[CALL TO ORDER] [00:00:07] CALLING THIS MORNING'S MEETING TO ORDER. PLEASE TAKE ROLL. . MS. ACOSTA, WILL YOU PLEASE LEAD US IN THE PLEDGE? SURE. PLEASE RISE. PLACE YOUR HAND OVER YOUR HEART. FACE THE FLAG AND REPEAT WITH ME. I PLEDGE ALLEGIANCE TO THE FLAG OF THE UNITED STATES OF AMERICA AND TO THE REPUBLIC FOR WHICH IT STANDS. ONE NATION UNDER GOD, INDIVISIBLE, WITH LIBERTY AND JUSTICE FOR ALL. NEXT IS PUBLIC COMMENT. DO WE HAVE ANY SPEAKERS? WE HAVE NO SPEAKERS. THANK YOU. AND WE'LL. CITY MANAGER, WILL YOU? I'M SORRY. WELL, LET'S GO AHEAD AND DO THE ITEM AS PUBLIC SPEAKERS. [Additional Item] WE'LL DO THOSE FIRST BECAUSE THAT'LL BE THE VERY NEXT THING WE DO. OKAY. TRACEY CARMICHAEL, FOLLOWED BY KELLY BURTON. PRESENTATION. THANK YOU. WOULD IT BE MORE APPROPRIATE TO TO HANDLE THIS AS PUBLIC SPEAKERS OR PEOPLE ON AGENDA? ITEM NUMBER ONE, WE DO THE PRESENTATION AND THEN THEY SPEAK OR SHOULD WE HAVE THEM FIRST? SO FOR SPECIAL MEETINGS, THE REQUIREMENT IS THAT YOU EITHER HAVE THE PUBLIC SPEAKERS COME BEFORE OR DURING THE PRESENTATION OR DURING THE. SO YOU'D HAVE TO FIGURE OUT EXACTLY WHERE IN YOUR MATTERS THAT YOU'RE CONSIDERING, WHERE YOU'D WANT TO BREAK IT UP AND HAVE PUBLIC SPEAKERS DURING. I'M GOING TO BE A LITTLE FLEXIBLE. FIRST, WE'LL CALL FOR PUBLIC SPEAKERS. IF ANY OF THEM WANT TO SPEAK AS PUBLIC SPEAKERS, WE'LL ALLOW THAT. AND IF NOT, THEN WE'LL DO THE PRESENTATION AND THEN SPEAKERS CAN SPEAK. AFTER THAT. WE'LL LEAVE IT UP TO THEM IF. IS THAT OKAY TO BE FLEXIBLE? OKAY. I'D LIKE TO WAIT UNTIL AFTER THE PRESENTATION. OKAY. PLEASE, PLEASE CALL THEIR NAME AND THEN WE'LL ASK THEM IF THEY WANT TO WAIT UNTIL AFTER OR BEFORE. OKAY. KELLY BURTON. SO I'M SPEAKING ON THE IMPLICIT BIAS. IS THIS THE APPROPRIATE TIME? WE'RE GOING TO BE FLEXIBLE. THIS IS IT'S UNUSUAL TO HAVE A MEETING LIKE THIS, SO I'M GOING TO MAKE IT FLEXIBLE. IF YOU'D LIKE TO SPEAK AS BEFORE, YOU MAY YOU MAY SPEAK OR NOT, AND YOU MAY SPEAK AFTER THE THE MEETING OR AFTER THE PRESENTATION. OKAY. I'LL GO AHEAD AND GO INSIDE. OKAY. THANK YOU. GOOD MORNING. IMPLICIT BIAS OR UNCONSCIOUS BIAS IS DEFINED AS AN ATTRIBUTION OF STEREOTYPES OF CERTAIN QUALITIES ONTO SPECIFIC SOCIAL IDENTITIES THAT TAKES PLACE ALMOST ENTIRELY BENEATH ONE'S AWARENESS. MEANING YOU ARE RACIST EVEN IF YOU ARE NOT. THE RADICAL LEFT EMBRACES MARXIST PROGRAMS. THEN WHEN PEOPLE SEE WHAT THEY ARE DOING AND REJECT IT, THEY PIVOT TO NEW LANGUAGE BUT THE SAME PHILOSOPHY. THIS HAPPENED WITH CRITICAL RACE THEORY, WHICH SAYS THE MOST IMPORTANT THING ABOUT A PERSON IS THEIR RACE. AND EVERY INSTITUTION IN OUR SOCIETY IS GUILTY OF SYSTEMIC RACISM AND WHITE SUPREMACY. THEN THEY CHANGED THE LANGUAGE, CALLING IT DIVERSITY, EQUITY AND INCLUSION. GEORGE ORWELL WARNED, POLITICAL SPEECH AND WRITING ARE LARGELY THE DEFENSE OF THE INDEFENSIBLE. IF THOUGHT CORRUPTS LANGUAGE, LANGUAGE CAN ALSO CORRUPT THOUGHT. THIS IS ONE OF THE PROBLEMS SPRINGING FROM THE WELL OF WOKE IDEOLOGY FROM WHICH IMPLICIT BIAS, CRT AND DEI COME. THERE IS NO DIVERSITY OF THOUGHT. THERE IS NO TOLERANCE. YOU ARE INCLUDED ONLY IF YOU ACCEPT THEIR IDEOLOGY INSTEAD OF EQUAL EQUALITY. EQUAL OPPORTUNITY. THERE ARE ONLY EQUAL OUTCOMES. THE DIVISIVE PRACTICES CREATE A CULT LIKE CLIMATE OF HATE IN SCHOOLS, WORK AND SOCIETY. ONE MOM SAID OF HER SON HE FEELS TARGETED, HATED AND UNSAFE AS A WHITE MALE AT SCHOOL. DOES THE CITY USE THE IMPLICIT ASSOCIATION TEST? NEW YORK MAGAZINE ARTICLE TITLED PSYCHOLOGY'S FAVORITE TOOL FOR MEASURING RACISM ISN'T UP TO THE JOB. TWO DECADES AFTER ITS INTRODUCTION, THE IMPLICIT ASSOCIATION TEST HAS FAILED. BOTH CRITICS AND PROPONENTS OF THE IAT AGREE STATISTICAL EVIDENCE IS SIMPLY TOO LACKING TO USE THE [00:05:01] TEST. THE IMPLICIT BIAS WORKSHOPS ARE A COTTAGE INDUSTRY PAID WITH THE PEOPLE'S MONEY FOR THOSE WILLING TO BEND A KNEE TO THE LIE OF SYSTEMIC RACISM AND WHITE SUPREMACY. HOW MUCH IS THIS WORKSHOP COSTING CARLSBAD CITIZENS? ONE DIRECTOR OF EQUITY AND INCLUSION CREATED TRAINING TO ERADICATE THE VALUES OF WHITE SOCIETY, THE PRIMARY IMPEDIMENT TO SOCIAL JUSTICE. SHE SAYS THE FIRST STEP IN THE TRAINING IS CONFRONTING WHITES TO CAUSE INTENSE WHITE GUILT AND ADMIT I FEEL BAD FOR BEING WHITE. LATER, SUBJECTS ARE TOLD TO ANALYZE THEIR COVERT WHITE SUPREMACY. THE TRUTH IS, WE HAVE MORE IN COMMON THAN NOT. OUR COUNTRY'S JUDEO-CHRISTIAN FOUNDATION BELIEVES ALL MEN ARE CREATED EQUAL, ENDOWED BY OUR CREATOR WITH UNALIENABLE. MIKE BORRELLO. MIKE BORRELLO ON THE MATTER OF CHANGING MEETING POLICY DURING THE HEIGHT OF THE COVID PANNDEMIC, CITY COUNCIL IN OROVILLE, CALIFORNIA, ADOPTED AN UNPRECEDENTED RESOLUTION. OROVILLE DECLARED IT WOULD OPPOSE ANY STATE OR FEDERAL ORDERS THAT THEY DEEMED TO BE GOVERNMENT OVERREACH. THIS CERTAINLY TOOK COURAGE, BUT ALSO VISION. OROVILLE RECOGNIZED AND ACTED ON THE FACT OF STATE TYRANNY THAT IS BEFORE US NOW, AKA DICTATORSHIP. WE HOLD THESE TRUTHS TO BE SELF-EVIDENT, THAT ALL MEN ARE CREATED EQUAL, THAT THEY ARE ENDOWED BY THEIR CREATOR WITH CERTAIN UNALIENABLE RIGHTS, THAT AMONG THESE ARE LIFE, LIBERTY AND THE PURSUIT OF HAPPINESS. THAT TO SECURE THESE RIGHTS, GOVERNMENTS ARE INSTITUTED AMONG MEN, DERIVING THEIR JUST POWERS FROM THE CONSENT OF THE GOVERNED. THAT WHENEVER ANY FORM OF GOVERNMENT BECOMES DESTRUCTIVE OF THESE ENDS, IT IS THE RIGHT OF THE PEOPLE TO ALTER OR ABOLISH IT, TO INSTITUTE NEW GOVERNMENT. OROVILLE DID JUST THAT. THE PEOPLE, THE GREATER MAGISTRATE OVER ANY FORM OF GOVERNMENT. IT'S WRITTEN INTO THE FABRIC OF THE CONSTITUTION. CONGRESS SHALL MAKE NO LAW ABRIDGING THE FREEDOM OF SPEECH OR THE RIGHT OF THE PEOPLE PEACEFULLY TO ASSEMBLE AND TO PETITION THE GOVERNMENT FOR A REDRESS OF GRIEVANCES. I SPEAK AT THIS PODIUM TO SET RIGHT TO AMEND MY GRIEVANCES OVER THE MATTERS BEFORE THE COUNCIL AND ALSO BEFORE THE PUBLIC EYE SO THAT THEY MIGHT JOIN ME. THE PEOPLE'S GRIEVANCES SHOULD BE, FIRST AND FOREMOST, NEVER RELEGATED TO THE END OF A PUBLIC FORUM FOR THE COUNCIL'S CONVENIENCE. IF THERE IS A HORDE OF RESIDENTS BEFORE YOU, THERE'S LIKELY A GOOD REASON. AND THAT'S YOUR BUSINESS. MY IDEA TO RESTORE PROPER ENGAGEMENT PROVIDE NOT ONLY ONE BUT TWO TIME SLOTS FOR PUBLIC COMMENT, UNLIMITED SPEAKERS IN EACH ONE AT THE START OF THE MEETING AND ONE AT THE END. THIS STRUCTURE WOULD ALLOW THE PUBLIC OPPORTUNITY OF BOTH INFLUENCE AND FEEDBACK. ANYONE SPEAKER SHOULD BE ABLE TO SPEAK AT EITHER OR BOTH TIME SLOTS. CARLSBAD. SORRY. CARLSBAD IS A CHARTER CITY, BUT WE SHOULD CONSIDER TAKING OROVILLE'S LEAD AND DECLARE CONSTITUTIONALITY. WE SHOULD JOIN HUNTINGTON BEACH'S LAWSUIT OVER STATE MANDATED LAND USE POLICIES. AND WE SHOULD THINK IN TERMS OF 1776, STARTING WITH THE PEOPLE'S VOICE. THE PEOPLE ARE THE ROOT OF THE COMMUNITY. THERE IS NO BUSINESS MORE IMPORTANT THAN THE PEOPLES. THANK YOU. TAMARA DIXON. GOOD MORNING. HELLO. CAN YOU GUYS HEAR ME? OH, OKAY. IMPLICIT BIAS IMPACTS THE BEHAVIOR OF THE RADICAL LEFT BY UNKNOWINGLY INTERNALIZING THEIR OWN SHORTCOMINGS. THE WOKE MUST BLAME OTHERS IF THEY DISAGREE WITH THEIR MARXIST IDEOLOGIES. FOCUS ON SEEING PEOPLE AS INDIVIDUALS RATHER THAN FOCUSING ON STEREOTYPES TO DEFINE PEOPLE. SPEND TIME CONSIDERING THEM ON A MORE PERSONAL, INDIVIDUAL LEVEL. WORK ON CONSCIOUSLY CHANGING YOUR STEREOTYPES. IF YOU DO RECOGNIZE THAT YOUR RESPONSE TO A PERSON MIGHT BE ROOTED IN BIASES OR STEREOTYPES, MAKE AN EFFORT TO [00:10:07] CONSCIOUSLY ADJUST YOUR RESPONSE. TIME, TAKE TIME TO PAUSE AND REFLECT IN ORDER TO REDUCE REFLECTIVE REACTIONS. TAKE TIME TO REFLECT ON POTENTIAL BIASES AND REPLACE THEM WITH POSITIVE EXAMPLES OF STEREOTYPED GROUPS. THIS HAS NOTHING TO DO WITH COLOR. IT IS FOR THE WOKE TO FEEL BETTER ABOUT THEMSELVES. THANK YOU. THERE ARE NO ADDITIONAL SPEAKERS AT THIS TIME. THANK YOU. ITEM NUMBER ONE CITY MANAGER, PLEASE. [1.RECEIVE A PRESENTATION REGARDING IMPLICIT BIAS, REVIEW THE CITY COUNCIL CODE OF ETHICS AND PUBLIC SERVICE VALUES, AND PROVIDE FEEDBACK FOR CHANGES TO CARLSBAD MUNICIPAL CODE CHAPTER 1.20 – MEETINGS] ITEM NUMBER ONE IS TO RECEIVE A PRESENTATION REGARDING IMPLICIT BIAS REVIEW OF THE CITY COUNCIL, CODE OF ETHICS AND PUBLIC SERVICE VALUES, AND PROVIDE FEEDBACK FOR CHANGES TO CARLSBAD MUNICIPAL CODE. CHAPTER 1.20. MEETINGS. NOW, FIRST, I'LL GO AHEAD AND INTRODUCE JENNIFER COYLE, WHO'S GOING TO BE LEADING TODAY'S ACTIVITIES. JENNIFER. THANK YOU, SCOTT. GOOD MORNING, EVERYONE. IT'S NICE TO BE HERE. I REALLY AM HAPPY ABOUT THE OPPORTUNITY TO SPEND SOME TIME WITH THE CARLSBAD CITY COUNCIL AND THE CITY'S EXECUTIVE TEAM TO TALK ABOUT THE TOPIC OF DIVERSITY, INCLUSION, DIVERSITY AND INCLUSION, AND MORE SPECIFICALLY, TO EXPAND OUR AWARENESS ABOUT THE TOPIC OF IMPLICIT BIAS AND HOW THAT IMPACTS OUR WORLD IN, I WOULD SAY, SUBTLE AND NOT SO SUBTLE WAYS. SO LET'S CHAT A LITTLE BIT ABOUT WHAT THIS TRAINING IS ABOUT. SO YOU'LL SEE HERE OUR LEARNING OBJECTIVES. SO FIRST AND FOREMOST, ABSOLUTELY IT IS ABOUT DEEPENING OUR UNDERSTANDING OF EXPLICIT AND IMPLICIT BIAS. IT'S ALSO ABOUT EXPANDING OUR CAPACITY, I WOULD SAY, FOR UNDERSTANDING AND TOLERATING DIFFERENT POINTS OF VIEW, POINTS THAT ARE RADICALLY DIFFERENT PERHAPS THAN YOURS AND BUILDING THAT TOLERANCE MUSCLE. AND IT'S ALSO ABOUT LEARNING TO HAVE PRODUCTIVE CONVERSATIONS THAT FOSTER A COMMUNITY OF INCLUSION AND PRODUCTIVITY. SO AND I WANT TO START BY ACKNOWLEDGING THAT I KNOW THAT THIS TOPIC CAN BE POLARIZING. CERTAINLY, I WORK WITH A LOT OF ORGANIZATIONS WHERE I SEE ORGANIZATIONS START WITH KIND OF THE EXTREMES AND MOVE TO THE CORNERS. AND WHAT AT LEAST IN MY EXPERIENCE, WHAT I WHAT I WITNESS IS LESS PRODUCTIVITY, MORE HURT FEELINGS, A LOT OF ANGER. AND SO I WANT TO PUT YOUR MIND AT EASE THAT TODAY'S PRESENTATION IS REALLY ABOUT FINDING COMMON GROUND. IT'S A LITTLE BIT MORE REFLECTIVE. IT'S ABOUT UNDERSTANDING OURSELVES AND OUR OWN LEVEL OF WHERE BIAS MIGHT CREEP INTO OUR LIVES AND HOW IT AFFECTS US AND OTHERS AND WHAT TO DO ABOUT IT. SO WITH THAT SAID, AND I ALSO WANT TO SAY THAT THERE WILL BE TIME AT THE END FOR COMMENT OR QUESTIONS, BUT PLEASE FEEL FREE ALONG THE WAY. IF YOU HAVE SOMETHING YOU WANT TO SAY, PLEASE LET ME KNOW. I'M ALL ABOUT THAT. AND I'D LIKE TO START BY ASKING YOU HOW DO YOU DEFINE BIAS? WHEN WE TALK ABOUT IMPLICIT BIAS, WHAT COMES TO MIND? HOW WOULD YOU ALL DEFINE THAT? MAYOR PRO TEM. SURE, I CAN. I CAN KICK US OFF. IT'S IT'S JUST BASED ON, YOU KNOW, I WOULD SAY BASED ON WHAT MAYBE HAS BEEN IN YOUR ENVIRONMENT OR LEARNED THROUGHOUT YOUR LIFETIME, BASED ON CONVERSATIONS, OTHER THINGS THAT YOU MIGHT HAVE GROWN UP AROUND. AND SO YOU MAY HAVE AN UNCONSCIOUS. I KNOW IT SAYS THAT BUT AN UNCONSCIOUS BIAS TOWARDS SOMETHING OR SOMEONE. OKAY. OKAY, GREAT. THANK YOU. ANYONE ELSE? COUNCIL MEMBER. ACOSTA. YES, THANKS. JUST TO ADD A LITTLE BIT TO THAT ABOUT LIKE JUST THINKING OF THE QUESTION, WHAT IS BIAS? WHAT DO YOU THINK BIAS IS? I THINK IT'S AUTOMATICALLY HAVING A FEELING ABOUT SOMETHING OR SOMEBODY JUST BECAUSE OF THE FRAMEWORK AND THE PERSPECTIVE