOW THE, THE OVERALL AVERAGE.

SO THOSE WERE THE 10 THAT ARE HIGHLIGHTED THAT WE DID THE INDIVIDUAL REVIEW.

SO I'M JUST TRYING TO SHOW YOU THE, THE SCALE OF WHAT WE'VE REVIEWED AND HOW IT NARROWED DOWN TO JUST THOSE 10 JOBS.

AND I'LL NOTE THAT THEY, AND THAT'S ACROSS THE CITY.

I'LL NOTE THAT THEY ARE, UM, AS, UM, UH, NOTED THAT THEY ARE NOT, THEY'RE PRIMARILY NOT STEM RELATED POSITIONS DO ALL THE TIME.

THAT'S ALL.

THAT ACQUAINTED WITH, UM, WITH WOMEN? NO.

UM, AND IF I COULD JUST CLARIFY ONE OTHER THING, AND WHAT YOU SAW IN THIS STUDY IS, IS WE WERE DOING THE, YOU KNOW, THE OVERALL REVIEW AND WHEN WE GOT TO THESE 10 JOBS, WE WERE DOING THE INDIVIDUAL ANALYSIS.

BUT THIS IS THE SAME KIND OF WORK THAT OUR COMPENSATION STAFF ARE DOING, UH, DAY IN AND DAY OUT.

IF WE HAVE A NEW HIRE COMING INTO THE ORGANIZATION AND THE DEPARTMENT WANTS TO HIRE AT, LET'S SAY 40% OF THAT PAY RANGE, THEN WE NEED TO GO IN AND DO THAT INDIVIDUAL ANALYSIS BECAUSE WE ARE LOOKING TO MAKE SURE THAT THAT HIRE DOESN'T CREATE AN INEQUITY FOR OTHER DEPARTMENTS, OTHER EMPLOYEES IN THAT RANGE.

SO THIS KIND OF ANALYSIS, I MEAN, WE HAVE TO CONTINUE DOING THAT DAY IN AND DAY OUT AS A MATTER OF OUR REGULAR WORK.

SO IT'S, IT'S NOT A, IT'S NOT ONCE EVERY FIVE OR SEVEN YEARS.

IT'S EVERY, EVERY DAY WE'RE DOING THIS KIND OF ANALYSIS.

IT'S ONGOING.

SO LET ME, LET ME ASK YOU, LET'S JUST TAKE A SCENARIO.

WE'RE, WE ARE HIRING FOR THIS NUMBER FIVE 20, OR, YOU KNOW, WHAT, 5 27 WEB APPS SOLUTIONS LEAD, WE HAVE A POSITION OPEN FOR THAT HYPOTHETICALLY.

AND WHAT IS YOUR, WHAT IS THE CRITERIA THEN? HOW ARE YOU INCORPORATED INCORPORATING, I GUESS, RECRUITMENT TOO OF WOMEN, BUT PAY PARITY WHEN YOU ARE LOOKING TO FILL THAT POSITION, JUST AS AN EXAMPLE? WELL, OF COURSE THE RECRUITMENT IS THE ONGOING.

WE TALKED ABOUT DOING A LOT OF THE, UH, SOCIAL MEDIA BLASTS AND DOING SOME OF THE DIRECT, UM, TIES TO SOME OF THE WOMEN'S SPECIFIC LINKEDIN GROUPS.

AND DEPENDING ON THE JOB, YOU KNOW, THERE ARE DIFFERENT ADVERTISING SOURCES THAT WE CAN USE.

SO OF COURSE WE'RE, UM, ALWAYS LOOKING TO DO OUTREACH ACROSS THE BOARD FOR, FOR WOMEN, UM, IN THE CITY.

BUT FOR THE PAY ANALYSIS, WE'RE TALKING ABOUT ONCE WE HAVE THE, UM, ELIGIBLE LIST OF APPLICANTS THAT GETS SENT TO THE HIRING DEPARTMENT.

AND SO THOSE SUBJECT MATTER EXPERTS WITHIN THE DEPARTMENT ARE EVALUATING THOSE RESUMES AND THEY'RE DETERMINING WHO TO INTERVIEW.

WE DO HAVE ANOTHER, UH, SESSION OF OUR SUPERVISOR EXCELLENCE TRAINING THAT TEACHES SUPERVISORS THE BEST PRACTICES ON HOW TO MAKE SURE YOU'VE GOT YOUR DIVERSE PANEL AND SELECT A DIVERSE POOL OF APPLICANTS AND ALL OF THAT.

BUT WHEN THEY'VE COME IN AND THEY'VE MADE THEIR HIRING SELECTION, PERHAPS THERE'S, UH, FOUR OF THOSE POSITIONS OVERALL, AND THIS PERSON'S COMING IN FROM THE OUTSIDE AND THE PERSON MAY BE REQUESTING TO COME IN AT 50% OF THE RANGE.

WELL, WE'RE GOING TO PULL THE DATA ON ALL THOSE OTHER, UH, THREE THAT ARE IN THE CITY, WHAT THEIR BACKGROUND IS, THEIR EDUCATION, HOW LONG THEY'VE BEEN WITH THE CITY, THE SCOPE OF THEIR EXPERIENCE, JUST TO MAKE SURE THAT THAT WOULD BE APPROPRIATE.

AND WE WILL GIVE THAT DEPARTMENT OUR RECOMMENDATION ON WHAT AN APPROPRIATE PAY OFFER WOULD BE.

NOT TO CREATE ANY INEQUITY ANYWHERE ELSE.

SO WE'RE LOOKING AT THAT, YOU KNOW, PRETTY MUCH ON A DAILY BASIS.

IS THERE A, I'M THINKING LIKE THE, YOU KNOW, THE CIVIL SERVICE, UM, CRITERIA, HOW, IF YOU'RE MILITARY, YOU GET A POINT OR TWO HERE, RIGHT? IS IS THERE SOMETHING LIKE

[01:00:01]

FOR CIVILIAN JOBS, IT'S THROUGH THE, UM, YOU KNOW, ALL OF THOSE THAT ARE, UM, ELIGIBLE ARE SENT TO THE HIRING DEPARTMENT FOR REVIEW.

SO IT'S NOT A, IT'S NOT A TESTING OR IT'S NOT A POINT SYSTEM.

THERE'S NO SENIORITY POINTS, THERE'S NO SYSTEM.

I UNDERSTAND THAT OTHER KIND POINT SYSTEM.

IT'S NOT, IT'S NOT THE SAME.

BUT WHAT, WHAT IS THE CRITERIA TO, TO, I GUESS, TO INCENTIVIZE HIRING? UM, A JUSTICE QUALIFIED WOMEN COUNCILMAN, IF I MAY, MR. CHAIRMAN, CHAIRWOMAN, UH, ALL DEPARTMENT HEADS ARE GRADED ON THEIR GENDER MIX WITHIN THEIR DEPARTMENTS.

SO IT IS SOMETHING THAT WE LOOK AT ON AN ANNUAL BASIS DURING THEIR EVALUATIONS, A VARIETY OF OTHER THINGS.

BUT THAT'S INCLUDED.

I DON'T KNOW THAT WE HAVE ANYTHING SPECIFICALLY ON HIRING, UM, YOU KNOW, ON A PER CANDIDATE BASIS, BUT CERTAINLY HOW EACH, EACH DEPARTMENT IS GOING.

AND THAT'S PRINCIPALLY WHY YOU SEE THE MOVEMENT OVER THE LAST FEW YEARS IS BECAUSE NOW THERE'S ACCOUNTABILITY ON, AT THE DEPARTMENT LEVEL, DEPARTMENT HEAD LEVEL, RIGHT.

AS TO WHAT'S OCCURRING.

AND THERE'S ALSO, UM, YOU KNOW, WE DO HAVE A WORKFORCE DIVERSITY PLAN THAT'S UPDATED WITH EACH, WELL, IT'S UPDATED EVERY YEAR, BUT THE STATISTICS ARE COMPARED TO THE MOST RECENT CENSUS DATA.

