On the message and Ordinance, referred on February 9, 2022, Docket #0259, Amending City of Boston Code, Ordinances, Chapter XV, Section X and Establishing the Boston Fair Chance Act, the committee submitted a report recommending the Ordinance ought to pass in a new draft. The report was accepted; the Ordinance was passed in a new draft.
Lucky Number 0259 Council on Me here in Arroyo offered the following an ordinance amending City of Boston Code Ordinances, Chapter 15, Section ten, and establishing the Boston Fair Chance. To be chair. Recognizes Councilmember. Here, Councilmember. Here you have the floor. Thank you, Mr. President. And thank you to Kelso Arroyo and his staff for co-sponsoring this docket alongside of our office, the city of Boston employees, nearly 20,000 people to do all sorts of jobs, from parking attendants to EMS workers to sewer workers and more. There are a few things in our city that aren't made better by the work of our city employees. We saw during the last storm how essential our Boston Public Works employees really are. And for many of them, this isn't just about collecting a paycheck. Their jobs aren't just what they do. It's who they are. Over the past several months, I have been in deep communication and meeting with these workers to learn about their experiences working for the city. In each meeting, we heard the same story. Workers of color, some who have been city employees for nearly 30 years, have been routinely denied opportunities to advance their careers to obtain higher wages. A quick look at the city's employment dashboard reveals this to be true. According to the Demographics dashboard as of January 2022, while white employees made up 48.9% of the total workforce, they disproportionately represented 61.6 of employees making over 80,000 a year. Even in departments with large percentages of employees of color, the top earners are predominantly white, such as the Department of Public Works, where black and brown employees make up nearly half of the total of the workforce. But only 10% of the top ten earners. We have heard from workers of color who have been tasked with training newer, less experienced, predominantly white employees for positions above them, meaning that they are somehow experienced enough to train management but not experience enough to be management. We have also heard from qualified city employees who sought to seek higher levels of employment, only to be passed over for a buddy or a relative of a hiring manager. In hearings, we have asked questions to numerous departments as to why they do not have a more diverse workforce. Each time we ask this question. We hear a similar response that the talent just isn't there. After meeting with countless workers of color, each of whom have demonstrated their expertize, their passion and their commitment to the city, it is clear that the talent is there, but we're just not utilizing it. This is why we are failing. The Boston Fair. Chance at the Fair Chance Act formally codifies a chief diversity officer position who will work with all city agencies to develop a detailed plan for hiring minority employees, women employees, LGBTQ plus employees and employees with disabilities. A detailed plan for promotion of State Employees. A detailed plan for improving work place culture, preventing harassment, intimidation and bullying. And a detailed plan for disseminating this information to covered employees. The Chief Diversity Officer will also take the steps to ensure that opportunities for nepotism or workforce discrimination are eliminated. We have the capacity in Boston to create a workforce that is representative of our communities and representative our commitment to economic empowerment. I look forward to this conversation and to strengthening this ordinance alongside my colleagues. You know, I just have to say, in being in deep community with a lot of our city employees, many of which were even afraid to speak up, it just goes to show that the volume of importance that this particular conversation has in this moment in time to ensure that we're moving the needle when it comes to ensuring that all people have the opportunity to rise up. Thank you. Thank you, Councilman. Here. The chair recognizes Councilor Arroyo. Counsel Arroyo, you have the floor. Thank you, Mr. Gray. Thank you, Mr. President. Thank you, Councilman Heath, who summarizes really well. What I'll just add to this is I think it's incredibly, incredibly important that as a city, we ensure that residents are qualified to get employed, are promoted, get a fair chance at doing so. And my hope is that these changes help make a fairer and more just process when it. And frankly, a more transparent process when it comes to how we decide and make hires and promotions in the city of Boston. And so I look forward to working on this with council, and I'm grateful to councilman here for for our work in this. Thank you. Thank you. Council Royal. Is anyone else looking to speak on this matter? If you are, can you. Can you raise your hand? I don't see anyone wishing to speak on this matter. If you would like. If you would like to add your name, would you please raise your hand at this time? Mr. Clarke Can you hear it? Councilor Fernandez Anderson, Council LRA. Councilor Murphy Council of Rate and Council Lodging Council where. Council of City Council a block. Please add the chair. I don't see I don't see anyone else's name. Anyone else's hand. Docket 0259 will be referred to the Committee on Government Operations. Mr. Clerk, please read docket 0260, please. Lucky numbers 0260 Council plan all for the following resolution in support of each 3115 enact and in ensuring equitable representation in the Commonwealth.