THAT YOU'VE BUILT UP OVER TIME. SO WHEN I'VE TALKED ABOUT FRAMEWORK WITH MAYBE MY STUDENTS AT MIRACOSTA, WHEN I TAUGHT THERE AND I TAUGHT BUSINESS COMMUNICATION, WE WOULD TALK ABOUT [00:15:01] ALL THE THINGS THAT YOU BRING TO THE TABLE. AS FOR ME, A WOMAN, A SINGLE MOTHER, A MEXICAN-AMERICAN, YOUNGEST OF SIX KIDS. WOW. YOU KNOW, WHATEVER YOU BRING TO THE TABLE, CATHOLIC UPBRINGING, WHATEVER YOU BRING TO THE TABLE. AND THEN YOU SEE THE WORLD THROUGH THIS FRAMEWORK, THROUGH THIS LENS THAT YOU'VE YOU'VE BUILT UP AND YOU AUTOMATICALLY MAKE SOME ASSUMPTIONS AND HAVE FEELINGS ABOUT THINGS. AND IT'S REALLY IMPORTANT THAT YOU RECOGNIZE THAT SO THAT YOU CAN BREAK THAT DOWN AND BE MORE OPEN MINDED. THAT'S HOW I SEE BIAS. OKAY. OKAY, GREAT. THANK YOU. ANYONE ELSE. NO. OKAY. SO LET'S TAKE A LOOK AT THE DICTIONARY DEFINITION OF IMPLICIT BIAS OR BIAS. AND I LIKE TO START HERE BECAUSE AGAIN, I FEEL THAT THE TOPIC OF BIAS OR CONVERSATIONS ABOUT BIAS CAN SOMETIMES LEAVE PEOPLE FEELING JUDGED OR CONDEMNED. WHEN REALLY BIAS IS PART OF THE HUMAN CONDITION, RIGHT? WE WE ALL HAVE THEM BECAUSE WE WE EXPERIENCE, WE HAVE EXPERIENCES. AND BIAS IS, AS YOU SEE HERE, A PARTICULAR TENDENCY, AN INCLINATION, A FEELING OR AN OPINION, ESPECIALLY ONE THAT IS PRECONCEIVED OR UNREASONED. RIGHT? IT'S IT'S THIS AUTOMATIC PLACE YOU GO IN YOUR BRAIN. THERE'S NOT NECESSARILY ANY CASE SPECIFIC OR EVIDENCE FOR THE CONCLUSION THAT YOU MAKE. YOU JUST MAKE A LEAP. AND SO WHY DOES THAT HAPPEN? AND I'M THINKING ABOUT WHAT COUNCIL MEMBER ACOSTA SAID. WE HAVE THESE THIS BACKGROUND THAT WE COME UP THROUGH THAT THAT COLORS US. AND IF WE WE THINK ABOUT HOW THAT BIAS MIGHT LOOK, THERE ARE TWO DIFFERENT TYPES, RIGHT? THERE'S UNCONSCIOUS BIAS AND CONSCIOUS BIAS. AND I WOULD ASK YOU ALL TO HOW WOULD YOU CHARACTERIZE THE DIFFERENCE BETWEEN THOSE TWO? OKAY. COUNCIL MEMBER. ACOSTA. THANK YOU. THANK YOU. I DON'T WANT TO KEEP TALKING BECAUSE I WANT TO GIVE SPACE TO OTHERS TO TO SPEAK. BUT I SEE THAT THE EXPLICIT OR THE CONSCIOUS, AS YOU KNOW, RECOGNIZING BECAUSE I'M A SINGLE MOM, I MIGHT HAVE A CHIP ON MY SHOULDER ABOUT SOMETHING OR, YOU KNOW, AS AN EXAMPLE, WHEREAS UNCONSCIOUS, I DON'T EVEN KNOW. I DON'T EVEN REALIZE THAT I HAVE THIS AUTOMATIC JUDGING FEELING ABOUT SOMETHING. I WOULDN'T JUDGE A SINGLE MOM BECAUSE I WAS ONE, YOU KNOW, SO, YOU KNOW, THE CONSCIOUS VERSUS THE UNCONSCIOUS IS LIKE KIND OF RECOGNIZING THAT YOU HAVE THAT YOU'RE MAKING THAT ASSUMPTION AND, YOU KNOW, YOU MAKE THAT ASSUMPTION ABOUT PEOPLE VERSUS NOT EVEN REALIZING YOU'RE MAKING ASSUMPTIONS. YEAH, OKAY, GREAT. THANK YOU VERY MUCH. ANYONE ELSE? NOPE. NOPE. OKAY. SO YEAH, AND I WOULD ECHO WHAT COUNCIL MEMBER ACOSTA SAID, YOU KNOW, CONSCIOUS BIAS. WE'RE AWARE OF IT, RIGHT? I, I ALWAYS ROOT FOR THE UNDERDOG REGARDLESS OF EVIDENCE OR FACT OR ANYBODY WHO GRADUATED FROM CARLSBAD HIGH IS AWESOME. BUT UNCONSCIOUS BIAS, RIGHT? IT IT IS THE LEAPS THAT WE MAKE THAT THAT ARE REFLEXIVE THAT WE'RE NOT AWARE OF, THAT THEY'RE NOT FRONT BRAIN. AND TO KIND OF MAKE THE POINT ABOUT HOW QUICKLY IT CAN HAPPEN, I WOULD LIKE TO DO AN EXERCISE WITH ALL OF YOU. IT'S A MENTAL EXERCISE. YOU DON'T NEED TO WRITE ANYTHING DOWN. ALL THAT I WOULD ASK YOU TO DO IS KIND OF TRACK YOUR THOUGHTS. I AM GOING TO READ A SERIES OF STATEMENTS, AND I WOULD IMAGINE THAT YOUR BRAIN IS GOING TO GO SOMEWHERE WITH THAT. AND IF YOU COULD JUST BE AWARE OF THAT, THAT'S THE EXERCISE. IF IT HELPS YOU TO CLOSE YOUR EYES, YOU ABSOLUTELY CAN DO THAT. NOT NECESSARY. OKAY, SO LET'S GO. HOW DO YOU FEEL ABOUT PEOPLE WHO OWN A HANDGUN? DON'T GO TO CHURCH. GO TO CHURCH EVERY DAY. DIDN'T GO TO COLLEGE. WENT TO AN IVY LEAGUE COLLEGE. ARE ON WELFARE. ARE OVER 60. DON'T EAT MEAT. HAVE TATTOOS. DRIVE AN ELECTRIC CAR. DON'T SPEAK ENGLISH. LOVE CATS. LOVE DOGS. AND I'LL STOP THERE. AND I'LL ASK FOR OBSERVATIONS. DID ANY OF YOU FEEL YOUR BRAINS SORTING DURING THAT PROCESS? [00:20:01] YES. YEP. OKAY. I'M GUESSING THAT THERE WERE INSTANCES WHERE A DESCRIPTOR KIND OF CATAPULTED YOU TO EITHER A PREFERENCE OR MAYBE A JUDGMENT. AND THAT'S AN EXAMPLE OF HOW, YOU KNOW, HOW SUBTLE IMPLICIT BIAS CAN BE. AND SO WHY DO WE DO THIS RIGHT? WHERE DOES THIS COME FROM? WHY DOES IT HAPPEN? WELL, OUR BRAINS ARE THESE AMAZING, EFFICIENT MACHINES THAT PROCESS AN AVALANCHE OF INFORMATION ALL THE TIME. AND IN FACT, YOU KNOW, WE WE ARE CONFRONTED WITH ABOUT 11 MILLION BITS OF INFORMATION EVERY SINGLE MINUTE. AND WE CAN ONLY CONSCIOUSLY PROCESS ABOUT 40 BITS OF INFORMATION PER MINUTE. THE REST OF THAT HAPPENS UNCONSCIOUSLY. AND, YOU KNOW, THERE IS A LOT OF ADVANTAGE TO OUR BRAINS WORKING IN THIS WAY. WE CAN SOMETIMES OUR BRAINS DETECT DANGER AND THAT'S A WONDERFUL PROTECTIVE MECHANISM THAT WE HAVE. BUT SOMETIMES WE'RE WRONG. SOMETIMES WE DRAW ERRANT OR INACCURATE CONCLUSIONS. I WANT TO SHOW YOU A VIDEO NOW. IT'S A CLIP OF A VIDEO. WE'RE GOING TO START WITH PART ONE. I'LL COME BACK TO THIS VIDEO AT THE END OF OUR TRAINING TODAY. THE SPEAKER IS PROFESSOR SONG RICHARDSON. SHE FOR MANY, MANY YEARS, SHE WAS THE DEAN OF THE LAW SCHOOL AT UC IRVINE. SHE HAS NOW GONE ON TO BE THE PRESIDENT OF COLORADO COLLEGE AND SHE DOES A GREAT JOB, I THINK, OF OF REALLY EXPLAINING IMPLICIT BIAS. SO TO UNDERSTAND UNCONSCIOUS RACIAL BIAS, WE NEED TO UNDERSTAND A LITTLE BIT ABOUT HOW OUR BRAINS WORK. OUR BRAINS LEARN THROUGH ASSOCIATIONS. THEY MAKE QUICK, UNCONSCIOUS AND AUTOMATIC ASSOCIATIONS IN RESPONSE TO A STIMULUS. AND THE REASONS OUR BRAINS DO THIS IS BECAUSE THEY'RE EFFICIENT INFORMATION PROCESSORS. I'M SURE WHEN YOU WALK INTO A ROOM AND YOU SIT DOWN AT A CHAIR, YOU DON'T SPEND EVEN A SECOND THINKING ABOUT THAT STRANGE OBJECT THAT YOU'RE SITTING UPON BECAUSE YOUR BRAINS HAVE LEARNED WHAT A CHAIR LOOKS LIKE AND WHAT YOU DO WITH A CHAIR. YOUR BRAINS DO THAT ABOUT EVERYTHING, INCLUDING PEOPLE. AND WHAT OUR BRAINS HAVE LEARNED IS THAT CERTAIN PEOPLE ARE ASSOCIATED WITH CERTAIN THINGS. SO, FOR INSTANCE, IF I WERE WALKING DOWN THE STREET AND I SAW A YOUNG BLACK MAN THAT I DIDN'T RECOGNIZE, MY UNCONSCIOUS BRAIN WOULD AUTOMATICALLY, QUICKLY AND UNCONSCIOUSLY BRING UP ALL OF THE ASSOCIATIONS THAT IT'S LEARNED ABOUT YOUNG BLACK MEN. AND EVEN IF THAT UNCONSCIOUS ASSOCIATION WOULD CONFLICT WITH MY OWN CONSCIOUS, EGALITARIAN BELIEFS, IT WOULD STILL INFLUENCE MY BEHAVIORS, MY JUDGMENTS, MY PERCEPTIONS IN WAYS THAT I WOULD BE COMPLETELY UNAWARE OF AND THEREFORE UNABLE TO CONTROL. ALTHOUGH I MYSELF AM A WOMAN AND I'M KOREAN AND I'M BLACK, I HAD ALL OF THE UNCONSCIOUS BIASES THAT MOST PEOPLE OF ALL RACES HAVE. SO MANY OF YOU MAY HAVE HEARD OF THE IAT OR THE IMPLICIT ASSOCIATION TEST. WHEN I TOOK THE IMPLICIT ASSOCIATION TEST, WHAT IT DEMONSTRATED IS THAT I ASSOCIATED WHITE MEN WITH POSITIVE THINGS AND BLACK MEN WITH NEGATIVE THINGS. I ASSOCIATED WOMEN WITH THE HOME AND MEN WITH THE WORKPLACE, AND I DO NOT CONSCIOUSLY SUBSCRIBE TO THESE BIASES. SO I DON'T HAVE AN EXPLICIT BIAS, BUT I HAD AN IMPLICIT BIAS, AND THAT'S THE DIFFERENCE BETWEEN THE TWO. SO BEING A CONSCIOUS RACIST AND HAVING UNCONSCIOUS RACIAL BIASES ARE NOT EQUIVALENT THINGS. SO I'LL STOP IT THERE. AND AGAIN, WE'LL COME BACK TO THIS VIDEO A LITTLE BIT LATER ON. BUT I THINK A REALLY IMPORTANT TAKEAWAY HERE IS THE QUOTE THAT WE ENDED THAT VIDEO SEGMENT WITH, AND THAT IS THAT BEING A CONSCIOUS RACIST AND HAVING UNCONSCIOUS RACIAL BIASES ARE NOT EQUIVALENT THINGS. SO I THINK THAT'S A REALLY IMPORTANT DISTINCTION TO MAKE IN ORDER TO HAVE PRODUCTIVE CONVERSATIONS. SO TO SUMMARIZE SO FAR. BIASES. WE ALL HAVE THEM. IT'S PART OF THE HUMAN CONDITION AND WE DO A TON OF UNCONSCIOUS PROCESSING THAT CAN HELP US REALLY EFFICIENTLY SORT THROUGH THE BOMBARDMENT OF INFORMATION THAT WE EXPERIENCE EVERY MINUTE OF EVERY DAY. AND THERE IS A POSITIVE EFFECT TO THAT. THERE IS ALSO GREAT OPPORTUNITY FOR THERE TO BE MISTAKES. [00:25:01] AND SO WE'LL WE'LL STOP. WE'LL STOP THAT. WE'LL PARKING LOT THAT RIGHT NOW. AND I DO WANT TO REFERENCE YOU HEARD PROFESSOR RICHARDSON TALK ABOUT THE IAT OR THE IMPLICIT ASSOCIATION TEST. AND I OFFER THIS RESOURCE. I KNOW THAT COPIES OF SLIDES ARE AVAILABLE IF YOU HAVE INTEREST IN THIS. THIS IS PART OF PROJECT IMPLICIT, WHICH, YOU KNOW, STARTED IN THE 1990S, I THINK, AND INFORMATION IS STILL BEING GATHERED TODAY. WITH ANY SOCIO PSYCHOLOGICAL TEST THERE IS, YOU KNOW, VARYING POINTS OF VIEW. THE TEST ITSELF IS DESIGNED TO MEASURE YOUR CONNECTION BETWEEN CONCEPTS, USUALLY CONCEPTS AND PEOPLE, AND IT'S VERY EASY TO TAKE. IT'S FREE. YOU DO IT ONLINE, YOU USE YOUR COMPUTER KEYBOARD. THERE ARE A SERIES OF TESTS, EACH COMPRISED OF SEVEN TASKS AND THERE ARE RESULTS THAT ARE DELIVERED IMMEDIATELY. SO I SHARE THAT WITH YOU FOR YOUR FUTURE REFERENCE. EXCUSE ME. SO LET'S TALK A LITTLE BIT ABOUT WHERE BIAS COMES FROM. AND YOU KNOW, THIS LIST IS CERTAINLY NOT EXHAUSTIVE. THE LIST COULD GO ON AND ON. I THINK SOME OF THE KEY FACTORS ARE UPBRINGING, RIGHT. THE WAY WE WERE RAISED. MAYBE MESSAGES WERE HANDED DOWN IN OUR FAMILY, PASSED ON BY AUTHORITY FIGURES, PEOPLE THAT WE REALLY LOOK UP TO OR VALUE. WE MAY ADOPT THEIR POINTS OF VIEW SIMPLY BECAUSE WE HOLD THEM IN VERY HIGH REGARD PERSONAL EXPERIENCE. WE MAY HAVE A PERSONAL EXPERIENCE WITH SOMEBODY OF A PARTICULAR GENDER OR RACE, AND THEN WE ASCRIBE THAT THOSE QUALITIES OR THAT EXPERIENCE WAY BEYOND THAT ONE PERSON. SO THAT'S A PLACE WHERE IT CAN START. MEDIA PORTRAYALS ARE HUGE. A LOT OF POWER IN MEDIA, TONS OF STUDIES THAT HAVE BEEN DONE RELATED TO THE LIMITS OF ROLES FOR OLDER ACTORS, PEOPLE OF COLOR, CULTURAL CONDITIONING AND AND SO MANY MORE. AND I WILL INVITE YOU IF THERE'S ANYTHING YOU'D LIKE TO ADD TO THE LIST. I DON'T WANT TO OVERLOOK ANYTHING THAT YOU WOULD LIKE TO MAKE A POINT OF. SO I OPEN THE FLOOR. IS THERE ANYTHING YOU'D LIKE TO ADD? NO. OKAY. OKAY, GREAT. SO. SO WHERE DOES IT LEAD US? BIAS CAN CREATE ISSUES OF JUSTICE. WE SEE THAT IN THE WORLD TODAY. IT CAN FUEL AN UNFAIR WORK ENVIRONMENT. IT CAN AFFECT PEOPLE'S EXPERIENCE OF EITHER PHYSICAL OR PSYCHOLOGICAL SAFETY. IT MAY MAKE IT REALLY HARD TO ATTRACT TALENT, TO ATTRACT TALENT. IT CAN DESTROY EMPLOYEE ENGAGEMENT AND IT CAN REALLY STUNT PERFORMANCE EITHER TEAM PERFORMANCE. I DO A LOT OF WORK WITH TEAMS OR INDIVIDUAL PERFORMANCE. SO THOSE ARE SOME OF THE WAYS, SOME OF THE SUBTLE AND NOT SO SUBTLE WAYS THAT BIAS CAN IMPACT OUR WORLDS. SO I WANT TO SHOW YOU ANOTHER VIDEO NOW. AND I WOULD IMAGINE THAT SOME OF YOU HAVE SEEN THIS BEFORE. I WOULD LIKE TO ASK YOU TO LOOK AT IT FROM THE PERSPECTIVE OF ADVANTAGE AND DISADVANTAGE IN THIS VIEWING. AND WHAT YOU'RE GOING TO SEE HERE IS A YOUTH FITNESS COACH WORKING WITH A GROUP OF HIGH SCHOOL SENIORS WHO ARE GETTING READY FOR LIFE AND LIFE BEYOND HIGH SCHOOL, MAYBE COLLEGE AND HIS HE'S KIND OF PREPPING THEM FOR THAT LINE UP. EVERYBODY LINE UP. WE'RE ABOUT TO RACE. EVERYBODY LINE UP. SHOULDER, SHOULDER, TAKE OFF YOUR BACKPACKS. BASKETBALL LINE UP. WE'RE ABOUT TO RACE. HEY, WE ARE RACING