and is no use of going to you, mickey callahan. it is no use. >> wait, wait. we have to keep this professional and not make this personal. >> we are not giving it a fair chance. it is personal, madam president. it is very personal. we are in pain. we are in pain. i want every board of supervisors to understand that. i want you to feel it, and i want you to help us to resolve these issues in the city and county of san francisco when it comes to black workers. thank you very much. [applause] >> teresa rutherford while. >> good afternoon. i want to thank the board of supervisors for convening this meeting to give us another opportunity to speak to a very systemic and very painful experience that we have been having for over 100 years. racism has been infused into our culture and our country and to the psyche. we see it at the white house. we see it everywhere. however, san francisco has always held itself up as a beacon. we are demanding that you live up to that standard and you maintain that. that you be the beacon that shines. right now we met in september and

mickey callahan, i'm the city's department of human resources director. i'm here with scott wolf who will assist me in facilitating the selection process. our goal is to ensure that the commission has a group of well qualified candidates from whom to select either up to three candidates to send to the mayor for consideration and appointment in light of the announced retirement of chief hayes-white. we have prepared, and i believe you have in your packets, a date and recommended hiring steps, so i'd like to maybe run through the highlights of that for you and talk a little bit about what we will be doing and how we will be supporting the commission, if that's helpful. >> president cleaveland: we do. please proceed. >> we have prepared a -- first, i will note that the charter provides that the obligation of the require commission is to -- fire commission is to under the charter submit at least three qualified applicants. this is the standard that exists for most of the department head selection processes in the city. there are a few that are different, but

callahan's office, and this is what they said. while we acknowledge the extreme offensiveness of the n. word. nonnote one comment is not sufficiently severe to create an abusive working environment. how can you tell me it wasn't abusive to me? being called a nigger. had i called someone in that office a racial slur, it would have been a different outcome. the one that called me this scary nigger, she is still working. and i have no job. >> chair peskin: thank you for sharing. thank you. thank you for sharing. thank you. we hear you. >> good evening. thank you, board of supervisors for giving us this opportunity. my name is brandon. i am an employee. i have been with the city and county for ten years in department such as the fine arts museum, m.t.a. and d.p.h. although i have my own documented experiences on being bullied on the job because i don't have the years, i don't have enough years of experience, and -- in the position because i've been at one place for a year and a half, and my coworkers have been there for 20 , i have be

mickey cal ahan -- callahan. i'm focus on initiatives we've adopted pursuant to adopting the executive directives. as president cohen noted we'll hear from other departments an i'll talk about the department-specific initiatives adopted and ongoing. i think you know departments are responsible for hiring and initiativing discipline at the department level there's an appellate body in investigating and attempting to resolve e.l. complaints an establishing workforce programs to ensure diversity in the city among other and other policies as well. you'll likely hear from some other individuals who spoke at the g.a.o. and i too was disturbing and upset by -- disturbed and upset by some things we heard. some of the cases i and my staff are familiar with and will not be able to share other information about those case for privacy reasons so i want to let you know that. i think it's clear there's a problem and the city can and should do more. the sit -- mayor's executive direct ef provides a good road map. i want to talk