AND SO WE KNOW WHERE WE HAVE UNDER UTILIZATION ACCORDING TO THE ANALYSIS THAT'S DONE, THAT'S DONE BY A, AN OUTSIDE CONSULTANT WHO HAS PROPRIETARY SOFTWARE THAT CAN DO ALL THAT ANALYSIS.

SO IF DEPARTMENTS HAVE A GOAL TO HIRE MORE FEMALES IN A CERTAIN JOB CATEGORY, THEN WE DO COMMUNICATE THAT EXPECTATION TO THEM THROUGH THE, UM, HIRING PROCESS.

SO THERE IS SOME FEEDBACK TO THE HIRING MANAGERS ABOUT, YOU KNOW, WE DO HAVE AN, A WORKFORCE DIVERSITY GOAL FOR, FOR FEMALES, SO YOU SHOULD BE TAKING A CLOSE LOOK AT THIS LIST TO MAKE SURE YOU GIVE PROPER CONSIDERATION.

SO WE DO THAT AS WELL.

THANK YOU, LORI.

THANK YOU, CHAIR.

COUNCIL MEMBER COURAGE.

THANK YOU, MADAM CHAIR.

I APPRECIATE THE REMARKS EVERYBODY HAS MADE AS A COUNCIL MEMBER EXAMINING THIS, I THINK IT'S A PRETTY THOROUGH REPORT.

ONE THING I KIND OF TAKE EXCEPTION TO IS, AS YOU ARE DOING THE, UM, CALCULATIONS ON MANY OF THESE CHARTS, YOU USED A FEMALE AVERAGE MALE AVERAGE, OVERALL AVERAGE, AND THEN FEMALE AVERAGE TO OVERALL.

AND, UH, TO MY WAY OF THINKING, WE'RE COMPARING MEN TO WOMEN OR WOMEN TO MEN.

IF YOU TAKE THE OVERALL AND WOMEN ARE ALREADY UNDERPAID, THEN THAT LOWERS THE OVERALL, AND THEN YOU COMPARE WOMEN TO A LOWER OVERALL AND NOT DIRECTLY TO MEN, YOU GET EVEN A HIGHER NUMBER INSTEAD OF A, A TRUE REPRESENTATION.

FOR EXAMPLE, UH, THE EXAMPLE YOU JUST MADE, UH, NUMBER 5 27, UH, YOU ESTIMATED THAT THE OVERALL FEMALE AVERAGE WAS 97.4%.

UH, OF THE, UH, INDIVIDUAL INVOLVED IN THAT, LET'S SEE, NINE, SEVEN, YEAH.

AND IF YOU ACTUALLY DID THE MATH, IT ENDS UP BEING EVEN LESS THAN THAT.

UM, 97%.

BECAUSE IF YOU COMPARE THE FEMALE AVERAGE DIRECTLY TO THE MALE AVERAGE, IT'S 92.5%.

SO BY USING AN AVERAGE THAT TAKES LOWER SALARIES AND AVERAGING IT WITH HIGHER ONES, AND THEN TAKING THE WOMEN'S LOWEST SALARY AND COMPARE IT TO THAT, YOU'RE NOT GETTING A TRUE DIFFERENTIAL BETWEEN MALE AND FEMALE.

SO I WOULD LIKE US TO, TO SHOW THAT DIRECT REPRESENTATION.

'CAUSE I THINK THAT'S WHAT EVERYBODY LOOKS AT, IS HOW ARE WOMEN BEING PAID COMPARED TO MEN, NOT COMPARED TO THE AVERAGE SALARY FOR MEN AND WOMEN.

YEAH, I, I UNDERSTAND, UH, YOUR PERSPECTIVE AT LOOKING AT THAT, BECAUSE I ASKED STAFF THE SAME QUESTION, YOU KNOW, THAT IT WOULD SEEMED MORE LOGICAL JUST TO MAKE THAT OUTRIGHT COMPARISON.

BUT IT'S FROM A STATISTICAL RELEVANCY STANDPOINT THAT THE WORK IS DONE THIS WAY.

UM, SOME OF OUR, UM, COMPARATORS HERE ARE VERY SMALL POOLS.

FOR ONE THING, THERE MIGHT ONLY BE ONE FEMALE OR ONE MALE THAT'S IN THAT MIX.

SO THERE COULD BE A LOT OF SKEWING OF, OF THE NUMBERS JUST FROM THE SIZE.

BUT FROM MY UNDERSTANDING, IN THE STATISTICAL BEST PRACTICES, WHENEVER YOU'RE COMPARING TWO DISTINCT GROUPS, YOU WANNA COMPARE THEM TO A COMMON FACTOR, NOT TO EACH OTHER.

AND SO THAT COMMON FACTOR WOULD BE THE OVERALL PAY AVERAGE FOR THAT JOB RANGE, AND THEN COMPARING THE MEN AND THE WOMEN TO THAT AVERAGE, THAT MAY WORK.

SO MY UNDERSTANDING IS THAT'S A STATISTICAL BEST PRACTICE, AND THAT'S WHY WE DID IT THAT WAY.

THAT MAY WORK FOR STATISTICS, BUT I THINK WE'RE TALKING ABOUT MEN AND WOMEN.

BUT THE OTHER THING WE DID COUNCIL THEN IS THAT WE REALLY NARROWED THAT WINDOW TO JUST THAT 2%.

SO WE USED A VERY TIGHT WINDOW FOR THAT ANALYSIS.

LOOK AT IT FROM THAT PERSPECTIVE, UH, AND SEE IF THERE ARE OTHERS THAT FALL OUT OF THE RANGE THAT, THAT WE NEED TO BE LOOKING AT.

BUT THEN IT, IT WOULD BE GREATER THAN 2% IN A LOT OF THOSE INSTANCES.

IF IT WAS A DIRECT MALE TO FEMALE COMPARISON, THERE'D BE MANY MORE THAT WERE GREATER THAN 2% THAN WHAT I THINK YOU CAME UP WITH.

SO I'D JUST LIKE YOU TO

[01:05:02]

I JUST, I JUST LOOK AT IT DIFFERENTLY, I GUESS.

COUNCIL MEMBER GONZALEZ, JUST COUNCILWOMAN CAVE, HAVE TO ASK YOU A QUESTION ABOUT HOW ABOUT THE RECRUITING PROCESS? AND YOU WENT INTO SOME EXPLANATION ABOUT THE DEPARTMENTS AND HOW THEY LOOKED INDIVIDUALLY.

SO WHY NOT POLICE AND FIRE? WELL, POLICE AND FIRE ARE REALLY HAVE TO FOLLOW THE, THE STATE LAW ON THEIR RECRUITING.

SO, YOU KNOW, THEY HAVE A WHOLE DIFFERENT ENVIRONMENT THAT THEY'RE WORKING WITHIN.

SO, UM, AND I THINK IT PROBABLY WOULD BE ADVISABLE TO HEAR FROM THEM BECAUSE I KNOW THEY HAVE ACTUAL WORK GROUPS WITHIN BOTH POLICE AND FIRE THAT DO THEIR RECRUITMENT.

WE DON'T DO THAT FOR THEM.

WE HELP WITH THEIR TESTING AND THE CONTRACT WITH THE TESTING VENDOR.

BUT, UM, YOU KNOW, THEY'VE BEEN WORKING HARD AND DOING A LOT OF GREAT PROGRAMS TO TRY TO GET MORE PEOPLE IN TO TAKE THE TEST.

BUT THEN AT THAT POINT, THE PROCESS IS VERY PRESCRIBED BY STATE LAW AND ALSO BY COLLECTING BARGAINING, COLLECTIVE BARGAINING AGREEMENTS.

SO I I, THEY DON'T HAVE THE DISCRETION THAT WE HAVE IN THE CIVILIAN SELECTIONS.

FROM GETTING COMMUNITY ACTION.

UM, OKAY.