FOR $100 BILL. THE WINNER OF THIS RACE WILL TAKE THIS $100 BILL BEFORE I SAY GO. I'M GOING TO MAKE A COUPLE STATEMENTS. IF THOSE STATEMENTS APPLY TO YOU. I WANT YOU TO TAKE TWO STEPS FORWARD. IF THOSE STATEMENTS DON'T APPLY TO YOU, I WANT YOU TO STAY RIGHT WHERE YOU'RE AT. TAKE TWO STEPS FORWARD IF BOTH OF YOUR PARENTS ARE STILL MARRIED. TAKE TWO STEPS FORWARD IF YOU GREW UP WITH A FATHER FIGURE IN THE HOME. TAKE TWO STEPS FORWARD IF YOU HAD ACCESS TO A PRIVATE EDUCATION. [00:30:01] TAKE TWO STEPS FORWARD IF YOU HAD ACCESS TO A FREE TUTOR GROWING UP. TAKE TWO STEPS FORWARD IF YOU'VE NEVER HAD TO WORRY ABOUT YOUR CELL PHONE BEING SHUT OFF. TAKE TWO STEPS FORWARD IF YOU'VE NEVER HAD TO HELP MOM OR DAD WITH THE BILLS. TAKE TWO STEPS FORWARD IF IT WASN'T BECAUSE OF YOUR ATHLETIC ABILITY, YOU DON'T HAVE TO PAY FOR COLLEGE. TAKE TWO STEPS FORWARD IF YOU NEVER WONDERED WHERE YOUR NEXT MEAL WAS GOING TO COME FROM. I WANT YOU GUYS UP HERE IN THE FRONT JUST TO TURN AROUND AND LOOK. EVERY STATEMENT I'VE MADE HAS NOTHING TO DO WITH ANYTHING ANY OF YOU HAVE DONE. HAS NOTHING TO DO WITH DECISIONS YOU'VE MADE. EVERYTHING I'VE SAID HAS NOTHING TO DO WITH WHAT YOU'VE DONE. WE ALL KNOW THESE PEOPLE UP HERE HAVE A BETTER OPPORTUNITY TO WIN THIS $100. DOES THAT MEAN THESE PEOPLE BACK HERE CAN'T RACE? NO. WE WOULD BE FOOLISH TO NOT REALIZE WE'VE BEEN GIVEN MORE OPPORTUNITY. WE DON'T WANT TO RECOGNIZE THAT WE'VE BEEN GIVEN A HEAD START. BUT THE REALITY IS WE HAVE NOW. ON YOUR MARK. GET SET. GO. THAT VIDEO GETS ME EVERY TIME. SO I WOULD INVITE YOU TO SHARE ANY OBSERVATIONS THAT YOU HAVE OF THAT VIDEO. YEAH. MAYOR PRO TEM. SURE, I CAN GO AND I'D BE CURIOUS TO HEAR WHAT MY COLLEAGUES HAVE TO SAY AS WELL. YEAH. I MEAN, I THINK IT SHOWS, YOU KNOW, CIRCUMSTANCES AND WHAT HAPPENS THROUGHOUT YOUR LIFE. THERE ARE THINGS THAT YOU CAN CONTROL AND OF COURSE, OBVIOUS THINGS THAT YOU CAN'T CONTROL IN YOUR LIFE. AND THAT WAS A PRIME EXAMPLE OF THINGS. I MEAN, THESE WERE CHILDREN. SO OBVIOUSLY FOR THOSE KIDS, THEY WEREN'T IN CONTROL OF MANY OF THOSE SITUATIONS THAT HAPPENED TO THEM. AND SO WE WERE ABLE TO SEE THE DIFFERENCE IN TERMS OF WHAT LIFE ONE PERSON LED VERSUS ANOTHER PERSON LED. AND JUST FOR ME, IT'S THAT WHOLE PIECE OF EQUITY AND HOW TO MAKE SURE THAT THOSE INDIVIDUALS HAVE THAT SAME EXPERIENCE AND OPPORTUNITY AS OTHERS. OKAY, GREAT. THANK YOU. COUNCIL MEMBER ACOSTA. THANK YOU. I HADN'T SEEN THAT VIDEO BEFORE, SO THANK YOU FOR SHARING. SURE. AND DEFINITELY IT REMINDS US THAT WE DON'T ALL START FROM THE SAME PLACE OR EVEN IF WE START FROM THE VERY SAME PLACE ALONG OUR LIVES, THINGS HAPPEN AND WE ARE FORMED BY OUR EXPERIENCES. AND SOMETIMES THEY SET US BACK. AND I HAD SEEN A SIMILAR VIDEO, NOT THIS ONE, BUT A VIDEO IN PRISONS. IT WAS ABOUT REHABILITATION AND THE FACT THAT A LOT OF PEOPLE WHO END UP IN PRISON HAD A LOT OF TRAUMA IN THEIR LIVES AND THEY ASKED QUESTIONS. SIMILARLY IN LIKE THE COURTYARD OF THE PRISON, THEY HAD ASKED THEM, YOU KNOW, ABOUT GROWING UP WITH ONE PARENT IN THE HOUSEHOLD OR LIVING IN FOSTER HOMES OR THE HOME OF A RELATIVE AND POVERTY AND THINGS LIKE THAT. AND THEY FOUND THAT A LOT OF A LOT OF FOLKS, YOU KNOW, HAD EXPERIENCED THOSE THINGS AND ENDED UP IN PRISON. AND THEY HAD THOSE THINGS IN COMMON. AND IT JUST REMINDS YOU THAT YOUR CIRCUMSTANCES AND YOUR EXPERIENCES CAN PUSH YOU DOWN. AND IT'S REALLY IMPORTANT TO UNDERSTAND THAT AND TO HELP PEOPLE AND HELP THEM OVERCOME THOSE THINGS SO THAT THEY CAN SUCCEED IN THEIR LIVES. BUT SOME PEOPLE NEED MORE ASSISTANCE BECAUSE THEY'VE EXPERIENCED MORE DIFFICULT CHALLENGES IN THEIR LIVES. THANK YOU. ANYONE ELSE. NO. OKAY. AND I WOULD I WOULD ADD TO THE COMMENTS HERE. I THINK ONE OF THE ONE OF THE THE STRIKING FACTS OF THAT VIDEO IS TO THINK ABOUT HOW ADVANTAGE OR DISADVANTAGE MAY IMPACT YOU AND THOSE, YOU KNOW. [00:35:03] RIGHT. AND TO KIND OF LET YOUR MIND GO THERE AND BE OPEN TO THAT, TO REALLY JUST TO EXPAND OUR AWARENESS AROUND ADVANTAGE. SO I WANT TO SHARE WITH YOU NOW SOME STATS TAKEN FROM A HARVARD BUSINESS REVIEW STUDY THAT I THINK ARE PRETTY COMPELLING. SO 25%, YOU KNOW, MEN OF COLOR ARE 25% LESS LIKELY TO GET A RAISE WHEN THEY ASK FOR ONE THAN THEIR WHITE PEERS. LGBTQ CANDIDATES RECEIVE 32% FEWER CALLBACKS WHEN THEIR RESUME INDICATES THEIR SEXUAL ORIENTATION. ASSERTIVENESS WAS MET WITH COUNSELING THREE TIMES MORE OFTEN FOR PEOPLE OF COLOR THAN THEIR WHITE PEERS. AND 66% OF WOMEN'S PERFORMANCE REVIEWS CONTAINED COMMENTS OR ADVICE RELATED TO THEIR PERSONALITIES, WHERE IN CONTRAST TO ONLY 1% OF MEN'S PERFORMANCE EVALUATIONS MADE REFERENCE TO THAT. AND, YOU KNOW, I THINK THOSE ARE THINGS TO THINK ABOUT. IMPORTANT STATISTICS IN THERE COULD BE 20 MORE RIGHT. I HANDPICKED BUT A FEW. SO WHERE DOES IT LEAD? AT WORK. RIGHT. WHERE DOES THIS PLAY OUT IN THE WORLD OF WORK? HERE WE ARE. WE'RE YOU KNOW, WE HAVE CITY STAFF HERE. COULD BE DISPARAGING COMMENTS, RIGHT? PEOPLE COULD MAKE JOKES ABOUT THESE KINDS OF THINGS. AND I WOULD SAY THAT THEY MAY NOT EVEN BE MAL INTENDED, BUT THE DEVASTATION IS REAL. WE MAKE DECISIONS BASED ON STEREOTYPES RATHER THAN EVIDENCE OR REALITY OR QUALIFICATIONS. AND THAT PLAYS OUT. YOU SEE IT PLAY OUT IN DISTRIBUTION OF WORK, MAYBE PROJECTS OR ASSIGNMENTS OR STRETCH ASSIGNMENTS. THOSE KINDS OF THINGS SHOWS UP WHEN WE PROMOTE SOMEONE OR DON'T PROMOTE SOMEONE AND SHOWS UP IN COMPENSATION. THESE ARE THE KEY PLACES THAT IT SHOWS UP AT WORK. AND I WANT TO SHOW YOU ONE MORE VIDEO HERE. THIS IS THE, IT'S FROM A MICROSOFT TRAINING ON DIVERSITY AND INCLUSION. AND IT'S A LITTLE BIT OVER THE TOP. I WILL PREFACE IT WITH THAT STATEMENT. THE POINT IS TO SEE HOW MANY BIASES YOU RECOGNIZE AND SEE IF WHEN YOU THINK ABOUT YOUR OWN WORKPLACES, WHEREVER THEY MAY BE, YOU COULD SEE THIS DISCUSSION OR SOME PORTION OF THIS DISCUSSION TAKING PLACE. RIGHT. SO I WANTED TO GET EVERYONE'S INPUT ON THE RIGHT PERSON TO LEAD THE PROJECT SINCE JOE IS MOVING ACROSS TO THE ZERO BASE PROJECT. I THINK CYNTHIA IS OUR BEST BET. SHE'S A FAST LEARNER AND SHE'S LED ON A SIMILAR PROJECT BEFORE. I'VE HAD LIMITED INTERACTION WITH HER, BUT IT'S HARD FOR ME TO PICTURE HER LEADING THE TEAM. WELL, I THINK I AGREE. I DON'T THINK SHE HAS A STRONG ENOUGH TECHNICAL BACKGROUND. I'M NOT SURE THAT SHE CAN GIVE THE TIME NEEDED FOR THIS KIND OF PROJECT GIVEN HER FAMILY SITUATION. AGGRESSIVE TIMELINES LIKE THIS REQUIRE SOMEONE'S FULL ATTENTION TO YOUNG CHILDREN. TAKE A LOT OF LOOKING AFTER. WE DON'T WANT ANYONE HAVING TO LEAVE EARLY. THAT DOESN'T NECESSARILY MEAN YOU CAN'T STILL WORK EFFICIENTLY. AND MINE ARE A LITTLE OLDER. YOU KNOW, IT'S A PROJECT. LEAD REQUIRES FULL FOCUS, LIKE YOU WERE SAYING. JOE, YOU WERE QUESTIONING CYNTHIA'S TECHNICAL BACKGROUND, BUT SHE HAS A PHD IN COMPUTER ENGINEERING. YES, BUT THAT'S JUST AN ACADEMIC QUALIFICATION. OH, WELL, I SEE A LONG LIST OF QUALIFICATIONS HERE, ACTUALLY. WHAT EXACTLY ARE YOU LOOKING FOR? WHAT ABOUT RAVI? HE'S BEEN WITH ME SINCE WE CREATED THE APPLICATION. AND IF YOU'RE TAKING ME OFF THE PROJECT BECAUSE I NEED YOU ON THE ZERO BASED PROJECT. I KNOW, BUT HE'S GOT THE EXPERIENCE AND THE EXPERTISE. RAVI IS IN INDIA. WE NEED SOMEONE WHO'S AVAILABLE. A LOT GETS ACCOMPLISHED IN RANDOM DISCUSSIONS IN THE HALLWAY, AND RAVI IS SO INTROVERTED, HE HAS A DIFFERENT COMMUNICATION STYLE. YOU KNOW HOW HARD IT IS TO GET A WORD IN EDGEWISE AT THIS COMPANY? YEAH, THAT'S TRUE. IT IS DIFFICULT TO COMMUNICATE WITH HIM. SOMETIMES HIS PERSONALITY IS SUITED TO HIS ROLE AS HEAD ENGINEER. IT JUST MAKES BETTER USE OF HIS TALENTS. HOW ABOUT JERRY? I LIKE HIM. HE REMINDS ME OF THAT HIP HOP GUY. WHAT'S HIS NAME? WHY? BECAUSE HE'S BLACK. YOU KNOW, THAT'S NOT WHAT I MEAN. BECAUSE HE'S CHILL, YOU KNOW? LAID BACK. COOL. YEAH. HE HAS A DIFFERENT STYLE. I MEAN, I LIKE HIM. HE'S FUN, BUT I CAN'T HELP FEELING THAT HE'S TOO LAID BACK. WHAT'S HE GOING TO DO WHEN THE PROJECT INTENSITY INCREASES? HE HASN'T BEEN HERE LONG ENOUGH. HIS PREVIOUS JOB WAS AT A FINANCIAL CORPORATION, BUT HE'S GOT A STRONG APPLICATION DEVELOPMENT BACKGROUND, THOUGH, AND HE WOULD BRING A FRESH PERSPECTIVE. PLUS, IT'D BE NICE TO HAVE SOMEBODY LEADING WHO'S LIKABLE, BUT WOULD HE KEEP UP WITH THE FAST PACE? SO ALL THINGS CONSIDERED, I THINK CYNTHIA IS OUR BEST OPTION. I REALLY APPRECIATE YOU ALL TAKING THE TIME TO TALK THIS THROUGH. [00:40:06] SO I WOULD I WOULD POSE THE QUESTION, WHAT BIASES? AND THERE ARE A MILLION I KNOW THAT. DID YOU SEE ON DISPLAY AND WHAT WAS SAID THAT INDICATED THAT FOR YOU? MAYOR PRO TEM. I'M GOING TO ASK IF ANYONE ELSE COULD START SINCE I KNOW COUNCIL MEMBER ACOSTA AND I HAVE ALREADY SPOKEN, SO I'LL SEE IF ANY OF OUR OTHER COLLEAGUES CAN CHIME IN RIGHT NOW. I'M HERE TO LISTEN AND LEARN. OKAY. SO THAT'S WHAT I'M DOING. THANK YOU. OKAY. THANK YOU, MAYOR. OBVIOUSLY THERE WAS A LOT THAT WAS BOTH UNSAID. IF YOU LOOK AT EVERYONE'S THE SIDE EYE GLANCES, THE I MEAN, IT WAS CONVEYING SO THERE WAS A LOT OF NON VERBAL COMMUNICATION THAT WAS GOING ON. BUT AGAIN, I THINK THERE WERE A LOT OF JUST ASSUMPTIONS BEING MADE ABOUT INDIVIDUAL'S PERFORMANCE. THANK YOU, MR. CHADWICK. I'LL GO AHEAD. SO I THINK, YOU KNOW, INITIALLY THERE WAS SOMETHING SPECIFICALLY AND I'LL POINT OUT SOME EXAMPLES. YOU KNOW, FOR THE WOMAN, FOR INSTANCE, IT WAS HER FAMILY SITUATION THAT SHE HAD YOUNG CHILDREN. I KNOW. I GET THAT QUITE A BIT. YES. SO SOMETHING THAT I DEFINITELY RESONATED WITH. I KNOW FOR THE HEAD ENGINEER, IT WAS, OH, HE MUST SINCE HE'S INTROVERTED AND QUIET, HE'S BETTER SUITED NOT IN A LEADERSHIP POSITION. THAT WAS ANOTHER ONE. RIGHT. AND THEN THE HIP HOP CULTURE WITH THE BLACK INDIVIDUAL WAS SOMETHING THAT I HEARD AS WELL. SO THOSE WERE THE THREE THAT I HAD WRITTEN DOWN AS VERY STARK. YES. ONES THAT SHOWED UP. OKAY. OKAY, GREAT. THANK YOU. COUNCIL MEMBER ACOSTA. SURE, I HAD WRITTEN SOMETHING SIMILAR THAT THEY DIDN'T SEE THE FIRST WOMAN, CYNTHIA AS A LEADER, AND THAT WAS KIND OF LIKE, WELL, HOW DO YOU NOT SEE HER AS A LEADER? LIKE, WHAT DO YOU MEAN? AND THEY TALKED ABOUT HER TECHNICAL BACKGROUND NOT BEING ENOUGH. AND THEN LATER ON YOU FIND OUT SHE HAS A PHD IN THIS AREA. RIGHT? SO SHE DEFINITELY HAD A STRONG TECHNICAL BACKGROUND. THEY JUST TALK ABOUT HER FAMILY WITH THE TWO YOUNG CHILDREN. AND I WROTE DOWN THAT THE ONE GUY MENTIONED THE OTHER GUY REMINDED OF HIM OF A HIP HOP GUY WHO WAS CHILL AND COOL AND IT JUST SEEMED LIKE HE WAS BRINGING FORTH SOME OF HIS ASSUMPTIONS ABOUT THAT GUY. BUT I ALSO REALLY LIKED THAT THERE WAS A WOMAN THERE FIGHTING FOR THE WOMAN AND THAT THERE WERE QUESTIONS AND THOSE ASSUMPTIONS WERE BEING QUESTIONED AT THE TABLE. AND I WAS GRATEFUL FOR THE TWO PEOPLE, THE, I GUESS THE BOSS, THE MAIN GUY WHO WAS BRINGING UP ALL THE NAMES AND THE WOMAN WHO WERE KIND OF QUESTIONING, POKING AT THOSE LIKE, WELL, WHAT DO YOU MEAN BY THAT? AND I DON'T THINK SO. AND KIND OF PUSHING BACK. AND IN THE END, THEY DID SETTLE ON CYNTHIA. BUT IT WAS AFTER THAT CRITICAL QUESTIONING THAT THEY HAPPENED THERE. AND I THINK THAT'S REALLY IMPORTANT THAT YOU GET PEOPLE AT THE TABLE TO ASK THOSE QUESTIONS AND BREAK DOWN THE ASSUMPTIONS. ABSOLUTELY. THANK YOU VERY MUCH. YEAH. AND I KNOW THAT THERE ARE SO MANY THINGS THAT ARE KIND OF PACKED INTO THAT VIGNETTE. IT IS A LITTLE BIT OVER THE TOP. BUT, YOU KNOW, THE REALITY IS THAT AND SOMETHING THAT ALWAYS STRIKES ME IS HOW HOW MUCH INTERRUPTION THERE IS. RIGHT. THE, YOU KNOW, STUDY AFTER STUDY SHOWS THAT WOMEN REALLY ARE INTERRUPTED MORE THAN MEN. BLACK MEN LAND ROLES FAR LESS OFTEN THAN THEIR WHITE PEERS. AND TO YOUR POINT, INTROVERTS ARE OFTEN DISCOUNTED FOR BEING QUIET. RIGHT. SO. SO WHAT DO WE DO ABOUT THIS? RIGHT? HOW DO WE INTERRUPT BIAS? WE ALL HAVE IT. IT'S PART OF THE HUMAN CONDITION. THERE'S NO JUDGMENT AROUND THAT. BUT IT CAN LEAD US TO SOME PRETTY UNSUPPORTED AND INEFFICIENT AND INAPPROPRIATE PLACES. SO WHAT DO WE DO ABOUT IT? I WILL RETURN TO THE END OF THE VIDEO WITH PROFESSOR RICHARDSON AND THEN WE'LL TALK ABOUT SOME STRATEGIES THAT WE CAN USE IN OUR LIVES AND IN OUR WORKPLACE TO HELP WITH THAT. IF I COULD LEAVE YOU WITH JUST ONE PIECE OF ADVICE, AND THIS IS GOING TO BE THE HARDEST PIECE OF ADVICE, BELIEVE ME, I KNOW THAT IT WOULD BE TO SLOW DOWN. SO SLOWING DOWN, BEING AWARE OF THE CIRCUMSTANCES WHEN YOU MIGHT ACT ON YOUR UNCONSCIOUS BIASES. OBTAINING MORE INFORMATION ARE ALL THINGS THAT YOU CAN DO TO TRY TO REDUCE THE IMPACT OF THESE UNCONSCIOUS BIASES ON YOUR BEHAVIORS AND JUDGMENTS. SO AND I WILL PICK UP ON THAT. I WILL TAKE IT TO THE NEXT PLACE. [00:45:02] SO HOW DO WE INTERRUPT OUR OWN BIAS? AND I THINK THAT'S PROBABLY THE MOST POWERFUL PLACE TO START. AND FIRST AND FOREMOST, EXPAND YOUR AWARENESS, RIGHT? THERE IS A TON OF INFORMATION, GREAT INFORMATION THAT IS A GOOGLE CLICK AWAY. AND SO EDUCATE YOURSELF ABOUT THE TOPIC, IDENTIFY TIMES AND PLACES WHEN YOUR BIAS MIGHT FLARE. YOU KNOW, WE PUT IN LONG HOURS WHEN WE'RE TIRED OR STRESSED, WE PROCESS THINGS, MANY MORE THINGS ON THAT UNCONSCIOUS LEVEL, RIGHT WHEN WE'RE WHEN WE'VE GOT A LOT GOING ON. AND SO IF WE CAN CREATE SOME AWARENESS AROUND WHEN OUR IMPLICIT BIAS IS, YOU KNOW, TAKING OVER AND THEN MOVE THAT KIND OF TO THE FRONT BRAIN WHERE IT BECOMES CONSCIOUS, THEN THERE'S THEN THERE ARE THINGS THAT WE CAN DO ABOUT IT AND WHAT ARE THOSE THINGS? WELL, IN THE MOMENT, BREATHE RIGHT. TAKE A BEAT. PAUSE FOR A MOMENT. CONSIDER YOUR REACTION. CHALLENGE YOURSELF TO TO. TO TO TAKE THE HIGHEST AND THE BEST ACTION RATHER THAN A REACTIVE ACTION AND REPLACE YOUR ASSUMPTIONS, CHALLENGE YOURSELF. DID I MAKE THIS LEAP WITH WITH NO EVIDENCE AT ALL? AND WHERE COULD I GO TO GET SOME EVIDENCE? AND MAYBE IT'S RESEARCH, RIGHT? AGAIN, TONS OF INFORMATION OUT THERE, BUT YOUR PEERS CAN BE HELPFUL WITH THAT. AND TO YOUR POINT, MAYOR PRO TEM BHAT-PATEL THAT CONVERSATION, THE FACT THAT THEY WERE HAVING THAT CONVERSATION WAS SUPER HELPFUL. WE WE CAN USE ONE ANOTHER TO CHALLENGE OUR ASSUMPTIONS AND I'LL SHARE SOME MANAGEMENT CONSULTING TOOLS THAT ARE REALLY EFFECTIVE IN THAT WAY. SO FIRST, THIS IS CALLED THE LADDER OF INFERENCE. I DON'T KNOW. IT'S BEEN AROUND FOREVER. DOES ANYONE HERE HAVE ANY EXPERIENCE WITH THIS TOOL? YES. OKAY. LOTS OF CONSULTANTS USE IT TO CHALLENGE ASSUMPTIONS AND I'LL WALK YOU THROUGH IT NOW, KIND OF IN A GENERIC WAY FOR THOSE WHO DON'T HAVE FAMILIARITY WITH IT. AND THEN I'LL WALK YOU THROUGH IT IN A CASE SPECIFIC WAY, HOW YOU MIGHT APPLY THIS AT WORK. SO IF WE LOOK AT THE LADDER, RIGHT AT THE BASE OF THE LADDER IS, I WOULD SAY REALITY, RIGHT? IT'S THE IT'S THE OBSERVABLE DATA THAT YOU HAVE. AND THE SECOND RUNG IS WHEN YOU LOOK AT THAT DATA, WHAT LIGHTS UP FOR YOU? BASED ON OUR UPBRINGING, OUR EXPERIENCES, CERTAIN THINGS WILL PING FOR US AND HAVING AN AWARENESS AROUND WHAT THOSE THINGS ARE IS VERY USEFUL. WE THAT INFORMATION LIGHTS UP. OH MY GOODNESS, THEY WENT TO THE SAME COLLEGE THAT I WENT, THEY MUST BE AWESOME. AND WE ASSIGN MEANING. THAT'S THE THIRD RUNG OF THE LADDER. WE MAKE ASSUMPTIONS BASED ON THE MEANING THAT WE ASSIGN. WE DRAW CONCLUSIONS. WE ADOPT BELIEFS AND BELIEFS. BELIEFS FILTER INTO OUR ACTIONS. SO HOW COULD LIKE WHAT WOULD BE AN APPLICATION OF THIS I IN IN MY LINE OF WORK, I WORK WITH A LOT OF HUMAN RESOURCE DEPARTMENTS AND A WAY THAT YOU COULD APPLY THIS TOOL IN THAT WORLD, I WOULD SAY WOULD BE IN THE EVALUATION OF CANDIDATES, RIGHT? WE WE IF WE PUT AT THE BOTTOM RUNG THE RESUME, THE COVER LETTER, ALL OF THE INFORMATION THAT COMES THROUGH, MAYBE YOUR PORTAL, YOUR NEOGOV PORTAL, THE ANSWERS TO YOUR SUPPLEMENTAL QUESTIONS, THAT'S RUNG NUMBER ONE, THAT'S YOUR DATA. AND WHEN YOU EVALUATE THAT, CERTAIN THINGS ARE GOING TO LIGHT UP FOR YOU, RIGHT? OH, MY GOODNESS, THEY WENT TO MY SAME UNIVERSITY OR THEY HAVE THIS SAME CREDENTIAL OR THEY WORKED IN A CITY THAT I WORKED IN BEFORE. AND YOU MAY ASSIGN MEANING TO THAT. AND THAT PROCESS, IF YOU FOLLOW IT THROUGH, HAS A LOT OF IMPACT ON WHO GETS PUT FORWARD AND WHO DOESN'T. SO IF YOU COULD INVITE SOMEONE INTO THAT PROCESS WITH YOU, MANY SOMEONES WOULD BE EVEN BETTER. THEN DIFFERENT THINGS ARE GOING TO LIGHT UP FOR ME THAN WOULD LIGHT UP FOR YOU. AND THERE MAY BE A LITTLE BIT OF RIGOROUS DEBATE ASSOCIATED WITH THAT. HEY, YOU'RE ASSIGNING MEANING PRETTY REFLEXIVELY. TELL ME HOW YOU'RE LANDING THERE. TELL ME, GIVE ME WALK ME THROUGH YOUR THOUGHT PROCESS AND THROUGH THAT. I WOULD SAY REALLY PRODUCTIVE, KIND OF STRETCHING AND MAYBE EVEN A LITTLE BIT OF CONFLICT. WE COME TO BETTER DECISIONS. SO THAT'S A WAY YOU MAY APPLY THIS TOOL. I WILL OPEN THE FLOOR IF THERE ARE OTHER PLACES YOU COULD SEE USING SOMETHING LIKE THIS AS A WAY TO MAKE BETTER, MORE GLOBAL, [00:50:05] MORE WELL ROUNDED OR REASONED DECISIONS AS. NO. OKAY. SOME PLACES THAT I SEE IT. WHEN PEOPLE USE THIS TOOL WHERE THEY APPLY IT IS IN HIRING DECISIONS, IN ASSIGNMENTS, RIGHT. WHO ARE WE GOING TO ASSIGN THIS PARTICULAR PROJECT TO? MAYBE STRETCH ASSIGNMENTS. SO THOSE ARE SOME OTHER APPLICATIONS WHERE THIS IS REALLY A USEFUL TOOL. SO. I WILL. I WANT TO NOW KIND OF TURN OUR FOCUS. WE'VE BEEN TALKING MORE ABOUT THE SOCIAL COMPONENTS OF IMPLICIT BIAS. LET'S TALK ABOUT THE BUSINESS COMPONENTS. STUDY AFTER STUDY REVEALS THAT ORGANIZATIONS THAT HAVE DIVERSITY. DIVERSITY THROUGHOUT THE ORGANIZATION OUTPERFORM THEIR THEIR PEER ORGANIZATIONS. MCKINSEY AND COMPANY, WHICH IS THE I WOULD SAY PROBABLY THE LEADING GLOBAL MANAGEMENT CONSULTING FIRM, HAS DONE A VERY INTERESTING STUDY. IT'S BEEN IN PLAY, I WOULD SAY, FOR ABOUT TEN YEARS NOW. THERE HAVE BEEN THREE PHASES. THERE WILL BE A FOURTH. I WILL SHARE WITH YOU SOME INFORMATION FROM THAT STUDY. JENNIFER. YEAH. COULD YOU JUST BRIEFLY AND YOU MIGHT HAVE DONE THIS EARLIER, BUT WHEN YOU SAY DIVERSITY, COULD YOU JUST DEFINE DIVERSITY? BECAUSE I THINK SOMETIMES IT'S BEING AGAIN, I KNOW YOU SAID IT'S A HOT TOPIC, SO I'D LOVE FOR US TO HAVE A DEFINITION OF WHAT DIVERSITY IS FOR FOLKS. THAT WOULD BE MY PLEASURE. THANK YOU FOR THE QUESTION. SO AND THERE YOU ARE AHEAD OF ME A LITTLE BIT. WE WILL DEFINE SOME LANGUAGE FOR THIS IN TERMS OF DIVERSITY. IT'S REPRESENTATION OF DIFFERENT GROUPS IN YOUR ORGANIZATION. IT'S REALLY THE MATH OF IT. IT'S DIFFERENT THAN INTEGRATION AND EQUITY AND INCLUSION. AND WE'LL TALK ABOUT THOSE DIFFERENCES AS WE MOVE THROUGH. BUT WHEN WE'RE TALKING ABOUT DIVERSITY, IT COULD BE DIVERSITY OF THOUGHT AGE, DIVERSITY, GENDER DIVERSITY, ETHNICITY, SOCIOECONOMIC GROUP. OKAY. OKAY, GREAT. SO IF YOU LOOK HERE. RIGHT. AND SO I MENTIONED THAT THIS STUDY STARTED IN 2014. IT'S ABOUT TEN YEARS OLD. AND THE FIRST PHASE OF THE STUDY WAS THE WAS CALLED. THE FIRST CHAPTER IS WHY DIVERSITY MATTERS. THEN THERE WAS ANOTHER ITERATION BEGAN IN 2017. RESULTS WERE PUBLISHED IN 2018, AND THAT CHAPTER WAS TITLED DELIVERING GROWTH THROUGH DIVERSITY. AND THEN IN 2019, ENDING IN 2020, I THINK THE REPORT CAME OUT IN 2020. THE THAT CHAPTER WAS DIVERSITY WINS AND THEY CONTINUE TO UPDATE THIS STUDY. BUT IF YOU LOOK AT THIS, YOU WILL SEE THAT COMPANIES WITH A DIVERSE WORKFORCE EXPERIENCE FAR HIGHER LEVELS OF INNOVATION. THEY EXCEED THEIR SALES TARGETS WITH MUCH GREATER FREQUENCY AND THEY FINANCIALLY RECOVER FROM SETBACKS MORE QUICKLY AND COMPLETELY. IF YOU LOOK AT THE GRAPH RIGHT, THE LEFT SIDE IS GENDER DIVERSITY, RIGHT ORGANIZATIONS THAT HAVE A HIGH LEVEL OF GENDER DIVERSITY AND WE'RE LOOKING HERE AT FINANCIAL PERFORMANCE OUTPERFORM OUTPERFORM BY 15%. WHEN WE LOOK AT THE STUDY IN 2017, WE'RE NOW AT 21%, 2019. AS WE GET MORE AND MORE DATA, THAT NUMBER CONTINUES TO CLIMB. IF WE LOOK AT AND THIS IS DIVERSITY AT THE EXECUTIVE TEAM LEVEL, AT THE LEADERSHIP TEAM LEVEL, IF WE LOOK AT ETHNIC DIVERSITY, THE NUMBERS ARE VERY COMPELLING. THEY'RE VERY HIGH. AND SO THERE IS A BUSINESS CASE FOR DIVERSITY ORGANIZATIONS THAT CAPTURE MULTIPLE POINTS OF VIEW AND CHALLENGE ONE ANOTHER'S THOUGHTS. THEY'RE MORE PROFITABLE. THEY ARE BETTER PROBLEM SOLVERS. THEY'RE MORE INNOVATIVE. SO I WORK WITH A LOT OF ORGANIZATIONS, AND THERE CERTAINLY ARE MANY TEAMS THAT ARE, I WOULD SAY, VERY HOMOGENEOUS. AND THERE ARE SOME ADVANTAGES TO THAT, RIGHT? IF WE HAVE A TEAM AND I DON'T ONLY MEAN THE SAME COLOR, I THINK THAT'S SUCH A SHALLOW DEFINITION OF DIVERSITY. BUT WHEN WE ARE A LEADER AND WE HIRE PEOPLE WHO THINK LIKE US THERE, I WOULD SAY THERE ARE PROS AND CONS TO THAT. IF WE ARE ALIGNED IN OUR THINKING, WE DON'T FIGHT THAT MUCH AND MAYBE WE MOVE FORWARD [00:55:05] WITH THINGS PRETTY QUICKLY. BUT WHAT DO WE GIVE UP? I WANT TO SPEAK TO THAT. OKAY. SO THIS PARTICULARLY WHEN WE'RE TALKING ABOUT OUR EXECUTIVE TEAM AND HAVING DIVERSITY OF OPINION REALLY MATTERS BECAUSE YOU CREATE IF IF YOU'RE IN THE BUBBLE, YOU HAVE BLIND SPOTS. AND SO BECAUSE YOU HAVE BLIND SPOTS, YOU MAY DO STUPID STUFF. SO WE WANT TO TRY AND HAVE AS MUCH DIVERSITY OF OPINION EXPERIENCE SO THAT WE'RE NOT WALKING OFF A CLIFF TOGETHER. THAT'S GREAT. AWESOME. THANK YOU VERY MUCH. AND YEAH, I THINK IT ALSO ALLOWS FOR SPACE FOR INNOVATION AND DIFFERENT, YOU KNOW, THOUGHTS OUTSIDE OF THE BOX BECAUSE OTHERWISE YOU'RE JUST GOING TO KEEP DOING THE SAME THING OVER AND OVER AGAIN. AND SO IT ALLOWS FOR, YOU KNOW, JUST BOUNCING OFF OF WHAT MR. CHADWICK SAID, IT ALLOWS FOR THAT SPACE OF CREATIVITY AND REALLY BEING ABLE TO MOVE FORWARD. YEAH, IT'S INTERESTING IF WHEN I COME IN AND I WORK WITH A TEAM AND WE ARE TALKING ABOUT CONFLICT AND NAVIGATING CONFLICT AND YOU OFFER THE OPTION, WELL, LET'S JUST HIRE PEOPLE WHO THINK LIKE US. LET'S NOT HAVE CONFLICT, LET'S JUST ALL AGREE AND MOVE FORWARD. HERE'S WHAT WE'RE GOING TO GIVE UP. ARE YOU WILLING TO GIVE THAT UP? THE ANSWER IS UNILATERALLY NO, RIGHT? NO, ABSOLUTELY NOT. WE NEED INNOVATION. WHAT ASTOUNDS ME IS THAT WE, SO WE MINED FOR DIVERSITY, WE ADD PEOPLE FROM VERY DIFFERENT BACKGROUNDS WHO HAVE VERY DIFFERENT SCHOOLS OF THOUGHT. AND THEN WE'RE SURPRISED. AND WHEN THERE'S CONFLICT, RIGHT, THAT SURPRISES US AND WE FEEL LIKE THAT'S A NEGATIVE THING WHEN WE REALLY