SO WE'LL LOOK FORWARD TO THAT PRESENTATION IN THE NEXT COMMITTEE.

UM, AND THEN, UH, THANK YOU.

AND MY, UH, THE OTHER QUESTION THAT CAME UP, UM, THAT, UH, I THINK WHEN, UH, JENNY, WHEN I WAS ASKING YOU, UM, SORRY, THIS IS FOR JENNY HICKSON, UM, AND WE WERE TALKING A LITTLE BIT ABOUT CASTANO, UH, AND YOU SAID THAT, YOU KNOW, WE HAVEN'T SEEN VERY, UM, GOOD RESULTS SO FAR MM-HMM.

AND YOU SAID, WE'RE GONNA TRY OTHER THINGS.

LIKE WHAT OTHER THINGS MIGHT YOU TRY AND, AND I MEAN, I'M ASKING ABOUT THIS, BUT I'M ALSO ASKING SORT OF IN GENERAL, WE HAVE A HARD TIME COMMUNICATING WITH OUR CONSTITUENCIES ABOUT ALL THE PROGRAMS THAT WE HAVE MM-HMM.

SO HAVE YOU FOUND SOMETHING THAT WORKS BETTER? , UM, DO I HAVE A MAGIC SOLUTION? I WISH.

UM, BUT I THINK WHAT WE'RE ACTUALLY TRYING TO DO IS GO TO THE GROUPS THAT ARE ALREADY HAVING ESTABLISHED RELATIONSHIPS.

SO I THINK WHAT WE FOUND MOST EFFECTIVE IN WHATEVER ISSUE YOU'RE LOOKING AT, ACROSS WHATEVER NEIGHBORHOOD IS GOING TO THOSE TRUSTED MESSENGERS, AND INSTEAD OF US TRYING TO GO OUT AND CREATE A NEW MESSAGE OURSELVES, IS TO WORK WITHIN THOSE EXISTING SYSTEMS OF, UM, INFORMATION TO GET THAT INFORMATION OUT TO FOLKS.

SO WE ARE LOOKING AT, THERE'S A REALLY ACTIVE, LIKE I SAID, MINISTRY THAT'S ON CAMPUS.

UM, THERE ARE SOME GROUPS THAT ARE ALREADY VERY ACTIVE IN THAT AREA.

AND SO WHAT WE'RE LOOKING AT DOING IS, INSTEAD OF CREATING A NEW THING, UM, PARTNERING WITH THEM TO KIND OF HELP THEM GET THAT OUT.

AND THAT'S WHAT'S BEEN EFFECTIVE.

SO WHEN YOU LOOK AT OTHER VIOLENCE PREVENTION WORK THAT'S BEING DONE, FOR EXAMPLE, ON THE EAST SIDE WITH OUR, UM, GUN VIOLENCE, UM, OUTREACH WORKERS, THEY'RE HIRED FROM THE COMMUNITY.

THEY'RE HIRED BECAUSE THEY ALREADY KNOW THE COMMUNITY AND THEY'RE HIRED, UM, BECAUSE THEY ALREADY HAVE THOSE EXISTING RELATIONSHIPS.

AND WE KNOW THAT PEOPLE ACCESS SERVICES BECAUSE SOMEONE THEY TRUST TOLD 'EM IT'S GOOD.

SO THAT'S WHAT WE'RE TRYING TO LOOK UP.

SO IT'S, IT'S AURAS PROGRAM, RIGHT? LIKE A, I MEAN, IT'S IN AN INTERNAL PROGRAM.

I MEAN, IT'S, MAYBE YOU, IT, BUT I THINK THE IDEA OF AURAS IS THAT IT'S, UM, A COMMUNITY WITHIN ITSELF.

I, I MEAN, UH, THAT THERE, IT'S NOT ANOTHER, ANOTHER ORGANIZATION THAT COMES IN AND TRIES TO FIX IT.

SO IT'S, YOU HELP THE PEOPLE WHO ARE ALREADY THERE, RESOLVE SOME OF THEIR ISSUES.

THAT'S TRUE.

I THINK FOR, UM, WHAT WE'RE DOING WITH D FIVE, WE'RE STILL TRYING TO FIGURE OUT WHAT'S THE RIGHT APPROACH TO TAKE WITH THAT.

UM, AND SO I THINK FOR THAT, LIKE I SAID, WE'RE STILL IN THE PROCESS, BUT I'M, WE'D BE HAPPY TO GIVE YOU A MORE DETAILED UPDATE ON THAT AS SOON AS WE HAVE.

WELL, I, IT'S THAT FLUSHED OUT.

WELL, IT'S, IT'S, UM, YOU KNOW, OBVIOUSLY, UH, IT'S URGENT.

WE'LL GO BACK TO THE COMMUNITY ON THE, EITHER ON THE 12TH OR THE 20TH, I THINK WE'RE STILL TRYING TO GET THE DATES, BUT IT HAS BEEN HEAVY POLICE ENFORCEMENT.

AND PERHAPS THAT IS WHAT WE NEED AT THE MOMENT, BECAUSE PEOPLE ARE AFRAID.

BUT, UM, GIVEN, YOU KNOW, THIS IDEA THAT IT'S NOT SUSTAINABLE, I, I, I WOULD HOPE THAT WE COULD HAVE SOMETHING BY THE 12TH OR, OR PERHAPS THE 20TH.

I, SO, UM, BUT IT WOULD GIVE US AT LEAST AN OPPORTUNITY TO TRY BECAUSE, UH, IT IS A PRETTY DESPERATE SITUATION RIGHT NOW.

WELL, AND SO I KNOW THAT WE ARE COLLABORATING.

SO METRO AND, UM, SS A P D ARE COLLABORATING ON DEVELOPING THAT RESPONSE.

SO WE'RE DEFINITELY TRYING TO FIGURE OUT, UM, YOU KNOW, THE DIFFERENT WAYS THAT WE LOOK AT THE SAME ISSUE, UM, TO FIGURE OUT IF THERE ARE STRATEGIES OTHER THAN LAW ENFORCEMENT THAT CAN ALSO BE EFFECTIVE, UM, AT CHANGING SOME OF THE DYNAMICS.

UM, I'M GONNA RUN THROUGH SOME COMMENTS PRETTY QUICKLY IN A COUPLE OF QUESTIONS, UH, BECAUSE WE HAVE ONE MORE ITEM ON OUR AGENDA THAT'S JUST A, A, A WARMUP FOR US.

BUT FIRST OFF, UM, I WANNA LOOK AT OUR, UM, THE STATUS OF WOMEN REPORT UPDATE AND JUST

[01:10:01]

YOU, YOUR RECOMMENDATION TO ASK TO, TO THE NEW ABATEMENT POLICY TO INCLUDE GENDER PAY PARITY INFORMATION ON THE APPLICATION.

I THINK ABSOLUTELY THAT'S SOMETHING THAT WE NEED TO DO, AS WELL AS LET'S HAVE A CONVERSATION ABOUT A TAX ABATEMENT, BUT ALSO WITH THE 2022 BOND COMING UP, LET'S LOOK AND SEE, UM, PEOPLE WHO WANNA DO BUSINESS WITH THE CITY AT THE BOND, UM, TO HAVE THEM ASK THAT INFORMATION.

UH, ASK FOR THAT INFORMATION AS WELL IF, IF WE CAN.

UM, I DID WANT TO, UM, GO THEN TO NUMBER SEVEN.

PAGE NUMBER SEVEN, UM, JUST TO TALK ABOUT THE COMPENSATION AND THE BEST PRACTICES.

YOU'RE LOOKING AT REMOVING ALL SALARY PREFERENCES AND PAST SALARY HISTORY.

WE STARTED DOING THAT IN 2017.

THANK YOU FOR DOING THAT.

I THINK THAT'S EXTREMELY HELPFUL.

SO WE DO BREAK THOSE COMPOUNDING CYCLES OF OTHERS.