NEED TO REFRAME THAT AS PART OF THE STRETCHING AND THE GROWTH PROCESS AND IN TANDEM WITH INCREASING DIVERSITY, INCREASE OUR ABILITY TO NAVIGATE CONFLICT, CHANGE OUR TOLERANCE FOR OTHER POINTS OF VIEW. WE HAVE TO BE GROWING THOSE THINGS ALONG THE SAME LINES OR, YOU KNOW, WE'RE KIND OF SUNK. WE END UP WITH SITUATIONS WHERE PEOPLE ARE JUST IN THEIR OWN CORNERS AND THE SYSTEM KIND OF BREAKS DOWN SO THAT AT LEAST THAT'S MY OBSERVATION. AND I WILL I WILL SPEAK ON THE IDEA OF THE DIVERSITY OF THOUGHT AND HOW IT APPLIES TO THE JOBS WE DO. OKAY. THANK YOU, MAYOR. OFTENTIMES, I GET ASKED QUESTIONS THAT I'M NOT PREPARED FOR AND I DON'T HAVE AN ANSWER. SO BY EXPOSING MYSELF TO DIVERSITY OF THOUGHTS, MAYBE BEHIND THE SCENES IN MEETINGS AND MEETING WITH FOLKS, IT PREPARES ME FOR WHAT THE KIND OF QUESTIONS I MIGHT ENCOUNTER IN THE PUBLIC FORUM. YEAH, I COULD SEE THAT. THANK YOU. MAYOR PRO TEM BHAT-PATEL. DID YOU WANT TO SAY SOMETHING? I FELT OKAY, SO I THOUGHT I SAW YOUR HAND GO UP. OKAY. SORRY. COUNCIL MEMBER ACOSTA. YEAH, NO WORRIES. I WAS JUST THINKING ABOUT KIND OF THE DIFFERENCE BETWEEN HIRING FOR DIVERSITY AND US UP HERE WHO ARE ELECTED. AND I THINK WE'RE ALL SELECTED ONE I LIKE TO CALL IT ANOINTED, BUT USUALLY COUNCIL, THE COUNCIL AND MAYOR ARE ELECTED AND I THINK I WOULD MAYBE SHIFT SOME OF THE CONVERSATION TO TALK ABOUT VALUING OUR DIVERSITY HERE AT THE TABLE. BECAUSE I HAVE HEARD PEOPLE SAY LIKE BACK IN THE DAY, IT WAS ALWAYS 5-0, RIGHT? AND I'M LIKE, OKAY, WELL, THAT SOUNDS LIKE GROUPTHINK. LIKE YOU'RE ALL JUST MOVING ALONG IN THE SAME PATTERN BECAUSE CERTAINLY NOT EVERYONE WAS HAPPY WITH ALL OF THAT. SO, YOU KNOW, JUST TALKING ABOUT VALUING THE DIFFERENT PERSPECTIVES THAT PEOPLE BRING TO THE TABLE, WHATEVER THEY ARE. SOME OF THE ONES THAT I MENTIONED BEFORE AND LOOKING FOR LIKE CONVERSATION, INTERACTION ABOUT WHAT IT IS THAT WE'RE VOTING ON OR DISCUSSING. AND THAT'S ALL VERY VALUABLE AND LISTENING AND KEEPING AN OPEN MIND TO OTHER PEOPLE'S PERSPECTIVES I THINK IS SO IMPORTANT. SO, YOU KNOW, JUST VALUING DIVERSITY IS SOMETHING I FEEL THAT WE NEED TO MAKE SURE THAT WE DO HERE. OKAY, GREAT. THANK YOU. AND I'M GOING TO WALK THAT AROUND A CORNER. I 100% THINK THAT'S ACCURATE. AND UNDERSTAND THAT BORNE OUT OF THAT WILL BE CONFLICT. AND CONFLICT IS NOT FAILURE. CONFLICT IS HEALTHY. WHAT WE HAVE TO BE ABLE TO DO IS NAVIGATE CONFLICT WELL. AND I THINK THAT I DON'T KNOW, I THINK THAT MANY TIMES THOSE SKILLS ARE DEFICIENT AND THEN WE GET INTO TROUBLE. SO SO YEAH, I WOULD LIKE NOW TO DO ANOTHER KIND OF INDIVIDUAL EXERCISE. I THINK YOU ALL HAVE HAVE PAPER AND A PEN. IF NOT, I WILL GET THAT TO YOU IF YOU DON'T HAVE THAT. [01:00:03] SO WE'RE GOING TO DO AN EXERCISE THAT I WOULD CALL THE CIRCLE OF TRUST. AND HERE ARE THE INSTRUCTIONS ON THE LEFT SIDE OF A PIECE OF PAPER. I WOULD ASK YOU TO WRITE DOWN THE INITIALS OF 3 TO 5 PEOPLE. AND IF YOU'RE IF YOUR CIRCLE IS SMALL AND WE'RE TALKING ABOUT TWO PEOPLE, THAT'S FINE, TOO. BUT PEOPLE WHO ARE IN YOUR INNER CIRCLE, RIGHT, NOT FAMILY MEMBERS. I'M GOING TO TAKE FAMILY MEMBERS OFF THE TABLE. PEOPLE YOU TRUST, PEOPLE THAT YOU GO TO FOR ADVICE. SO JUST WRITE THEIR INITIALS ON THE LEFT SIDE OF A PIECE OF PAPER AND THEN I'LL GIVE YOU FURTHER INSTRUCTIONS. OKAY. SO IF GO THROUGH YOUR LIST AND IF THAT PERSON OR THOSE PEOPLE ARE THE SAME RACE AS YOU PUT A CHECK MARK NEXT TO THEIR NAME. IF THEY ARE THE SAME GENDER AS YOU PUT A CHECK MARK NEXT TO THEIR NAME. IF THEY ARE THE SAME NATIONALITY, DO THE SAME. IF THEY ARE IN THE SAME GENERAL AGE GROUP AS YOU CHECK THEM OFF. AND FOR THIS, I WOULD SAY LET'S GO FIVE YEARS IN EITHER DIRECTION. IF THEY HAVE APPROXIMATELY THE SAME LEVEL OF EDUCATION AS YOU CHECK THEM OFF. AND IF THEY'RE IN ABOUT THE SAME SOCIOECONOMIC GROUP AS YOU DO THE SAME. AND I'LL STOP THERE AND I'LL ASK WHAT YOU NOTICE. ABOUT YOUR LIST. ANYONE WILLING TO SHARE? I'M ALL OVER THE PLACE. OKAY. I HAVE ONE CHECK, TWO CHECKS, THREE CHECKS AND FOUR CHECKS. OKAY. NO CHECKS AND NO CHECKS. OKAY. THANK YOU. COUNCIL MEMBER LUNA. COUNCIL MEMBER ACOSTA. OKAY. YEAH. I FOUND THE END OF THE QUESTIONS ABOUT EDUCATION AND SOCIOECONOMIC. LIKE THESE ARE PEOPLE I'VE KNOWN A LONG, LONG TIME. SO, WHILE WE MAY BE IN DIFFERENT, LIKE DIFFERENT CATEGORIES, MALE OR FEMALE OR ETHNIC, WE ALL KIND OF WENT TO SCHOOL TOGETHER AND EVERYBODY'S GOT AN ADVANCED DEGREE AND THEY'RE ALL KIND OF IN THE SAME PLACE IN LIFE AND SAME AGE. SO THERE ARE JUST PEOPLE I'VE KNOWN A REALLY LONG TIME. THEY'RE LIKE OLD FRIENDS, SO THEY'RE SIMILAR AND ALL OF MY CHECKS ARE 4 OR 5. OKAY, OKAY, GREAT. THANK YOU. MAYOR PRO TEM BHAT-PATEL? YEAH, MINE WAS SIMILAR TO COUNCIL MEMBER LUNA KIND OF ALL OVER THE PLACE. I HAVE LIKE ONE CHECK, TWO CHECKS, THREE, YOU KNOW, SO IT'S ALL OVER THE PLACE. AND I THINK IT'S JUST BECAUSE I'VE MET PEOPLE IN DIFFERENT WALKS OF LIFE. YEAH, THAT MAKES SENSE. OKAY. OKAY, GREAT. OUT OF SIX CHECKS. I HAVE TWO FOR ONE, THREE FOR ONE AND FOUR FOR ONE. OKAY. OKAY, GREAT. THANK YOU. ALL OVER THE BOARD. ALL OVER THE BOARD. THAT'S AWESOME. OKAY. OKAY, GREAT. SO I'M NOT TRYING TO PUT YOU ON THE SPOT. IF YOU WANT TO SHARE, YOU CAN. IF YOU DON'T WANT TO, THAT'S FINE TOO. NO, I THINK I'M PROBABLY THE THE EXAMPLE THAT YOU'RE LOOKING FOR 4 OR 5 AND SIX. OKAY. ALL RIGHT. OKAY. YOU KNOW, A LOT OF PEOPLE WHEN WHEN WE GO THROUGH THIS EXERCISE, FIND THAT THEIR LIST LOOKS A LOT LIKE THEM. AND IF THAT IS THE CASE, WHEN YOU THINK BACK TO THE SLIDE THAT WE WERE JUST LOOKING AT RELATED TO THE BUSINESS CASE FOR DIVERSITY, YOU KNOW, THERE'S A CORRELATION THERE BETWEEN THAT KIND OF GROUPTHINK. AND SO IT'S INTERESTING TO CREATE AWARENESS AROUND THAT. SO. UM, OKAY, SO WHAT ARE THE IMPLICATIONS OF THIS IN THE WORKPLACE? RIGHT. WE TALKED ABOUT, YOU KNOW, THERE ARE THERE ARE LOTS OF TEAMS, MAYBE BECAUSE THE AREA OF FUNCTIONAL EXPERTISE DRAWS A PARTICULAR TYPE OF PERSON, BUT THERE ARE CERTAINLY TEAMS WHERE IT'S LIKE, WOW, YOU GUYS ALL THINK EXACTLY THE SAME. [01:05:01] AND AND AGAIN, LIFE IS CONFLICT FREE. AND THERE IS SOMETHING IT'S LIKE A FIVE AND ZERO COUNCIL, RIGHT? THERE'S SOMETHING. RELIEVING ABOUT THAT SOMETIMES. BUT I THINK WHAT WE FORFEIT IS FAR GREATER. SO. ALL RIGHT. SO TO YOUR POINT, MAYOR PRO TEM BHAT-PATEL, TALK A LITTLE BIT ABOUT THE LANGUAGE OF DNI. AND I THINK THAT IS A REALLY IMPORTANT POINT. THERE ARE SO MANY WORDS. THERE'S LIKE A VERNACULAR FOR THIS TOPIC. AND I THINK WE MAKE SOMETIMES WE EVEN MAKE ASSUMPTIONS ABOUT WHAT THE WORDS THEMSELVES MEAN. AND IF WE DON'T HAVE A SHARED DEFINITION, FOR SURE, WE ARE GOING TO COLLIDE. AND SO BEING ON THE SAME PAGE WHEN WE'RE TALKING ABOUT THESE THINGS AND DEFINING THE WORDS THE SAME WAY IS IMPORTANT, RIGHT? SO DIVERSITY, AS WE TALKED ABOUT ALREADY, IS REALLY A REPRESENTATION OF DIFFERENCES. IT IS OFTEN ACHIEVED THROUGH QUOTAS. TO ME, IT IS THE MATH OF IT ALL. INTEGRATION IS REALLY HELPING INDIVIDUALS FROM DIFFERENT BACKGROUNDS FEEL COMFORTABLE WITHIN THE EXISTING CULTURE, WELCOMING THEM, MAYBE, YOU KNOW, ONBOARDING VERY WELL, THOSE KINDS OF THINGS, INCLUSION IN WHICH SEEMS LIKE JUST ONE MORE STEP, BUT I THINK IT'S A GIANT LEAP IS ENCOURAGING A CLIMATE WHERE INDIVIDUALS FROM DIFFERENT BACKGROUNDS REALLY HELP TO SHAPE THE CULTURE HARD SENTENCE. AND IN THAT CASE, CULTURE IS DYNAMIC, RIGHT? PEOPLE SHAPE THE CULTURE. AND WHAT I SEE ORGANIZATIONS DO AN AWFUL LOT IS FOCUS ON DIVERSITY, RIGHT? WE'RE GOING TO FILL QUOTAS AND THE OTHER BUCKETS GET VERY LITTLE ATTENTION. AND THEN, YOU KNOW, MAYHEM ENSUES OR BAD FEELINGS OR DISENGAGEMENT, THOSE KINDS OF THINGS. THAT'S WHAT IT LOOKS LIKE. SO I THINK IT'S IMPORTANT TO HAVE A SHARED VERNACULAR AROUND THIS. ARE THERE QUESTIONS RELATED TO THIS OR COMMENTS? JUST A QUICK COMMENT. WITH INTEGRATION, IT'S I'M ASSUMING IT'S SYNONYMOUS AND YOU CAN LET ME KNOW BECAUSE I KNOW THIS IS YOUR DEFINITION. SO I JUST WANT TO MAKE SURE THAT IT'S SIMILAR TO A BELONGING, RIGHT? LIKE A SENSE OF BELONGING FOR FOLKS. YEAH, ABSOLUTELY. SO. OKAY. SO LET'S NOW TAKE A LOOK AT SOME OF THE DIFFERENT TYPES OF BIAS. RIGHT. AND THIS AGAIN, THIS LIST IS NOT EXHAUSTIVE AT ALL. I COULD IT COULD BE MUCH, MUCH LONGER. I THINK THESE ARE ONES WE HEAR ABOUT AN AWFUL LOT AFFINITY, BIAS, CONFIRMATION BIAS, SOCIAL COMPARISON, BIAS, PERFORMANCE, ATTRIBUTION, BIAS, GENDER BIAS, CONFORMITY BIAS. SO LET'S TAKE A LOOK AT THOSE IN A LITTLE BIT MORE DETAIL. LET'S START WITH AFFINITY BIAS. AND SIMPLY PUT, THIS IS A DESIRE FOR SAMENESS, RIGHT? IF WE THINK ABOUT THE CIRCLE OF TRUST EXERCISE FOR THOSE OF US WHERE OUR LIST LOOKS A LOT LIKE US, THERE MAY BE SOME AFFINITY BIAS AT PLAY, RIGHT? AFFINITY BIAS IS THE TENDENCY FOR PEOPLE TO CONNECT WITH OTHERS WHO SHARE SIMILAR BACKGROUNDS, SIMILAR EXPERIENCES, SIMILAR INTERESTS. YOU KNOW, WE TALKED ABOUT HOW THAT MIGHT SHOW UP AT WORK. TEAMS THAT LEADERS THAT HIRE PEOPLE JUST LIKE THEM. CONFIRMATION BIAS IS A TYPE OF COGNITIVE BIAS THAT INVOLVES FAVORING OR CHOOSING INFORMATION THAT SUPPORTS OUR PREEXISTING BELIEFS. AND IF YOU THINK ABOUT THE WORLD TODAY, IT'S HARD TO GET AWAY FROM. YOU KNOW, YOU THINK ABOUT SOCIAL MEDIA, EVEN MUSIC APPS LIKE PANDORA OR SPOTIFY THAT I DON'T KNOW, I'M A BIG FAN, BUT THEY BASED ON OUR PREFERENCES, THEY HAND-SELECT AND FEED US INFORMATION OR SONGS OR DATA THAT WE LIKE. NEWS AGGREGATORS, RIGHT. YOU KNOW, I, I REMEMBER CHOOSING A NEWS AGGREGATOR AT SOME POINT IN TIME AND ACTUALLY INPUTTING WHAT MY OPINIONS AND BELIEFS WERE SO THAT I GOT NEWS RELATED TO THAT. THAT'S A GREAT WAY TO LIVE IN THE WORLD OF CONFIRMED BIAS. I DON'T KNOW IF ANY OF YOU. A WHILE BACK THERE WAS A SPECIAL ON NETFLIX CALLED THE SOCIAL DILEMMA, AND IT WAS KIND OF CREEPY, RIGHT? IT IT IT DEMONSTRATED HOW ACCURATE THE ALGORITHMS ARE, RIGHT? BASED ON WHAT YOU SEARCH ONLINE, HOW LONG YOU HOVER OVER SOMETHING ON A ON A PARTICULAR TOPIC. [01:10:01] THE INFORMATION THAT IS THEN FED TO YOU IS SHAPED BY THAT. SO I THINK THIS IS SOMETHING TO CREATE SOME AWARENESS AND BRING OUR BRAIN BECAUSE THE WORLD SHOVES THIS AT US. SOCIAL COMPARISON BIAS. RIGHT. IT'S IT'S REALLY A BIAS FOR OR AGAINST SOMEONE VIEWING SOMEONE AS BETTER THAN ONESELF OR WORSE THAN ONESELF, MAYBE BASED ON THINGS LIKE EDUCATION OR SOCIAL STATUS. IT MAY BE A FACTOR IN FAST TRACKING OR BLOCKING ADVANCEMENT. WE AUTOMATICALLY PREFER CANDIDATES WHO COME FROM MAYBE A MORE PRESTIGIOUS SCHOOL, OR WE HAVE AN AUTOMATIC DISTRUST OF SOMEONE THAT HAS MORE MONEY, STATUS OR SUCCESS THAN US. AND I'M NOT SAYING AT ALL THAT THESE ARE THE ONLY OPTIONS. THE INVERSE COULD JUST AS EASILY BE TRUE. THE KEY IS TO EVALUATE WHETHER OR NOT WE PARTICIPATE IN SOME REFLEXIVE UNREASONED KIND OF ASSOCIATION. PERFORMANCE ATTRIBUTION BIAS, AND THAT IS THE TENDENCY TO ATTRIBUTE OUR HIGH PERFORMANCE TO SOMETHING THAT WE DID RIGHT, SOMETHING INTRINSIC AND ANY FAILURE OR POOR PERFORMANCE THAT WE HAVE HAS TO BE THE RESULT OF SOME EXTERNAL FACTOR. AND CONVERSELY, SOMEONE ELSE'S SUCCESS IS EXTRINSIC AND THEIR FAILURE IS INTRINSIC. AND A REALLY COMMON EXAMPLE OF THIS WOULD BE DRIVING. YOU KNOW, IF I DO SOMETHING DUMB WHEN I'M DRIVING, IT'S A ONE OFF. IT'S OUT OF CHARACTER. I'M A GOOD DRIVER. THIS IS AN UNUSUAL CIRCUMSTANCE. IF SOMEONE CUTS ME OFF IN TRAFFIC, THEY ARE JUST A JERK. SO THAT'S A REALLY BENIGN EXAMPLE OF PERFORMANCE. ATTRIBUTION THEORY IS INTERESTING. 