AND ALSO, UM, THANK YOU FOR HIGHLIGHTING THE FACT THAT, UM, WHEN THE EXPERIENCE, UM, ITEM, BECAUSE IT IS PREDOMINANTLY WOMEN WHO STEP OUT OF THE WORKFORCE FOR A WHILE AND COME BACK, MAYBE THERE'S A YEAR OR TWO OR EVEN MORE, THAT THERE'S NO YEARS OF EXPERIENCE, OR THERE'S A LESS AMOUNT OF YEARS OF EXPERIENCE BECAUSE THAT'S JUST ABOUT, UM, SOCIAL STRUCTURES THAT HAS BEEN SET UP.

AND SO I THANK YOU FOR CONTINUING TO WORK ON THAT, AND I'M GLAD WE WERE ABLE TO DO THAT FROM THE CITY LEVEL.

UM, SO THANK YOU.

UM, NEXT, I DID WANT TO MENTION THE, UM, ON SLIDE NUMBER, IT'S SLIDE NUMBER 11.

I KNOW TO COUNCIL MEMBER GONZALEZ'S POINT ON THE FULL-TIME EMPLOYEES, UM, THE UNIFORM EMPLOYEES.

I KNOW ONE OF THE THINGS THAT I'VE ASKED THE CITY MANAGER TO DO IS TO MOVE UP THAT EQUITY STUDY, UH, FOR THE POLICE AND FIRE BECAUSE, UM, IT WAS OUTLINED TO GO AT A LATER IN A, IN A YEAR OR TWO.

AND I THINK, UM, WHO ELSE SHOULD BE MOVED UP QUICKER THAN THOSE THAT HAVE SOME OF THE MOST INTERFACE WITH THE PUBLIC? SO IT, I BELIEVE, UM, SO I ALREADY MADE THAT CLEAR TO OUR CITY MANAGER, IF YOU COULD PLEASE SHARE THAT WITH HIM, UM, AS WELL.

UH, CARLOS, I'D APPRECIATE IT.

AND THEN I KNOW THE STATUS OF WOMEN REPORT.

WE FIRST RELEASED IT IN APRIL OF 2019, CORRECT? IS THAT RIGHT? SO WE'RE COMING UP, UM, UPON A YEAR, UM, NEXT MONTH.

IF YOU COULD EXPLAIN A LITTLE BIT ABOUT THIS D H S TRAVEL, UM, ON SLIDE NUMBER 11 OF, OF THE, UH, STATUS OF WOMEN REPORT UPDATE.

IT WA YOU MENTIONED D H S TRAVEL, UM, THAT IS UPDATES.

THE D H S HAS INCLUDED CHILDCARE AND TRAVEL SUPPORT.

UM, SO FOR TRAVEL, THAT REALLY REFERS TO, UM, MILEAGE AND THE COST OF GETTING FROM ONE PLACE TO ANOTHER WITHIN THE CITY, NOT NECESSARILY TRAVELED TO OTHER LOCATIONS.

BUT THAT'S WHAT WE'RE ALSO RIGHT.

AND, UM, ON SLIDE NUMBER 13, YOU TALKED ABOUT THE SMALL BUSINESSES AND THE SUBCONTRACTING GOALS.

IT SAYS STARTING THIS YEAR AND YOU MEAN STARTING 2020, THOSE ARE THE SUB-CONTRACTING GOALS THAT WE'RE WORKING ON, CORRECT? YES.

COUNCILMAN.

UM, AND THIS IS GOING TO BE ON ALL CITY CONTRACTS OR JUST, UH, WHICH ONES? ALL THE ONE, ALL THE ONES THAT ARE REVIEWED BY SDA PROGRAM YES.

THAT ARE REVIEWED BY SDA.

THANK YOU VERY MUCH.

AND I KNOW THAT THIS TARGET GOAL OF LOAN LOANS, THIS STARTED IN OCTOBER, THIS FISCAL YEAR, CORRECT? YES.

TO A B SESSION, UM, EITHER WHERE WE'RE WORKING TOGETHER AND THEN IN A PUBLIC SAFETY MAYBE HAVE THAT CONVERSATION OF THEIR RECRUITMENT STA STRATEGIES, WHAT IS S A P D AND FIRE DOING FOR THEIR RECRUITMENT STRATEGIES WHEN IT COMES TO, UM, GENDER EQUITY.

UM, AND MAYBE I THINK THAT IS A FURTHER CONVERSATION THAT WE CAN HAVE WITH LYFT FUND TO SEE, UM, THEIR GOALS AND WHAT THEY'VE BEEN WORKING ON, UH, AS WELL.

AND, UH, THEN FINALLY, WHEN IT COMES TO PARTICIPATION, UH, I, I THINK, UM, I WANNA JUST SAY FIRST CONGRATULATIONS TO ALL THE WOMEN WHO ARE RUNNING TODAY FOR SEATS.

IT'S, IT'S VERY EXCITING AND TAKES A LOT OF RISK, UH, TO DO SOMETHING LIKE THAT FOR EVERYONE.

UM, ALSO I THINK, UH, COUNCIL MEMBER GONZALEZ, TO YOUR POINT, TALKING ABOUT DOMESTIC VIOLENCE AND WHERE WE'RE WORKING TOGETHER, UM, I THINK IT WOULD BE NICE IF WE COULD, UH, BECAUSE I DON'T KNOW WHERE THIS IS LINED UP IN THE B SESSION, AND IT COULD TAKE A WHILE TO GET INTO A B SESSION.

'CAUSE WE CAN HAVE A COUPLE OF THINGS ON OUR AGENDA, UM, IF WE CAN EVEN TO COUNCIL MEMBER, UH, CAMIO HDA TO YOUR POLICE, UM, FOR YOUR PUBLIC SAFETY COMMITTEE TO SEE WHERE THE POLICE AND WHERE, UM, YOU ALL ARE WORKING TOGETHER AND HAVE THOSE OUTLINED.

MAYBE TO HAVE TO DIG A LITTLE BIT MORE IN THAT.

UM, 'CAUSE IF IT'S GOING TO COMMUNITY HEALTH AND EQUITY, THAT'S GREAT.

BUT I THINK WE ALSO, I WOULD ALSO LIKE TO HEAR IT.

UM, AND I DON'T KNOW WHEN IT WOULD BE GOING

[01:15:01]

AND THEN MY FINAL COMMENT TO, TO CLOSE OUT THIS SECTION IS, UH, TO SAY TO ALL KIDS THAT MATH MATTERS.

SO STAY IN SCHOOL AND STICK WITH IT.

UM, AND SO LET'S GO.

UH, YES, MA'AM.

UH, MAY I JUST RESPOND TO THE QUESTION THAT COUNCILWOMAN GONZALEZ HAD ASKED? WHAT WAS THE QUESTION? GO AHEAD.

THE QUESTION WAS THAT HOW MANY, WHAT IS THE AMOUNT OF THE LOANS THAT WERE MADE THROUGH THE PROGRAM WAS THAT AMOUNTING TO $750,000 AND, UH, THE AVERAGE AMOUNT OF A LOAN IS APPROXIMATELY $20,000.

BEN, YOU CAN, YES, GO AHEAD.

YOU CAN .

I, I HEAR THAT A LOT.

I JUST WANTED TO MAKE, UH, ONE COMMENT I WAS VISITING WITH LORI MM-HMM.

UH, ONE OF THE THINGS WE'D LIKE TO DO IS DISTRIBUTE THE REPORT THAT YOU GOT TODAY TO THE FULL COUNCIL.

'CAUSE WE'VE GOTTEN SOME REQUESTS FROM OTHER COUNCIL MEMBERS ABOUT THIS.

BUT WE'RE GONNA ADD IN A COUPLE OF THINGS.

I THINK IT'D BE IMPORTANT FOR HER TO DESCRIBE THE PROCESS THAT WE GO THROUGH EVERY TIME WE HIRE A CIVILIAN EMPLOYEE, HOW SHE TALKED ABOUT HOW WE LOOK AT THAT.

'CAUSE THAT'S HAPPENING EVERY DAY.

THAT'S REALLY WHERE YOU GET INTO A LOT OF THE DETAIL.

UH, SO WE'LL DESCRIBE THAT PROCESS, UH, SECONDLY THAT SHE KIND OF OUTLINED THE BEST PRACTICES IN HERE.

AND THEN WE'LL GET THAT OUT TO THE FULL COUNCIL.

AND THEN ON THE OTHER ITEMS THAT YOU ALL ASKED FOR, WE'LL GO BACK AND LOOK AT THOSE.

I MEAN, THE CHALLENGE IS, IT'S A SHEER VOLUME OF DATA THAT WE'RE DEALING WITH, BUT WE'LL LOOK AT IT BY DEPARTMENT AND WE'LL SEE WHAT IT, IT MAY LOOK DIFFERENT THAN THIS IN TERMS OF THE METHODOLOGY THAT WE HAVE TO USE, BUT WE'LL TALK TO SOME OTHER FOLKS AND SEE WHAT WE CAN COME UP WITH, UH, FOR A FUTURE PRESENTATION.

AND THAT MIGHT GET INTO THAT LEVEL OF DETAIL AND KIND OF GET YOU WHAT YOU'RE LOOKING FOR.

AND SINCE YOU'RE UP THERE, YOU'RE GONNA HAVE TO ANSWER THIS QUESTION.

UM, WHERE IS OUR WILDLIFE BIOLOGIST? IS THAT IN, WHAT DEPARTMENT IS THAT? CAN I, CAN I PHONE A FRIEND? YEAH, YOU CAN PHONE A FRIEND.

IS IT PARKS AND REC OR IS IT A D S? AVIATION.

AVIATION.

OH, VERY GOOD.

WELL, WE DIDN'T GET IT, COUNCILMAN.

I WAS GONNA WAIT TO SEE IF SHE ANSWERED THAT.

WELL, THANK YOU, BECAUSE WE DO HAVE ONE OF THE, THANK YOU VERY MUCH.

AND NEXT, UH, WE'RE GOING TO HAVE THE BRIEFING ON THE FINDINGS AND RECOMMENDATIONS PROVIDED IN THE REPORT, THE STATUS OF POVERTY REPORT IN SAN ANTONIO.

UM,

[5. 20-2317 Briefing on the findings and recommendations provided in the report "Status of Poverty in San Antonio" [Carlos J. Contreras III, Assistant City Manager; Alejandra Lopez, Director, Economic Development]]

AND THIS, UM, TO MY COLLEAGUES, THIS IS JUST OUR STARTING OFF POINT.

WE'RE GOING TO GET, UM, MOVE THIS TO, UH, WE'RE GOING TO HAVE A DEEPER DIVE CONVERSATION, UM, AT A LATER COMMITTEE MEETING, BUT THIS IS JUST OUR STARTING OFF POINT.

AND SO THIS ITEM WILL PROVIDE A QUICK BRIEFING ON THE STATUS OF POVERTY REPORT, WHICH WAS, UH, PUT OUT BY THE DEPARTMENT OF HUMAN SERVICES AND THE METRO HEALTH DEPARTMENT IN DECEMBER.

IT ALSO PROVIDES RECOMMENDED AREAS TO FOCUS ON FOR THE ECONOMIC AND WORKFORCE DEVELOPMENT COMMITTEE.

AND YOU ALL HAVE ALL SEEN A VERSION OF THIS PRESENTATION, SO I'LL GO THROUGH IT QUICKLY, BUT MIX IT UP A LITTLE BIT SO THAT THERE'S SOME DIFFERENT DATA POINTS AND DIFFERENT FOCUS.

AND SO, LAST SEPTEMBER, UM, THE AMERICAN COMMUNITY SURVEY RELEASED, UH, 2018 DATA.

AND IN 2018, UM, SAN ANTONIO DID RANK HIGHEST FOR POVERTY RATE AMONG THE 25 MOST POPULOUS COMMUNITIES, UM, IN THE COUNTRY.

AND SO, IN RESPONSE, HUMAN SERVICES AND METRO HEALTH COLLABORATED.

WE ALREADY REPORT BUILDING ON PREVIOUS EFFORTS AND REPORTS AROUND THE ISSUE OF POVERTY IN SAN ANTONIO.

TODAY'S PRESENTATION IS THE FOURTH OF SEVEN TO COUNCIL COMMITTEES WHOSE SCOPES OF WORK IMPACT POVERTY IN SAN ANTONIO.

AND AS YOU'RE AWARE, NEARLY 20% OF SAN ANTONIO RESIDENTS LIVE IN POVERTY.

AND OUR POVERTY RATE HAS BEEN CONSISTENTLY HIGHER THAN THE REST OF THE STATE AND THE COUNTRY FOR A NUMBER OF YEARS.

ADDITIONALLY, THE POVERTY RATE FOR HISPANICS AND AFRICAN AMERICANS AT 21% IS HIGHER THAN FOR NON-WHITE, WHITE, NON-HISPANIC RESIDENTS, WHICH IS LESS THAN 11%.

WOMEN ARE, UH, MORE LIKELY TO BE LIVING IN POVERTY THAN MEN, AS YOU HEARD EARLIER.

AND TODAY, THE CITY SPENDS MORE THAN 450 MILLION ANNUALLY ON PROGRAMS THAT ARE DESIGNED TO REDUCE AND PREVENT POVERTY, AS WELL AS THOSE, UM, THAT REDUCE BARRIERS TO MOBILITY, INCLUDING LACK OF ACCESS TO EDUCATION AND WORKFORCE OPPORTUNITIES, INADEQUATE TRANSPORTATION AND POOR INFRASTRUCTURE.

UH, YOU KNOW, AND SO THIS SLIDE IS IN EVERY PRESENTATION BECAUSE EDUCATION ATTAINMENT IS CLOSELY CORRELATED TO POVERTY AND IMPACTS OUTCOMES ACROSS EVERY ISSUE AREA.

18% OF SAN ANTONIO RESIDENTS DO NOT HAVE A HIGH SCHOOL DIPLOMA COMPARED TO ALMOST 13% NATIONALLY.

[01:20:02]

THIS MAP CLEARLY DEMONSTRATE THAT RESIDENTS DEMONSTRATES THAT RESIDENTS IN THE WEST, SOUTH, AND SOUTH AND EAST PARTS OF THE CITY HAVE LOWER AVERAGE EDUCATION ATTAINMENT THAN THOSE IN THE NORTH.

AND SO WHEN LOOKING AT INCOME AND EMPLOYMENT, WE FIND THAT LOW WAGE JOBS DOMINATE WITH MORE THAN A QUARTER OF WORKERS AND OCCUPATIONS WITH A MEDIUM WAGE LESS THAN 25,000 PER YEAR.

MEDIAN HOUSEHOLD INCOME IN SAN ANTONIO IS LOWER, AND POVERTY RATES ARE HIGHER THAN IN BEXAR COUNTY, TEXAS.

AND THE US ACCORDING TO THE URBAN INSTITUTE, COMPARED TO THE NATIONAL AVERAGE, SAN ANTONIO RESIDENTS HAVE LOWER MEDIAN CREDIT SCORES, HIGHER DELINQUENT DEBT, AND LITTLE OR NO SAVINGS.

THE MEDIAN CREDIT SCORE OF RESIDENTS IN PREDOMINANTLY NON-WHITE ZIP CODES IS SIGNIFICANTLY LOWER AT 615 THAN IN PREDOMINANTLY WHITE ZIP CODES AT 721.

THIS INCREASES THE COST OF FINANCIAL SERVICES AND REDUCES ACCESS TO CREDIT, WHICH IS A PILLAR OF A FAMILY'S ABILITY TO GROW THEIR WEALTH.

AND THIS GAP IS LARGER IN BEXAR COUNTY THAN IN TEXAS AND THE US OVERALL.