85% OF PEOPLE RATE THEMSELVES AS FAR BETTER THAN AVERAGE DRIVERS. SO MATHEMATICALLY, THAT'S JUST NOT POSSIBLE. SO A WAY THAT COULD SHOW UP AT WORK IS, YOU KNOW, COMING IN LATE. IF I COME IN LATE TO WORK, IT'S BECAUSE, YOU KNOW, SOMETHING WAS POPPING. IT WAS A ONE OFF. I HAD SOME VERY UNUSUAL CIRCUMSTANCE THAT WAS UNAVOIDABLE. SOMEONE ELSE THAT I SEE SHOWING UP LATE TO WORK. MAYBE THEY DON'T CARE. THEY'RE NOT COMMITTED. THEY'RE NOT ORGANIZED. THEY HAVE NO SENSE OF PERSONAL DISCIPLINE. THOSE ARE WAYS THAT PERFORMANCE ATTRIBUTION BIAS CAN SHOW UP. GENDER BIAS. IN ITS SIMPLEST FORM, IT IS REALLY A TENDENCY TO PREFER ONE GENDER, GENDER IDENTITY OVER ANOTHER. BUT I THINK IT CAN ALSO BE A TENDENCY TO PRESCRIBE CERTAIN ATTRIBUTES TO VARIOUS GENDERS OR GENDER IDENTITIES AND TO EVALUATE ACCORDINGLY. AND I'LL WALK THAT OUT A LITTLE BIT FURTHER HERE WITH LIKABILITY BIAS. YOU KNOW, WOMEN ARE, STUDY AFTER STUDY DEMONSTRATES THAT WOMEN ARE SOCIALLY, WE ARE EXPECTED TO BE COMMUNAL, CARING, ENCOURAGING, SENSITIVE. AND WHEN WE EXHIBIT OTHER TRAITS LIKE DIRECTNESS OR AMBITION OR AUTHORITY, THOSE CAN BE, IN CERTAIN CLIMATES, A LIABILITY. THEY'RE NOT, WE'RE NOT VERY LIKABLE. SO THIS IS LIKABILITY BIAS. I THINK, YOU KNOW, THE MOST, ONE OF A VERY POPULAR STUDY OR A WELL KNOWN STUDY RELATED TO THIS BIAS IS REFERENCED IN SHERYL SANDBERG'S BOOK "LEAN IN", WHERE THEY DID AN EXPERIMENT AND THEY CONDUCTED IT AT COLUMBIA BUSINESS SCHOOL AND NYU. AND THEY TOOK A RESUME OF A REAL LIFE SUCCESSFUL ENTREPRENEUR. AND HER NAME WAS HEIDI. THEY PRINTED MULTIPLE COPIES OF THIS RESUME. THE NAME HEIDI WAS PUT ON HALF OF THE COPIES AND THE NAME HOWARD WAS PUT ON THE OTHER AND THE RESUMES WERE DISTRIBUTED TO STUDENTS AT COLUMBIA, AND THEY WERE ASKED TO RATE THE CANDIDATE IN TERMS OF WOULD YOU HIRE THEM? AND HANDS DOWN, THEY WERE RATED EQUAL IN TERMS OF COMPETENCY. BUT THE RESUMES THAT HAD THE NAME HEIDI ON THE TOP, THE CONSENSUS WAS THAT, OH, THIS PERSON WOULD NOT BE A VERY GOOD TEAM PLAYER AND WE WOULDN'T WANT THEM ON OUR TEAM. BUT HOWARD, WHAT A LEADER. ABSOLUTELY. LET'S ADD THEM TO THE TEAM. SO THAT'S A WELL DOCUMENTED STUDY RELATED TO THIS BIAS AND THEN CONFORMITY BIAS, RIGHT? THE TENDENCY TO BEHAVE SIMILARLY TO OTHER MEMBERS IN THE GROUP, EVEN IF IT CONTRADICTS YOUR OWN JUDGMENT OR BELIEF. AND I THINK PEER PRESSURE IS PROBABLY THE MOST WELL KNOWN EXAMPLE OF CONFORMITY BIAS. [01:15:03] SO AGAIN, THIS IS OFFERED IN THE SPIRIT OF US HAVING A SHARED LANGUAGE AND UNDERSTANDING SO THAT WHEN WE TALK ABOUT THESE THINGS, WE'RE SPEAKING THE SAME LANGUAGE AND WE'RE NOT BUMPING INTO EACH OTHER BECAUSE WE DON'T MEAN THE SAME THING. AND AGAIN, THAT'S NOT AT ALL A COMPREHENSIVE LIST. THOSE ARE JUST KEY COMMON BIASES. SO ANOTHER TOOL THAT I WOULD SHARE AND AGAIN, COPIES OF THE SLIDES WILL BE AVAILABLE TO YOU. THE AWANA GROUP HAS SOME REALLY AWESOME TOOLS RELATED TO TALKING ABOUT BIAS IN A PRODUCTIVE AND DETACHED WAY. HERE'S A LINK TO THAT. SO LET'S GET INTO SOME SPECIFICS RELATED TO THAT. IF YOU ARE ON THE RECEIVING END OF BIAS, ANY FORM OF BIAS, WHAT ARE SOME SKILLS INDIVIDUALS COULD STRENGTHEN OR USE TO START TO CHALLENGE THAT AND REPLACE IT WITH SOMETHING EVIDENCE BASED? AND LOTS OF PEOPLE SAY TO ME WHEN I TALK ABOUT THIS THAT THAT'S NOT FAIR. PEOPLE WHO ARE ON THE RECEIVING END OF BIAS CERTAINLY SHOULD NOT HAVE TO DEFEND THEMSELVES OR TAKE THIS ON. AND I TAKE THAT POINT. I UNDERSTAND THAT, ABSOLUTELY. BUT WHAT I WOULD SAY TO THAT IS, REMEMBER, HOW MUCH OF BIAS IS UNCONSCIOUS. AND SO IF WE'RE GOING TO WORK ON THIS IN A PRODUCTIVE WAY, WE HAVE TO BE ABLE TO WORK ON IT FROM MULTIPLE ANGLES. AND ONE ANGLE WOULD BE IF YOU'RE ON THE RECEIVING END OF BIAS, HOW CAN YOU HANDLE THAT IN IN AN EFFECTIVE WAY? HOW CAN YOU BE EFFECTIVE IN THAT MOMENT? AND I THINK THESE ARE SOME REALLY EXCELLENT STEPS. ONE IS TO IDENTIFY WHETHER OR NOT THAT EXPERIENCE IS A ONE OFF OR IS IT PART OF A PATTERN? AND IF IT'S PART OF A PATTERN, START ACCUMULATING DATA, RIGHT? LIKE GET SOME FACTS IN PLACE SO THAT YOU CAN HAVE A CONVERSATION BASED ON FACTS AND REAL EXPERIENCES RATHER THAN EMOTION, WHICH IN THESE KINDS OF SITUATIONS CAN ABSOLUTELY TAKE OVER. SO, YOU KNOW, IF IT IS PART OF A PATTERN, ASSIMILATE THAT INFORMATION, THEN I WOULD SAY GET REALLY CLEAR ON YOUR GOAL BEFORE YOU HAVE A CONVERSATION WITH THAT PERSON. AND THE REASON THAT I SAY THAT IS I THINK IN THE WAKE OF BEING ON THE RECEIVING END OF BIAS, A LOT OF TIMES THE EMOTION IS ANGER AND THE. YOU KNOW, FOR SOME OF US, THE THE INITIAL GOAL WOULD BE, I DON'T KNOW, REVENGE OR MAKING SOMEONE REALLY UNDERSTAND HOW THEY MADE US FEEL AND OR A FIGHT. RIGHT. AND IF YOU'RE LOOKING FOR THAT, YOU CAN ABSOLUTELY FIND THAT WE SEE IT ALL OVER THE PLACE. BUT I WOULD CHALLENGE US TO LOOK FOR A HIGHER OUTCOME, SOMETHING MORE PRODUCTIVE THAN THAT. RIGHT. AND THAT WOULD BE CREATING SOME UNDERSTANDING AND HAVING A PRODUCTIVE CONVERSATION SO THAT WE CAN EITHER UNDERSTAND THIS IN CONTEXT, BUT THERE CAN BE SOME KIND OF CHANGE THAT HELPS, THAT PROPELS US FORWARD RATHER THAN HAVING US BE IN THIS LOOP, WHICH, YOU KNOW, IS SEEMS TO BE EVERYWHERE THESE DAYS. AND WHEN WE ADDRESS IT, START WITH THE FACTS. TALK ABOUT THE MEANING THAT YOU ASSIGN TO THOSE FACTS AND HAVE A PRODUCTIVE CONVERSATION RELATED TO THAT. I THINK THAT'S A WAY THAT INDIVIDUALS COULD HANDLE THAT. HAVING SAID THAT, I THINK THERE ARE TIMES WHEN THE HEAT IS JUST TOO INTENSE AND DELAYING A CONVERSATION TO A TIME WHEN PEOPLE ARE A LITTLE BIT MORE DETACHED AND THE ANGER HAS SUBSIDED IS SMART. AND THEN THERE ARE TIMES WHEN MAYBE YOU NEED AN ADVOCATE. AND, YOU KNOW, I THINK ABOUT CITY CULTURE. TO ME, THAT WOULD BE HR, RIGHT? YOU KNOW, IF YOU NEED SUPPORT, IF YOU DON'T FEEL LIKE THE THAT THE POSSIBILITY OF HAVING A PRODUCTIVE CONVERSATION EXISTS, IT DOESN'T MEAN DON'T HAVE IT. IT MEANS GET A LITTLE HELP. SO. COMMENTS OR QUESTIONS BEFORE MOVING ON? NO MAYOR PRO TEM. YEAH. THANK YOU. AND I THINK THIS IS, YOU KNOW, IT'S DEFINITELY SOMETHING THAT'S REALLY IMPORTANT. I WOULD SAY REALLY QUICKLY, A COUPLE OF DIFFERENT QUESTIONS. ONE WOULD BE, YOU KNOW, OBVIOUSLY, WHEN THERE IS DISAGREEMENT OR CONFLICT, YOU MENTIONED A FEW THINGS THAT FOLKS OBVIOUSLY MAY NOT ALL THE TIME BUT SOMETIMES MAY GO TOWARDS DEPENDING ON HOW THEY'RE FEELING. AND SO I'D BE CURIOUS TO HEAR FROM YOUR PERSPECTIVE WHEN SOMEBODY GOES INTO ATTACK MODE. [01:20:01] RIGHT, BECAUSE IT'S USUALLY EITHER FIGHT OR FLIGHT. YES. SO WHAT WHAT IS THE BEST WAY TO DE-ESCALATE OR TO BE ABLE TO THEN OR NOT, YOU KNOW, OR WHAT? HOW DO YOU HAVE THAT CONVERSATION? THE OTHER OTHER THING IS OR IF SOMEBODY JUST SHUTS DOWN. SO THOSE ARE THE TWO THINGS WHERE IT'S LIKE YOU'RE DOING WHAT YOU CAN AS AN INDIVIDUAL. BUT IF YOU HAVE THAT, YOU KNOW THAT SPACE WHERE IT'S LIKE THEY'RE EITHER GOING INTO ATTACK MODE OR THEY'RE GOING TO SHUT DOWN, HOW DO YOU THEN ENGAGE? YOU KNOW, I THINK THAT LET'S LET'S KIND OF TAKE THOSE CASE BY CASE. AND I THINK IT'S SO SITUATIONAL. HAVING ONE ANSWER THAT'S ACCURATE ISN'T REALLY POSSIBLE. BUT IF WE'RE IF WE'RE TALKING ABOUT THAT HIGH LEVEL OF HEAT, WHICH IS HOW I THINK OF ATTACK MODE, YOU KNOW, TIMING IS EVERYTHING. AND THAT IS NOT THE TIME. THAT'S WHEN I WOULD TABLE THAT CONVERSATION. BUT THE KEY IS TO NOT ABANDON THE CONVERSATION, RIGHT? TO WAIT UNTIL THINGS HAVE COOLED DOWN A LITTLE BIT AND COME BACK TO IT WITH STRENGTH. IN TERMS OF PEOPLE WHO WITHDRAW. ABSOLUTELY. AND I THINK THAT HAPPENS A LOT. RIGHT. AND THAT'S WHEN INVOLVING A THIRD PARTY AND HAVING AN ADVOCATE IS CRUCIAL. AND FOR ME, AS I THINK ABOUT THE SETTING I'M IN RIGHT NOW, THAT WOULD BE H.R.. SO. AND I'LL JUST SAY FOR ELECTED OFFICIALS AND UNFORTUNATELY, HR DOESN'T WORK. I KNOW. SO YEAH, YEAH, I'LL HAVE TO THINK ABOUT THAT ONE. I'LL THROW THAT TO THE TEAM. WHAT COMES TO MIND. AND WE'RE SPECIFICALLY TALKING ABOUT WHEN SOMEONE RETREATS. YEAH. HOW DO YOU HANDLE THAT? COUNCIL MEMBER. ACOSTA. YEAH, I THINK THAT THERE ARE TIMES WHEN WE AS A AS A BODY WILL DISAGREE WITH EACH OTHER AND IT CAN GET HEATED. I'M NOT SURE IF THAT'S WHAT YOU'RE REFERRING TO OR FROM THE PUBLIC WHEN WE'RE RECEIVING HEAT. AND I THINK THE ANSWER IS DIFFERENT AND IT'S CERTAINLY DIFFERENT FROM AIR HAS NOTHING TO DO WITH THAT. SO I DEFINITELY THINK WE NEED TO HAVE THAT CONVERSATION, TOO, ABOUT HOW TO HANDLE THAT. BUT REMEMBERING THAT WE ALL MAKE MISTAKES, REMEMBERING THAT WE NEED TO KEEP AN OPEN MIND, KEEPING KEEPING THIS LESSON THAT WE'RE REVIEWING RIGHT NOW IN MIND, YOU KNOW, JUST THAT WE HAVE TO WORK AT. IT'S A PRACTICE. IT'S NOT WE'RE NOT PERFECT. AND WE'RE GOING TO WE'RE GOING TO SOMETIMES SAY THINGS THAT WE WE REFLEXIVELY SAY, JUST EVEN AS A AS A PARENT OR AS A FRIEND OR AS A PARTNER. I'VE MADE A MILLION MISTAKES. AND JUST REMEMBERING THAT WE CAN TALK IT OUT, WE CAN FIGURE IT OUT. AND IT DOES TAKE TWO, THOUGH. YOU'VE GOT TO HAVE BOTH PEOPLE THERE. BRINGING IN AN ADVOCATE ISN'T ALWAYS HELPFUL. I THINK THAT IT'S SOMETIMES CAN BE, BUT IT WOULD HAVE TO BE A VERY TRUSTED PERSON BY BOTH PARTIES. AND SOMETIMES THAT'S YOU CAN'T FIND THAT PERSON OR HARD TO FIND. YEAH. SO I THINK IT'S TRICKY. IT'S REALLY TRICKY FOR US UP HERE IN A LOT OF IT IS JUST FIGURING IT OUT AND TRYING TO BE OPEN MINDED AND TOLERANT ALONG THE WAY. I LOVED WHAT YOU SAID EARLIER AT THE VERY BEGINNING, AND I WROTE IT DOWN BECAUSE I WAS GOING TO SAY IT AGAIN, BUILDING THAT TOLERANCE MUSCLE. I THINK THAT WAS A REALLY GREAT PHRASE. AND WE ALL NEED TO KEEP PRACTICING AND WORKING ON IT BECAUSE WE'RE NOT PERFECT AND WE WILL MAKE MISTAKES. YEAH. AND IF I IF I MAY ADD TO THAT, I THINK IT'S ALSO JUST, AGAIN, DIVERSITY OF THOUGHT, YOU KNOW, AND TALKING ABOUT HOW WE ALL WILL HAVE DIFFERENCES IN OPINION, THAT'S JUST GOING TO HAPPEN BECAUSE WE ARE ALL DIFFERENT. AND SO I THINK BEING ABLE TO UNDERSTAND THAT THERE WILL BE TIMES WE'RE GOING TO DISAGREE AND THAT WHY WE'RE UP HERE IS TO MAKE SURE THAT WE'RE SERVING THE GREATER GOOD. AND IN ORDER FOR US TO BE ABLE TO, YOU KNOW, RESPECTFULLY DISAGREE AND THEN MOVE ON AND BE ABLE TO THEN STILL CONTINUE TO WORK TOGETHER AND HAVE THOSE CONVERSATIONS. AND I THINK THAT'S THE PART THAT I WANTED TO HONE IN ON. YEAH, I GET THAT. AND AS YOU ALL ARE TALKING, SOMETHING THAT COMES TO MIND AND MAYBE THIS IS PART OF WHAT YOU'RE DOING NEXT, I'M NOT REALLY SURE. YOU KNOW, WHEN YOU TALK ABOUT RETREATING OR HEAT TO ME HAVING A PLAN IN ADVANCE OF THAT. RIGHT. RECOGNIZING THAT THIS IS GOING TO HAPPEN AND LET'S WHEN TIMES ARE COOL, LET'S TALK ABOUT HOW WE'RE GOING TO HOW WE'RE GOING TO NAVIGATE THAT WHEN IT HAPPENS. RIGHT. THIS IS PART OF BEING GOOD