AND SO IN THE AREA OF SMALL BUSINESS AND AND ENTREPRENEURSHIP, THE REPORT FINDS THAT STATES WITH MORE ENTREPRENEURS ARE SEEING BIGGER DECLINES IN POVERTY.

DISPARITIES IN BUSINESS FORMATION AND RETENTION RATES ARE RELATED TO THOSE THAT EXIST FOR POVERTY, EDUCATION, INCOME, AND WEALTH.

IN SAN ANTONIO, MINORITY OWNED FIRMS ARE LESS LIKELY TO RECEIVE LOANS AS COMPARED TO NON-MINORITY OWNED FIRMS. AND ONLY 22% OF BUSINESSES IN THE SAN ANTONIO NEW BRAUNFELS METROPOLITAN STATISTICAL AREA ARE WOMEN OWNED COMPARED TO 63% THAT ARE OWNED BY MEN, AND 15% THAT ARE JOINTLY, JOINTLY OWNED BY MEN AND WOMEN THROUGH THE CITY'S BUDGET.

THE TOTAL FUNDING FOR EMPLOYMENT INVESTMENTS IN SUPPORTS IN FISCAL YEAR 2020 IS 73.4 MILLION.

THE LARGEST PORTION OF THIS IS THE CHILDCARE SUBSIDY PROGRAM, WHICH PAYS FOR CHILDCARE WHILE LOW INCOME PARENTS ARE WORKING OR GOING TO SCHOOL.

THE TRAINING FOR JOB SUCCESS PROGRAM IS AN INTENSIVE CASE MANAGEMENT PROGRAM TO TRAIN AND PLACE INDIVIDUALS LIVING IN POVERTY INTO HIGH DEMAND, GOOD PAYING JOBS.

AND FINALLY, THE 3.7 MILLION IS ALLOCATED THROUGH THE CONSOLIDATED FUNDING PROCESS TO WORKFORCE DEVELOPMENT AGENCIES, INCLUDING PROJECT QUEST.

IN THE AREA OF EDUCATION FUNDING, CITY SPENDING IS ALMOST 150 MILLION, WHICH INCLUDES PRE-K FOR ESSAY, HEAD START AND EARLY HEAD START.

THE SAN ANTONIO EDUCATION PARTNERSHIP PARKS AND RECREATION PROGRAMMING.

AND THESE PROGRAMS PRIMARILY SERVE POOR OR LOW INCOME CHILDREN AND YOUTH.

THE FISCAL YEAR 2020 ADOPTED BUDGET ALSO INCLUDED 6.1 MILLION IN FINANCIAL HEALTH INVESTMENTS, INCLUDING EMERGENCY ASSISTANCE AND FINANCIAL EMPOWERMENT.

UH, COUNSELING CENTERS.

THE FINANCIAL EMPOWERMENT CENTERS HELP RESIDENTS WITH FINANCIAL COUNSELING AND, AND BUILDING CREDIT.

UM, THE FUNDING ALSO INCLUDES RENTAL ASSISTANCE THROUGH NEIGHBORHOOD HOUSING AND SERVICES DEPARTMENT, AS WELL AS SENIOR FINANCIAL SECURITY EFFORTS, UM, TO HELP SENIORS BALANCE THEIR FIXED WHAT IS GENERALLY A FIXED INCOME FOR THEM.

AND FINALLY, IN THE AREA OF SMALL BUSINESS AND ENTREPRENEURSHIP, THE CITY'S INVESTMENTS INCLUDE 1.3 MILLION IN MENTORSHIP AND RESOURCES, UM, PROGRAMS, AND THEN 1.4 MILLION IN COMMUNITY INVESTMENT AND REVITALIZATION EFFORTS.

AND SO THE STATUS OF POVERTY REPORT INCLUDES 15 RECOMMENDATIONS ACROSS FIVE CATEGORIES THAT WERE ALSO IDENTIFIED IN THE ASSET FUNDERS NETWORK 2019 REPORT.

UM, THE TWO RECOMMENDATIONS THAT ARE IDENTIFIED THAT RELATE TO THIS COMMITTEE, UM, ARE IN RED AND ARE TO ENHANCE THE SAFETY NET FOR LOW INCOME FAMILIES AND EXPAND ACCESS TO PRODUCTS AND SERVICES THAT SUPPORT ASSET BUILDING AND PRESERVATION.

AND SO, SPECIFICALLY, RECOMMENDATIONS FROM THE REPORT RELATED TO ENHANCING THE SAFETY NET AND FINANCIAL PRODUCTS AND SERVICES ARE TO INVEST IN WORKFORCE TRAINING THAT LEADS TO HIGHER PAY IN DEMAND JOBS, INVEST IN EXPANSION OF PROGRAMS THAT OFFER WRAPAROUND FINANCIAL SUPPORTS FOR SINGLE MOTHERS ATTENDING JOB TRAINING OR HIGHER EDUCATION, INVESTING IN THE EXPANSION OF FINANCIAL COACHING AND COUNSELING, EXPANDING THE AVAILABILITY AND ACCESS TO LOW COST FINANCIAL PRODUCTS AND SERVICES, AND TO NURTURE THE DEVELOPMENT OF INNOVATIVE AND AFFORDABLE ALTERNATIVES TO TAX LOANS.

AND I WOULD ALSO ADD PAYDAY LOANS.

I AM PRESENTING THESE WITH THE GOAL OF UNDERSTANDING WHAT MIGHT RESONATE WITH THIS COMMITTEE, WHAT YOU ALL MIGHT WANT TO PRIORITIZE AMONG YOUR, AMONG YOUR MANY COMPETING NEEDS.

WE ALSO WANT TO UNDERSTAND WHAT ADDITIONAL INFORMATION YOU WOULD LIKE TO HEAR, AND ALSO YOUR INPUT ON INITIATIVES

[01:25:01]

AND PROJECTS TO PURSUE.

AND SO, AS AN EXAMPLE OF THE KIND OF PROJECTS THAT MIGHT SUPPORT THESE RECOMMENDATIONS, HUMAN SERVICES IS NEWLY ENGAGED IN A PROJECT CALLED THE FINANCIAL, THE FAMILY INDEPENDENCE INITIATIVE.

THIS IS A NATIONAL INITIATIVE CURRENTLY IN VARIOUS STAGES OF IMPLEMENTATION ACROSS THE COUNTRY, UM, IN CITIES SUCH AS BOSTON AND AUSTIN.

THE H E B FAMILY FOUNDATION IS LEADING A COMMUNITY EFFORT TO PILOT THIS PROGRAM.

AND THE PILOT WILL WORK WITH 500 LOW INCOME FAMILIES OVER TWO YEARS THROUGH THREE STRATEGIES THAT INCLUDE CASH ASSISTANCE, FINANCIAL OBSERVATION, AND A SOCIAL NETWORK PLATFORM THAT CONNECTS PARTICIPATING, PARTICIPATING FAMILIES TO EACH OTHER TO CREATE A PEER-TO-PEER NETWORK, UM, ADVICE AND EVEN IN EXCHANGE OF SERVICES BETWEEN THOSE FAMILIES.

RESULTS AT OTHER COMMUNITIES FOR THIS EFFORT INCLUDE A 21% INCREASE IN INCOME AND A 36% DECREASE IN SUBSIDIES SUCH AS TANF AND FOOD STAMPS OVER THE TWO YEAR PERIOD.

AND SO, UM, AS I MENTIONED, THIS COMMITTEE IS ONE OF SEVEN STOPS FOR THIS PRESENTATION.

WE ANTICIPATED COMPLETING THOSE BY THE END OF MARCH, AS WELL AS CONDUCTING A SAN ANTONIO SPEAKUP SURVEY TO GET COMMUNITY WIDE INPUT ON PRIORITIES AND STRATEGIES WITH EMPHASIS ON OUTREACH TO OUR LOW INCOME RESIDENTS.

WE WILL ALSO BRIEF OTHER COMMUNITY FUNDERS, NONPROFIT ORGANIZATIONS, AND COMMUNITY DEVELOPERS STRESSING THAT POVERTY IS NOT JUST A CITY ISSUE AND THE CITY CANNOT ADDRESS IT ALONE.

ONCE EACH COMMITTEE HAS IDENTIFIED THEIR PRIORITY STRATEGIES, WE'LL IDENTIFY, UM, DEPARTMENT LIAISONS TO WORK ON THOSE ISSUES AND RELEVANT TOPICS.

AND THEN WE ANTICIPATE BRING, BRINGING THESE RECOMMENDATIONS TO AND PRIORITIES OF ALL SEVEN COMMITTEES TO A B SESSION IN APRIL.

AND SO THAT CONCLUDES MY PRESENTATION.

I'M HAPPY TO ANSWER QUESTIONS.

COUNCIL, COUNCIL MEMBER GONZALEZ.

UM, OKAY.

WELL, THANK YOU VERY MUCH.

I, THIS IS VERY EXCITING TO ME, UM, BECAUSE I FEEL LIKE THESE ARE ALL VERY DOABLE THINGS MM-HMM.

, UH, THAT WE CAN DO AND, AND ALSO ARE ALREADY DOING.

UH, AND ALSO LOOKS LIKE IT MIGHT BE A LITTLE EASIER TO MEASURE.

SO, I MEAN, I KNOW THAT, UM, SOME OF THE THINGS THAT WE TALKED ABOUT, ESPECIALLY REGARDING SORT OF DOMESTIC VIOLENCE AND GENERATIONAL POVERTY JUST TAKES SO LONG TO SEE A RESULT.

BUT IN SOME OF THESE LIKE ENTREPRENEURSHIP THAT COULD BE SOMETHING WE COULD GET, YOU KNOW, TO WITHIN TWO YEARS HAVE SIGNIFICANT RESULTS.

UH, AND I, I'M, I'M, I'M, I GUESS I FIND IT, UH, INTERESTING, UM, THAT CITIES THAT HAVE HIGHER RATES OF ENTREPRENEURSHIP ALSO HAVE LOWER RATES OF POVERTY.

UM, AND, UH, I THINK THAT'S SOMETHING THAT WE COULD DO BETTER.

UH, I KNOW THAT I, I AND, AND HAVE, BUT AT THE SAME TIME, IT'S NOT NEW.

SO IT COULD JUST BE EXPANDING THAT.

I KNOW I'VE TALKED A LOT IN ABOUT, TO OUR ECONOMIC DEVELOPMENT DEPARTMENT ABOUT FOCUSING MORE ON EXISTING COMPANIES OR, UH, MORE STUFF WITHIN, IT'S ALREADY IN THE CITY, UH, AND NOT DOING SO MUCH RECRUITMENT FOR OUT OF THIS CITY.

UH, AND SO I JUST, I, I'M, I'M, I LIKE THIS, UH, WHAT I'M HEARING IN THIS ONE.

AND I THINK THAT WE'LL LIKELY HAVE SOMETHING TO REPORT WITHIN A YEAR'S, YOU KNOW, MAYBE A YEAR'S TIME, WHICH I'M VERY GRATEFUL FOR THAT.

AND I KNOW THAT THERE ARE ALSO OTHER ORGANIZATIONS IN THE PRIVATE SECTOR, UH, THAT MIGHT BE WILLING TO SUPPORT THINGS THAT ARE RELATED TO FINANCIAL LITERACY, WHICH SEEMS THAT IT'S HARDER TO GET ORGANIZATIONS TO SUPPORT, SAY, DOMESTIC VIOLENCE.

UM, I'M NOT REALLY SURE WHY THAT IS, BUT I KNOW I, I MET WITH A GROUP OF, OF INSURANCE BROKERS THE OTHER DAY, AND WHEN WE OPENED THE DISCUSSION, YOU KNOW, MANY OF THEM SAID THEY WOULD BE WILLING TO HOST, UH, AN EVENT TO TALK ABOUT FINANCIAL LITERACY.

UH, EVEN THE REAL ESTATE ASSOCIATION IS TALKING ABOUT HOW THEY CAN HELP WITH CREDIT SCORES AND STUFF LIKE THAT SO THAT THEY CAN GET PEOPLE INTO MORTGAGES.

SO I JUST THINK THAT THIS IS A, A VERY, UM, THIS TYPE OF WORK, UH, REALLY LENDS ITSELF TO MORE PRIVATE SECTOR SUPPORT, ESPECIALLY THROUGH BANKS, UM, THROUGH INSURANCE, THROUGH MORTGAGE COMPANIES, STUFF LIKE THAT.

SO, UH, I LOOK FORWARD TO, UM, UH, AND THAT, AND THAT IN FACT, MAYBE WE COULD GET, UM, SOME FEEDBACK ON WHAT THE PRIVATE SECTOR'S DOING MM-HMM.

IN THESE REGARDS AND SEE HOW THEY MIGHT LIKE TO PARTNER.

I KNOW THAT THEY DO SOME, UM, WHEN WE ASK THEM TO, BUT I KNOW THAT I SORT OF DO IT INDEPENDENTLY IN MY DISTRICT.

MAYBE WE COULD DO SOMETHING THAT WAS MORE TO SCALE.

SURE.

UM, THAT MAYBE U S A A WOULD LOVE TO BE A PARTNER IN FIGURING OUT HOW WE IMPROVE THE CREDIT SCORES OF, I MEAN, I, I JUST MM-HMM.

, MAYBE THERE MIGHT BE OTHER COMPANIES TOO, BUT THAT JUST COMES TO MIND.

AND WE DO HAVE A NUMBER OF FINANCIAL PARTNERS, UM, THAT WORK WITH US ON OUR VIDA PROGRAM, OUR FINANCIAL COUNSELING

[01:30:01]

PROGRAM.

WE'VE ALSO WORKED WITH INSURANCE COMPANIES, SO YOU, YOU KNOW, YOUR, YOUR COMMENTS ARE RIGHT ON.

AND, UM, IT DOES TEND TO ATTRACT MORE PUBLIC SECTOR OR PRIVATE SECTOR, UM, INVESTMENT THAN, THAN SOME OF OUR OTHER PROGRAMS. GREAT.

WELL, MAYBE WE COULD HAVE A GOAL MM-HMM.

, UH, SO I DON'T KNOW AGAIN WHAT THAT LOOKS LIKE, BUT FOR HOW MUCH LIKE WE, THEY MIGHT LIKE TO SUPPORT US.

COUNCIL COURAGE.

THANK YOU, MADAM CHAIR.

UH, ON SLIDE 13, WHERE YOU LIST THE, THE FIVE PROPOSED FOCUS AREAS, I, I'M IN AGREEMENT WITH THOSE AS WELL.

UH, WHAT KIND OF ALTERNATIVES FOR LOW COST FINANCIAL PRODUCTS OR AFFORDABLE ALTERNATIVES FOR TAX TIME LOANS OR FOR THAT MATTER, PAYDAY LENDING IS, UH, IS BEING EXPLORED, IS OUT THERE? WHAT HAVE WE HEARD? IF THIS CAME BASED ON, UH, CENSUS DATA AND, AND NATIONAL INFORMATION? IS THERE SOME DIRECTION TO GO IN TO FIND, UH, AVAILABLE FINANCIAL SERVICES, AFFORDABLE FINANCIAL SERVICES? AND, YOU KNOW, ACTUALLY THIS YEAR FOR OUR VITAS SEASON, OUR VITA COALITION, UM, WORKING WITH RIVER CITY CREDIT UNION, UM, WAS ABLE TO IDENTIFY AN ALTERNATIVE TAX LOAN.

AND SO RIVER CITY CREDIT UNION CAME FORWARD AND, YOU KNOW, AT FIRST OFFERED TO DO A REFUND ANTICIPATION LOAN, UM, FOR $25, WHICH IS REALLY AN INCREDIBLE COST.

THE DAY THAT WE HAD OUR PRESS CONFERENCING KICKOFF, THEY CAME BACK LATER THAT AFTERNOON AND SAID, NO, WE'RE GONNA DO IT FOR $15.