AT CONFLICT AND IDENTIFYING WELL WHEN THE SITUATION GETS REALLY CHALLENGING, I TEND TO RETREAT AND THAT'S HOW I ROLL. AND HERE'S HOW YOU CAN GET ME OUT OF THAT. HAVING THOSE DISCUSSIONS IN ADVANCE WHEN IT'S CALM SO THAT WHEN IT HAPPENS YOU HAVE A GAME PLAN I THINK IS A REALLY EFFECTIVE TOOL. [01:25:11] ANYONE ELSE. NO. OKAY, SO LET'S CHAT NOW ABOUT THE LEADER'S ROLE, RIGHT? LIKE WE'VE TALKED ABOUT HOW DO YOU HANDLE IT AS AN INDIVIDUAL? AND I GET THAT. THAT'S REALLY HARD. SO WHAT CAN WE DO AS LEADERS TO CREATE A CULTURE OF INCLUSION AND A CULTURE WHERE WE CAN HAVE THESE DIFFICULT CONVERSATIONS THAT LEAD TO BETTER OUTCOMES? NUMBER ONE, SET CLEAR EXPECTATIONS RELATED TO DIVERSITY, EQUITY AND INCLUSION. BEING CLEAR ABOUT THE CRITERIA FOR NEW JOBS OR STRETCH ASSIGNMENTS, YOU KNOW, HAVING JOB DESCRIPTIONS, BEING VERY CLEAR AND READILY AVAILABLE SO THAT OBJECTIVITY PREVAILS RATHER THAN SUBJECTIVITY, ENCOURAGING PARTICIPATION FROM ALL TEAM MEMBERS, UNDERSTANDING THAT THE DECISION IS BETTER WITH MULTIPLE POINTS OF VIEW. YOU KNOW, GET INPUT. THAT LADDER OF INFERENCE COMES INTO PLAY HERE. AND WHEN THERE IS SUCCESS AND AND I WOULD DETACH HARMONY FROM SUCCESS HERE WHEN SOMEBODY SAYS, HEY, I WANT TO HAVE A CONVERSATION, THAT THING YOU JUST SAID LEFT ME FEELING REALLY EXCLUDED AND I'D LIKE TO TALK ABOUT THAT. THAT'S HUGE. THAT'S A SUCCESS AND RECOGNIZE IT FOR WHAT IT IS. I THINK THAT THAT'S SOMETHING THAT LEADERS CAN DO TO START CREATE A CULTURE WHERE WE ACTUALLY MOVE FORWARD AND UP. SO AND I'M NOT AT ALL SUGGESTING THIS IS, YOU KNOW, AND PROBABLY YOU ALL HAVE. SORRY, JUST A REALLY QUICK QUESTION ON THE ON THE ON THE PREVIOUS SLIDE. OKAY. JUST BECAUSE, AGAIN, WE'RE NOT HIRED. WE'RE ELECTED. RIGHT. SO IT'S A BIT DIFFERENT FOR US IN TERMS OF THE I'M GUESSING IN TERMS OF THE CRITERIA. SO I JUST CURIOUS HOW YOU WOULD SPEAK TO THAT PIECE. SO SO I THINK TRANSPARENCY, THESE ARE TACTICS. I THINK THE UNDERLYING COMPONENT HERE IS TRANSPARENCY, RIGHT? AND SO HOW THAT PLAYS OUT IN THE ROLE OF COUNCIL MEMBERS, I THINK IS IS REALLY THE THE CATALYST FOR YOU. AND I KNOW THAT'S A BIG WORD IN GOVERNMENT, BUT MAKING IT VERY CLEAR ABOUT YOUR HOW YOU HOW YOU ARRIVED AT A DECISION AND WHAT FACTORS YOU EVALUATED AND RATHER THAN THAN IT BEING EITHER REAL OR IMAGINED, REFLEXIVE. SO, SO AND AGAIN, THIS IS HOW WE LEARN. AND I AM NOT AT ALL SUGGESTING THAT THE THAT ANY OF US ARE AT THE BOTTOM STEP OF THIS LADDER. AND I THINK WE MOVE UP AND DOWN THE LADDER ALL THE TIME. BUT I SHARE THIS MODEL OF HOW WE LEARN SO THAT WE CAN GIVE OURSELVES AND EACH OTHER A LITTLE BIT OF GRACE, RIGHT WHEN WHENEVER WE ARE LEARNING ANYTHING NEW, WE KIND OF START OUT AS UNCONSCIOUSLY INCOMPETENT. WE JUST DON'T KNOW WHAT WE DON'T KNOW. AND AS WE LEARN AND GAIN EXPOSURE AND TALK TO OTHERS AND CHALLENGE OUR THOUGHT PROCESSES, WE START TO BECOME CONSCIOUSLY INCOMPETENT. WE KNOW, WE DON'T KNOW. NOW WE KNOW WE DON'T KNOW. WE STILL DON'T KNOW. BUT WE'RE AWARE OF IT. AND WE CONTINUE TO LEARN AND GROW AND PRACTICE. AND THEN WE GROW COMPETENCY. BUT IT'S NOT EASY. IT EVERY STEP OF THE WAY YOU'RE THINKING ABOUT WHAT YOU'RE DOING. AND IF YOU STAY COMMITTED AND YOU KEEP WORKING ON IT, YOU YOU REACH THAT PHASE OF MASTERY WHERE IT JUST BECOMES PART OF WHO YOU ARE. AND AT THAT POINT YOU'RE UNCONSCIOUSLY COMPETENT, WHICH IS, YOU KNOW, A LIFE'S WORK, I THINK, IN THIS ARENA. SO I KNOW WE'RE AT TIME. CAN I OH, YOU'RE AT YOUR END, SO PROBABLY. NO, THAT'S OKAY. I JUST WANTED TO COMMENT ON THIS SLIDE. I DO THINK JUST WHAT I WAS SAYING ABOUT PRACTICE AND BUILDING THAT TOLERANCE MUSCLE, I THINK IT'S A LITTLE DIFFERENT FOR ELECTED OFFICIALS IN THAT ESPECIALLY WHEN WE'VE BEEN ELECTED, WE FEEL LIKE WE HAVE A MANDATE, WE'VE GOT A CHARGE. WE ARE WE'VE BEEN CHOSEN TO BE THE VOICE OF THE PEOPLE. AND WE THERE ARE SOME LIKE, EGOTISM THAT COMES WITH THAT. LIKE HERE I AM, I'VE BEEN CHOSEN. I'M I'M HERE. AND I THINK IT'S REALLY IMPORTANT TO BREAK THAT DOWN AND TO TO REMEMBER THAT, THAT WE'RE NOT EXPERTS IN EVERYTHING AND WE'RE CERTAINLY NOT PERFECT. AND I THINK IT'S I THINK IT'S REALLY IMPORTANT JUST TO BREAK DOWN OUR OWN OUR OWN EGOS AND FLAWS AND RECOGNIZE OUR FLAWS THAT [01:30:08] WE BRING TO THE TABLE, INCLUDING ALL OF THESE THESE BIASES AND ASSUMPTIONS. SO I'M REALLY GRATEFUL FOR FOR THAT PART OF THE CONVERSATION AND AND THIS SLIDE. THANKS. OKAY, GREAT. THANK YOU. AND AND THANK YOU. WE ARE AT TIME I WILL INVITE OBSERVATIONS QUESTIONS AT THIS POINT AND THEN I'LL. I'LL SET ASIDE. NOW, I'LL JUST SHARE WITH YOU JUST A COUPLE OF NOTES I MADE. OKAY. WHICH IS INTERESTING THAT I LEARNED A LOT. OKAY. AND ONE OF THE THINGS I WROTE A NOTE THAT I SEEM TO HAVE MORE RESPECT FOR RICH AND SUCCESSFUL PEOPLE BECAUSE CLEARLY THEY KNOW MORE THAN ME. AND ANOTHER ONE ON THE JUDGING IS EVERY TIME I SEE SOMEBODY DRIVING IN A CAR ALL ALONE, WEARING A MASK, WHOEVER'S IN THE CAR WITH ME, I GO CHECK THIS OUT AND I JUDGE THEM. THAT'S A GREAT AWARENESS. YEAH. JUST JUST TWO ENTERTAINING LITTLE NOTES THAT I MADE. SO THANK YOU FOR YOUR PRESENTATION. THANK YOU. WE APPRECIATE IT. THANK YOU. AND THANK YOU FOR SHARING THAT. AND NOW DO WE MOVE INTO THE NEXT PHASE? OH, WE STILL HAVE COMMENTS. OKAY, GO AHEAD. YEAH, THANKS. I JUST WANTED TO THANK YOU FOR THIS CONVERSATION. IT'S A I KNOW IT'S A CHALLENGING ONE AND I APPRECIATE THAT YOU WERE ABLE TO LEAD US THROUGH THIS. AND I HOPE THAT, YOU KNOW, WE ALL LEARNED. I KNOW I DID. I THINK IT'S GREAT FOR US TO HAVE THE ABILITY TO HAVE THESE CONVERSATIONS BECAUSE I THINK WE ALWAYS TAKE SOMETHING AWAY FROM IT. OKAY, GREAT. THANK YOU. OKAY. THANK YOU VERY MUCH. CITY MANAGER TAKE US TO THE NEXT PHASE, PLEASE. AND WE ACTUALLY. WHY DON'T WE TAKE A BREAK? WOULD THIS BE A GOOD BREAK TIME? BUT WE ALSO HAVE ADDITIONAL COMMENTS. OH, THAT'S RIGHT. I'M SO SORRY. LET'S TAKE COMMENTS AND THEN WE'LL TAKE A BREAK. PERFECT. PLEASE CALL THE. TRACEY CARMICHAEL. PLEASE DON'T JUDGE ME. I HAVE SOME TECHNICAL ISSUES THIS DAY, SO I WASN'T ABLE TO PRINT OUT WHAT I WAS GOING TO SAY. BUT I WANT TO THANK YOU FOR THE OPPORTUNITY TO GIVE YOU MY INPUT. IN THE CITY OF CARLSBAD. THE CHARTER SECTION 101 STATES. THE IMPLEMENTATION OF EACH MATTER UNIQUELY BENEFITS THE CITIZENS OF CARLSBAD AND ADDRESSES LOCAL CONCERNS. TODAY, I HAVE QUESTIONS AND CONCERNS ABOUT THE EFFECTIVENESS OF THIS POLICY AND CODE AS IT IS REFLECTIVE OF SOME OF THE ACTIONS THAT WE SEE. THE ADOPTED POLICY AND ETHICS CODE STATES THAT THIS IS A VALUES BASED DECISION MAKING PROCESS. HOWEVER, IT DOES NOT DEFINE THE ROLE OF A CITY COUNCIL MEMBER AND IT LACKS A SEQUENTIAL OUTCOMES FOR ANY VIOLATIONS OF THESE VALUES. IF THE ROLES AND THE RESPONSIBILITIES ARE NOT DEFINED, THEN HOW CAN WE POSSIBLY HAVE AN EFFECTIVE USE OF A POLICY AND HOW WILL IT BENEFIT THE CARLSBAD CITIZENS? SO I'M ASKING YOU TO TAKE ACTION TODAY. AMEND THE POLICY DEFINING THE ROLE OF A COUNCIL MEMBER REVIEW ANNUALLY THE ETHICS CODE BECAUSE THESE ARE YOUR GUIDING PRINCIPLES. AND IF YOU HAVE PRINCIPLES AND YOU HAVE VALUES, IT SHOULD BE REFLECTIVE UPON US. AMEND THE CODE TO INCLUDE CONSEQUENCES FOR ANY VIOLATIONS OF ACTIONS RELATING TO THESE VALUES. AMEND THE CODE TO ELIMINATE THE BULLET POINTS AND USE REFERENCE POINTS AS A, B. C. THE CARLSBAD CITIZENS VOTED FOR YOU TO REPRESENT US. TO BE OUR VOICE, ENTRUSTING YOU TO BE THE HOLDERS OF PUBLIC TRUST AND GOOD STEWARDS OF PUBLIC RESOURCES. SO WHAT HAPPENS WHEN A COUNCIL MEMBERS ACTION UNVEIL THEIR UNWILLINGNESS TO WORK COLLABORATIVELY IN THE PUBLIC'S BEST INTEREST? I WILL TELL YOU, IT UNDERMINES. AND IT ERODES PUBLIC TRUST AND OUR CONFIDENCE IN YOU TO DO YOUR JOB. IS THE CITIZEN'S RESPONSIBILITY TO ASK YOU TO REMEDY YOUR OWN ACTIONS. WHAT HAPPENS WHEN THIS FALLS ON DEAF EARS. IS THE ONLY RESOURCE AND THE ONLY ACTION THAT WE CAN TAKE IS TO RECALL YOU. HOW DOES THAT BUILD GOODWILL AND BUILD GOOD COMMUNITY? I TOOK OFF MY SHOE TODAY BECAUSE YOU'VE NEVER WALKED IN MY SHOES. WE TALKED ABOUT BIAS TODAY. YOU'VE NEVER WALKED IN MY SHOES. WE'RE A CONSTITUENT. WE'RE HERE TODAY BECAUSE WE WANT CARLSBAD TO BE BETTER. WE WANT YOU TO BE BETTER. SO I'LL STOP THERE. CONSIDER THIS. WILL YOUR ACTIONS, WILL YOUR WORDS CREATE DIVISION IN OUR COMMUNITY, OR WILL YOUR WORDS BUILD GOODWILL AND BENEFIT THE [01:35:07] CITIZENS OF CARLSBAD? SO I THANK YOU FOR YOUR TIME. THERE NOW ARE NO ADDITIONAL SPEAKERS. THANK YOU. THEN THIS WOULD BE A GOOD BREAKING POINT FOR A EIGHT MINUTE RECESS. WE'LL COME BACK AT A 10:45. ALL RIGHT. WE'RE CALLING THE MEETING BACK IN SESSION CITY MANAGER. GREAT. THANK YOU SO MUCH. AND I'M GOING TO GO AHEAD AND TURN IT OVER TO OUR CONSTITUENT SERVICES DIRECTOR, SHEILA COBIAN, WHO'S GOING TO WALK US THROUGH THE CITY OF CARLSBAD CITY COUNCIL CODE OF ETHICS AND PUBLIC SERVICE VALUES. AND THEN FOLLOWING THAT, WE'LL GO AHEAD AND GET INTO MUNI CODE, SECTION 1.20. SHEILA MORNING MAYOR AND COUNCIL MEMBER. AS MR. CHADWICK SAID, I'M GOING TO BRING UP THE CITY COUNCIL CODE OF ETHICS AND PUBLIC SERVICE VALUES AND I'M GOING TO ASK THAT YOU REVIEW THEM AND OFFER ANY INPUT. BASICALLY, LET US KNOW IF THEY'RE STILL RELEVANT TO YOU, IF YOU WANT ANY CHANGES OR EDITS AND ANYTHING THAT YOU RECOMMEND TO HAVE CHANGED, WE WOULD ACTUALLY BRING BACK VIA A RESOLUTION AT A FUTURE MEETING. AND WE'LL GO THROUGH THE SAME EXERCISE WITH THE MUNICIPAL CODE SECTION 1.20. SO. YEAH. SO WHAT WE HAVE HERE, AS YOU RECALL, NOVEMBER 16TH, 2012, SOME OF YOU PROBABLY RECALL ON NOVEMBER 16TH, 2021, YOU ADOPTED YOUR CODE OF ETHICS. AND I'M JUST GOING TO SCROLL THROUGH HERE AND LET ME KNOW IF THERE'S ANY PLACE YOU'D LIKE TO STOP AND TALK ABOUT THE SECTION AND IF YOU'D LIKE ANY CHANGES. SO THE FIRST SECTION HERE IS THE VALUE OF RESPECT. AS A LEADER OF THE COMMUNITY, YOU MODEL CIVILITY AND IT HAS THE BULLETS UNDERNEATH, UNDERNEATH THAT THAT SAYS IN THE PRACTICE THAT THIS MEANS. SO WOULD YOU LIKE TO DISCUSS THIS SECTION OF THE CODE? DO YOU HAVE ANY CHANGES YOU'D LIKE TO RECOMMEND? LET'S START WITH QUESTIONS. MISS LUNA, DO YOU HAVE ANY QUESTIONS? MS.. BURKHOLDER. MS.. ACOSTA. OKAY. HOW ABOUT COMMENTS? MS.. LUNA. NO COMMENTS ON IT. THANK YOU, MS.. ACOSTA. YES, THANK YOU. I JUST FOR FOR MY COLLEAGUES THAT WEREN'T HERE. AND JUST AS A REMINDER, I DO THINK IT WAS REALLY IMPORTANT THAT WE KIND OF CALL THESE THINGS THAT WE CONSIDER LIKE UNSPOKEN NORMS INTO INTO WRITING AND INTO THE LIGHT AND TALK ABOUT THEM AND MAKE SURE THAT THEY'RE WRITTEN DOWN SO THAT WE ALL KIND OF AGREE ON HOW TO BE CIVIL AND WHAT THAT MEANS. AND SOMETIMES WHEN WE DON'T ARTICULATE IT AND SPECIFICALLY SPELL IT OUT, PEOPLE'S FEELINGS ARE HURT AND IT CAN LEAD TO DIFFICULTIES WORKING TOGETHER. SO THAT WAS KIND OF THE CONTEXT FOR THIS. I REMEMBER IN 2021 AND AGAIN, IT'S A PRACTICE, IT'S SOMETHING WE ALL WORK ON, JUST TRYING TO MAKE SURE THAT WE GET ALONG AND WE BE A GOOD WORKING TEAM TOGETHER. SO THAT WAS THE ONLY THING THAT I WANTED TO CALL OUT IS REALLY IT KIND OF GOES FOR EVERYTHING. BUT I REMEMBER SPECIFICALLY IN