YOU KNOW, WHEN YOU VISIT A, A TAX PREPARER, A PAID TAX PREPARER, THOSE, THOSE RETURNS CAN COST $300.

AND SO WE FEEL LIKE THAT THAT IS JUST AN OUTSTANDING OFFER FROM RIVER CITY.

ANOTHER AREA THAT WE'RE EXPLORING OUR, EXPLORING OUR EMPLOYER BASED LOANS AS AN, UH, ALTERNATIVE TO PAYDAY LOANS.

SO, UM, THERE ARE A NUMBER OF CITIES WHERE BANKS HAVE, UM, IMPLEMENTED THE LOANS IN PARTNERSHIP WITH THE CITY, BECAUSE IF THE BANK CAN, UM, DO AN AUTOMATIC WITHDRAWAL FROM AN EMPLOYEE'S PAYCHECK OVER TIME, THEN IT'S PRETTY SECURE FOR THEM.

AND SO INSTEAD OF A PAYDAY LOAN, WHICH USUALLY HAS TO BE PAID BACK WITHIN 60 TO 90 DAYS AND ENDS UP BEING AN INTEREST RATE ANYWHERE FROM 400 TO 700%, UM, THESE BANKS ARE WORKING WITH CITIES TO DO MAYBE AN 18% LOAN OF UP TO A THOUSAND DOLLARS WITH PAYMENTS SPREAD OUT OVER 12 MONTHS INSTEAD OF, UM, WITHIN THREE OR FOUR MONTHS.

AND SO WE'RE DISCUSSING THAT WITH HR AS WELL, HOPING MAYBE THE CITY CAN BE A, A GREAT EXAMPLE OF THAT.

AND THEN WE CAN GO OUT TO THE PRIVATE SECTOR AND SAY, YOU KNOW, THIS IS SOMETHING THAT COULD REALLY BE A BENEFIT TO YOUR EMPLOYEES SO THAT WHEN THEY GET THEIR CHECK, IT'S NOT ALL FIRST BEING HANDED OVER TO PREDATORY LENDERS.

IS THERE ANY KIND OF STATE ENABLING LEGISLATION THAT, UH, EITHER CREATES A BARRIER OR OPENS A DOOR TO DO THIS KIND OF THING? UM, NOT THAT I'M AWARE OF.

UM, THERE, YOU KNOW, THERE IS STATE ENABLING LEGISLATION THAT PROVIDES A LITTLE BIT OF REGULATION ON PAYDAY LENDERS, BUT WE HAVEN'T COME ACROSS ANYTHING THAT WOULD PREVENT A RIVER CITY CREDIT UNION OR ANOTHER LOCAL, UH, BANK FROM, FROM DOING ALTERNATIVE LOAN PRODUCTS.

YOU KNOW, IF, IF THEY'VE, AS A, AS A CREDIT UNION SAID WE CAN DO THIS, UH, HAVE WE THEN GONE OUT TO OTHER CREDIT UNIONS AND SAID, THEY'RE DOING THIS, CAN YOU DO THIS? WHEN WE, UM, WE HAVE OUR VIDA COALITION MEETINGS, WE HAVE, UM, A SEVERAL BANKS THAT ARE INVOLVED IN THAT PROJECT.

AND SO THEY'RE, THEY'RE SEEING WHAT, UM, RIVER CITY AND, AND SOME OF THE OTHER CREDIT UNIONS ARE DOING.

AND, UM, YOU KNOW, THEY HAVEN'T COME FORWARD WITH THEIR OWN PRODUCT YET, BUT CERTAINLY, YOU KNOW, THEY KNOW THAT THAT'S BEEN A VERY POPULAR AND UM, UH, YOU KNOW, VERY NEEDED PRODUCT.

AND SO WE, WE SHOULD DEFINITELY HAVE THOSE CONVERSATIONS WITH THEM.

DO YOU KNOW HOW MANY PEOPLE TOOK ADVANTAGE OF THAT RIVER CITY? I DON'T KNOW YET.

WE'RE STILL IN THE VITA SEASONS.

SO, BUT, SO IT'S, THAT'S SOMETHING WE'LL DEFINITELY REPORT TO YOU.

THANK YOU MADAM CHAIR.

TO US, ONE OF THE THINGS THAT WE LOOK AT AND WE FIND ARE, UM, UH, JUST THE HOME OWNERSHIP AND HOME OWNERSHIP IN THAT AREA, THAT SOME OF THE, THE ONLY WEALTH OR ASSET THAT SOME FAMILIES IN THAT SAME HIGHLY CONCENTRATED RED AREA HAS IS THEIR HOME, RIGHT? SO WHAT ARE THEY DOING IN ORDER TO MAKE SURE THAT THEY PROTECT THAT, THAT THEY HAVE THEIR TAX EXEMPTIONS, THAT THEY HAVE THEIR CLEAR TITLES, THAT THEY HAVE A WILL IN PLACE.

UM, THANK YOU FOR THE PRESENTATION.

UH, SOME FEEDBACK FROM ME IS I THINK WE NEED TO, UH, I'D LIKE TO SEE NUMBER ONE, THE INVESTMENT WORKFORCE TRAINING, UM, THE INVESTMENT EXPANSION OF PROGRAMS THAT OFFER WRAPAROUND FINANCIAL AND ALSO NUMBER FIVE, NURTURE THE DEVELOPMENT OF AN INNOVATIVE AND AFFORDABLE ALTERNATIVE LOANS.

SOMETHING THAT I'D ALSO LIKE TO SEE IS, UM, KIND OF THE COMBINATION OF FINANCIAL CO COACHING, COUNSELING AND AVAILABILITY AND ACCESS TO LOW COST FINANCIAL PRODUCTS AND SERVICES.

I THINK THINK ONE OF THE THINGS WHEN WE'RE LOOKING AT THAT SAME MAP THAT YOU'VE PRESENTED

[01:35:01]

UM, WE, SO THEY KNOW THAT THAT'S WEALTH AND ASSET BUILDING THAT THEY CAN PASS ON FOR GENERATIONS TO COME.

UM, I THINK THAT'S WHERE WE AS A CITY NEED TO DO MORE AND HELP WEALTH, CREATING WEALTH FOR ALL PEOPLE AND CHANGING THAT ECONOMIC MOBILITY OR SOCIAL ECONOMIC, THE MOBILITY IN THE FUTURE.

SO THAT'S WHAT I WANT US TO KIND OF HAVE THAT, UH, COMBINATION ALTOGETHER, IF WE CAN WORK ON THAT.

SOUNDS GOOD.

UM, ALSO WHAT I'D LIKE TO TALK ABOUT, UM, YOU HAVE IN HERE ABOUT ENGAGING LOCAL BANKS.

I'D LIKE TO SEE HOW WE CAN'T, LIKE THEY JUST MENTIONED ENGAGING LOCAL BANKS, BUT ONE OF THE OTHER ITEMS, IF YOU CAN PROVIDE THIS, I THINK WE CAN WORK WITH ZONING OR WITH D S D.

I KNOW THEY'VE HAD A DIFFERENT STATS IN THE PAST IN CALIFORNIA.

I'D LIKE TO SEE HOW MANY PAYDAY LOAN AND TITLE TRANSFER.

, UH, OR TITLE LOAN BUSINESSES DO WE HAVE IN THE CITY OF SAN ANTONIO? I KNOW, UM, BACK IN, I BELIEVE IT WAS 2007 OR 2006 IN THE SAN FRANCISCO AREA, UM, THERE WERE MORE PAYDAY AND TITLE LOAN PLACES IN THE SAN FRANCISCO AREA THAN STARBUCKS AND MCDONALD'S COMBINED.

SO I, I'D LIKE TO KNOW THAT STAT FOR THE CITY OF SAN ANTONIO AND WE, WE USE THAT SAME COMPARISON.

UM, ANY OTHER QUESTIONS TO MY COLLEAGUES? NO.