RESPECT AND I REMEMBER ONE OF THE BULLET POINTS, THE LAST ONE WAS ABOUT CALLING PEOPLE BY THEIR FORMAL CITY TITLES. AND WHILE SOME PEOPLE DON'T CARE WHATSOEVER, SOME PEOPLE DO. SO IT WAS JUST KIND OF A NORM THAT WE ALL AGREED ON THAT WE WOULD ALL CALL EACH OTHER COUNCIL MEMBER OR MAYOR. MAYOR PRO TEM JUST TO TRY TO FORMALIZE OUR ROLES. THAT'S IT. THANKS. ANY OTHER COMMENTS? OKAY. AS FOR THANK YOU FOR BRINGING THAT UP. I THINK I SAY MISS MR. BECAUSE IT'S EASIER. I STUMBLE WHEN I SAY COUNCIL MEMBER. SO IS THAT SOMETHING EVERYBODY WANTS ME TO CALL YOU BY COUNCIL? COUNCIL MEMBER OR IS MS. OKAY IF IF ALL OF YOU AGREE, THEN I'LL CONTINUE THE WAY I HAVE BEEN. IF IT'S BOTHERING ANYBODY, I WILL. I WILL WRITE A NOTE TO SAY COUNCIL MEMBER. IS EVERYBODY OKAY WITH THAT? I DON'T THINK THE TITLE REFLECTS DOING THE BUSINESS OF THE PEOPLE OF CARLSBAD, SO FEEL FREE TO CALL ME MELANIE OR MS. OR DR. OR WHATEVER YOU LIKE. FIRST NAMES, ALTHOUGH IT'S HARD BECAUSE WE DO TALK OFF THE DAIS AND WE CALL EACH OTHER BY FIRST NAMES. AND THEN SO I DO STUMBLE ONCE IN A WHILE. IS IS MS. OKAY FOR EVERYBODY? AS LONG AS IT'S CONSISTENT, WHICH IS WHAT YOU'VE DONE, IT'S FINE. SO THANK YOU. OKAY. YEAH. I THINK, YOU KNOW, AS LONG AS WE TRY TO ALWAYS BE RESPECTFUL, I THINK THAT'S THE WHOLE POINT IS JUST DOING OUR BEST TO SHOW EVERYONE THE SAME TREATMENT, EQUALLY RESPECTFUL OF EVERYONE. AND I DIDN'T BRING IT UP BECAUSE I WAS SAYING THAT YOU'RE NOT DOING IT RIGHT OR SOMETHING. THAT WASN'T WHAT I WAS SAYING AT ALL. [01:40:02] I WAS JUST KIND OF GIVING A LITTLE BIT OF BACKGROUND AND CONTEXT TO WHY IT'S EVEN IN HERE. SO EITHER COUNCIL MEMBER, MRS OR WHATEVER, THAT'S FINE WITH ME. AND I DO THINK THAT SOME PEOPLE CARE A LOT AND THAT'S REALLY IMPORTANT TO RECOGNIZE THAT PEOPLE CARE ABOUT IT. BUT I THINK WE'RE ALL DOING FINE HERE AND NOW. SO HERE WOULD BE MY MY QUESTIONS. I'VE BEEN TOLD THAT THIS IS ASPIRATIONAL. IF ANY OF THE COUNCIL MEMBERS CHOOSE NOT TO ABIDE BY THIS PREVIOUSLY AGREED ON, THERE'S NO CONSEQUENCE FOR IT. CAN CAN WE TALK ABOUT THAT A LITTLE BIT? I'LL DEFER TO THE CITY ATTORNEY ON THAT ONE. THANK YOU. AS I AS I WAS REFRESHING ON YOUR CODE OF ETHICS, IT LOOKS TO ME WHEN YOU CRAFTED IT. YES, YOU DO INDICATE IN. UNDER THE VALUE OF RESPONSIBILITY UNDER PARAGRAPH FOUR. YOU DO INDICATE IN THERE THAT THE STANDARDS IN THE IN THE ETHICS CODE ARE ASPIRATIONAL, BUT YOU ALSO INDICATE THROUGHOUT IT AT VARIOUS PLACES THAT. IF SOMEONE ISN'T MEETING THOSE STANDARDS, THAT YOUR FIRST PREFERENCE IS TO TRY TO ADDRESS THE MATTER THROUGH ONE ON ONE CONVERSATIONS. AND ALSO THERE'S A COUPLE OF PLACES WHERE IN THE ETHICS YOU MENTIONED GIVING APOLOGIES AND ACCEPTING APOLOGIES. AND IT SEEMS TO ME, AS I WAS READING IT AND GOING THROUGH WITH IT, THAT THE COUNCIL HAD DETERMINED THAT THAT WAS REALLY HOW THEY PREFERRED TO ADDRESS WHEN SOMEONE MAY NOT HAVE MET THE STANDARDS THAT YOU ALL AGREED ON. AND THERE ARE NO OTHER ENFORCEMENT MECHANISMS WRITTEN INTO IT. BEING IN POLITICS, IT SEEMS LIKE. EVERY DECISION WE MAKE IS GOING TO BE CONTROVERSIAL. SOME PEOPLE ARE GOING TO BE HAPPY. SOME ARE GOING TO BE UNHAPPY. I WORK TO TRY TO MAKE SURE BOTH SIDES AT LEAST UNDERSTAND MY POSITION, EVEN THOUGH I MAY DISAGREE WITH ONE SIDE OR AGREE MORE WITH ANOTHER SIDE. BUT IT SEEMS LIKE IF WE DISAGREE, THEN IT GETS TAKEN TO A NEXT LEVEL, NOT WITHIN OURSELVES, BUT FROM THE PUBLIC. AND A LOT OF TIMES PEOPLE WILL TAKE IT PERSONALLY. AND I'M TRYING TO THINK THROUGH HOW DO WE HANDLE THAT AMONGST OURSELVES IF. AND I'LL USE AN EXAMPLE. IF I SAY SOMETHING THAT I DIDN'T MEAN TO BE INAPPROPRIATE, BUT EVERYTHING WE SAY CAN BE TAKEN TWO DIFFERENT WAYS. HOW WOULD I WANT TO HANDLE IT? AND I'LL BRING UP AND I KNOW PEOPLE DON'T LIKE TO SAY THE GOOD OLD DAYS, BUT WE USED TO HAVE A TIME WHERE IF YOU RECEIVED A CARD ON YOUR DESK THAT SAYS. PLEASE SEE ME FROM KEITH. THEN THAT BECAME A PRIORITY. THAT MEANS YOU RUBBED ME WRONG SOMEWHERE. AND WE NEED TO TALK ABOUT IT AS SOON AS POSSIBLE. THAT WAS THE WAY IT USED TO BE WHEN I FIRST CAME ON THE COUNCIL. IS THAT A GOOD IDEA? HOW DO YOU GUYS WANT TO HANDLE THIS? OR DO WE JUST WANT TO LEAVE IT ALONE? AND EACH PERSON IS YOUR OWN PERSON. AND IF YOU MAKE A MISTAKE, IT'S UP TO YOU TO FIGURE OUT HOW TO SOLVE IT. I'M LOOKING FOR IDEAS. OH. MRS. BHAT-PATEL. OKAY. THANK YOU. THE WAY WHETHER IT'S IN THE WORKPLACE OR HERE THAT I'VE EVER HANDLED, WHERE I FEEL LIKE I NEED TO TALK TO SOMEONE, I JUST CALL THEM OR I GO AND TALK TO THEM DIRECTLY. AND SO I'M COMFORTABLE WITH THAT. BUT I KNOW IT MIGHT BE DIFFICULT. A DIFFICULT WAY FOR OTHERS. SO, I MEAN, IF THE CARD THING IS SOMETHING THAT'S WORKED IN THE PAST, I'M OPEN TO IT. I DON'T MIND. I THINK THE ONE ON ONE DIALOG IS SO IMPORTANT BECAUSE COMMUNICATION IS SO KEY FOR US TO MAKE SURE WE'RE CONTINUING TO MAINTAIN OUR RELATIONSHIPS AS COUNCIL MEMBERS. SO I'D BE OPEN TO SUGGESTIONS ON WAYS FOR US TO BE ABLE TO FACILITATE THAT CONVERSATION. I'M JUST LOOKING FOR INPUT AT THIS POINT. MR. ACOSTA. YES. THANK YOU. I THINK EVERYBODY HAS THEIR OWN STYLE. I THINK IF I GOT THAT. THANKS FOR TELLING ME THAT IF YOU LEFT THAT CARD, IT JUST MEANS WE NEED TO TALK. IT DOES SOUND A LITTLE THREATENING, LIKE, HEY, WE NEED TO TALK. COME TO THE PRINCIPAL'S OFFICE NOW. BUT BUT I THINK WE'VE DEVELOPED ENOUGH RAPPORT THAT I WOULD FEEL COMFORTABLE, YOU KNOW, CALLING YOU, TEXTING YOU OR ANY OF MY COLLEAGUES ON THE COUNCIL JUST TO SAY, HEY, WHAT'S THE MATTER? CAN I HELP YOU? OR DID I DO SOMETHING? YOU KNOW, BUT I THINK IT'S WORK. IT TAKES WORK TO GET TO THAT PLACE. AND IF THAT'S IF SOMEBODY WANTS TO LEAVE A NOTE OR IF I HOPE THAT IT DOESN'T GET LOST, IF IT'S A WRITTEN NOTE LEFT ON MY DESK, I MAY NOT SEE IT. MAYBE A TEXT MIGHT BE BETTER. [01:45:02] BUT BUT I THINK MAYBE THAT'S NOT SOMETHING WE FORMALIZE BECAUSE EVERYBODY HAS A DIFFERENT WAY OF APPROACHING THAT. MS.. BURKHOLDER ANY IDEAS? MS.. LUNA. OKAY. WHAT DIRECTION ARE YOU LOOKING FOR? LEAVE IT THE SAME. SHOULD WE? DO SOMETHING MORE WITH IT. ONE OF THE QUESTIONS THAT WAS ASKED OF ME IS CONSEQUENCES. IF A COUNCIL MEMBER VIOLATES THIS ASPIRATIONAL GOAL. AND THE I THOUGHT ABOUT IT. AND THE PROBLEM I FIND IS WHO DECIDES WHETHER IT WAS A VIOLATION BECAUSE WE ALL HAVE OUR OPINIONS AND WHETHER SOMEBODY DISAGREES WITH OUR OPINION DOESN'T THEN MAKE IT AN UNETHICAL DECISION. SO I'M I, I PONDERED THAT AND CAME UP WITH THE IDEA THAT I HAVE NO IDEA HOW TO HANDLE IT. SO IS IT THE AGREEMENT THAT WE WANT TO JUST LEAVE THIS ALONE? AND IF WE COME UP WITH A BETTER IDEA SOMEWHERE IN THE MEANTIME, THEN LET'S BRING IT BACK UP AGAIN. DOES ANYBODY HAVE ANY THOUGHTS? YOU'RE THE MAYOR. YOUR PLEASURE, SIR. I'M ONLY ONE FIFTH OF THIS DECISION. MISS BHAT-PATEL. SURE. I CAN ADD. I'M COMFORTABLE WITH WHERE. WHERE THIS IS AT. IT SEEMS LIKE IT'S NOT WORKING THEN. DEFINITELY. AND I APPRECIATE YOU BRINGING IT UP. OKAY. I GUESS YOU HAVE ALL THE INFORMATION YOU NEED ON THAT TOPIC. OKAY. IF THERE'S NOTHING MORE TO ADD, WE WILL JUST CHANGE THE DATE ON THIS AND HAVE THE NEW COUNCIL MEMBERS SIGN. OKAY. THANK YOU. MAYOR, IF I MAY JUMP IN. MY RECOMMENDATION WOULD ACTUALLY BE FOR US TO BRING BACK A RESOLUTION REAFFIRMING THESE AS OF A PARTICULAR DATE SO THAT ALL THE COUNCIL MEMBERS CAN THAT ARE HERE CAN. REGISTER THEIR VOTE ON THAT AND THEN IT CAN BE SIGNED BY THE COUNCIL MEMBERS ARE HERE. SO THAT WOULD BE MY RECOMMENDATION. OKAY. BEFORE I DO, SOME OF THE ANSWERS I'VE GIVEN PEOPLE ON THIS ISSUE IS IF THEY THINK THAT A COUNCIL MEMBER HAS DONE SOMETHING WRONG, WE ARE ACCOUNTABLE TO THE RESIDENTS AND THE VOTES AND THINGS LIKE RECALLS. SO I KNOW THAT'S A CUMBERSOME ANSWER FOR A LOT OF PEOPLE, BUT I THINK THAT'S THE APPROPRIATE ANSWER. IF SOMEBODY DISAGREES AND THINKS THAT AS A RESULT OF THE DISAGREEMENT THAT WE'RE BEING VIOLATING ANY OF THESE AGREEMENTS IN THE CODE OF ETHICS. SO WITH THAT, I'LL MAKE THE MOTION THAT WE BRING THIS BACK AND REAFFIRM THE CODE OF ETHICS. SECOND. PLEASE VOTE. THAT PASSES UNANIMOUSLY. THE NEXT STEP, PLEASE. OKAY. THE NEXT IS CHAPTER 1.20 MEETINGS. AND THESE ARE THE RULES AND REGULATIONS THAT GOVERN YOUR COUNCIL MEETINGS AND THE BOARDS AND COMMISSION MEETINGS. THE LAST TIME WE REVIEWED THESE WAS IN 2018. WE DID A SIGNIFICANT AMOUNT OF CLEANUP AT THAT TIME, BUT WE'RE FINDING THAT THERE'S ADDITIONAL THINGS TO CHANGE. SUCH AS? YOU RECENTLY VOTED TO REMOVE INVOCATION FROM THE ORDER OF BUSINESS. SO THAT'S SOMETHING THAT WE WILL BE BRINGING BACK TO YOU. AND WE JUST WANTED TO GET ANY OTHER FEEDBACK ON WHAT CHANGES YOU MIGHT LIKE TO SEE IN THIS SECTION AS WELL. I'M GOING TO START BECAUSE I ACTUALLY ASKED THAT THIS BE BROUGHT BACK. I'M TRYING TO MAKE OUR COUNCIL MEETINGS AS STREAMLINED AND FOCUSED ON PEOPLE'S BUSINESS AND IT SEEMS LIKE OUR MEETINGS ARE GOING VERY LONG. AND I'M HEARING FROM THE PUBLIC THAT, COME ON, I HAVE SOME I HAVE AN ISSUE OR I WANT TO SPEAK ON A TOPIC. BUT WHEN OUR MEETINGS ARE DRAGGING ON FOR THREE, FOUR AND THE OTHER NIGHT, EVEN MORE THAN FOUR HOURS, I'M TRYING TO FIGURE OUT WAYS THAT WE CAN MAKE IT MORE TO THE POINT AND GET OUR BUSINESS DONE. AND ONE OF THOSE IS TO START WOULD BE LIMITING OUR TIME FOR OUR CLOSING STATEMENT, NOT AT THE END OF THE MEETING, BUT JUST OUR CLOSING STATEMENT BEFORE EACH VOTE. WE WE STICK TO A PRETTY REASONABLE AMOUNT OF TIME, BUT OCCASIONALLY WE TAKE OFF ON A TANGENT. AND I'VE ACTUALLY THOUGHT TO MYSELF, I KNOW IT SOUNDS HORRIBLY SARCASTIC, BUT I'M GUESSING IT'S THE SAME AS THE PUBLIC'S THINKING. ALL RIGHT, I'LL BLAME MYSELF. OKAY. KEITH, YOU'VE RAMBLED LONG ENOUGH. MAYBE YOU SHOULD GO TO HAPPY HOUR AND EXPRESS ALL THOSE THOUGHTS, BUT NOT TAKE UP THE TIME FROM OUR MEETING. SO I WOULD LIKE TO GET INPUT FROM THE REST OF THE COUNCIL ON. WE TELL THE PUBLIC THEY HAVE THREE MINUTES TO SUM UP THEIR THEIR THOUGHTS AND TELL US WHAT THEY THINK IS IMPORTANT. CAN WE SELF IMPOSE THAT SAME LIMIT FOR OUR FINAL COMMENTS ON EACH PARTICULAR AGENDIZED ITEM? DOES ANYBODY HAVE ANY THOUGHTS? INPUT CRITICISM. MISS. MISS LUNA. I'M SORRY. HE ALWAYS MIXES US UP. [01:50:01] SO YOU WANT IT? YOU WANTED ME TO REMEMBER TO SAY COUNCIL MEMBER. IN ADDITION, I HARDLY REMEMBER NAMES. YOU KNOW, THE NUMBER OF BOARDS AND COMMISSIONS THAT I'VE SERVED ON ARE INNUMERABLE. AND GENERALLY, WHEN YOU'RE REPORTING OUT AT THE END OF A MEETING, THE GENERAL CONSENSUS AND THERE ARE ELECTED OFFICIALS ON THERE IS THAT IF YOU SERVE ON A COMMITTEE OR YOU SERVE ON SOMETHING, THAT YOU ACTUALLY HAVE A SALIENT POINT TO REPORT ON, NOT JUST THAT I'M ATTENDING ON THIS DAY OR I'M ATTENDING ON THIS DAY WITH SOCIAL MEDIA, I THINK THAT HAS SORT OF GONE BY THE WAYSIDE. SO AS FAR AS BEING EFFECTIVE TO THE CITIZENS, IF YOU ARE IN A COMMITTEE AND THERE'S A SALIENT POINT THAT WOULD AFFECT THE CITIZENS OR MAYBE A RATE OR A POSITION OR A SPECIFIC LEGISLATIVE ACTION ON VERSUS, YOU KNOW, I HAVE THIS COMMITTEE OR I HAVE THAT COMMITTEE. I'VE NOTICED THAT OVER THE YEARS, BECAUSE OF THE ABUNDANCE OF SOCIAL MEDIA, A LOT OF THE OTHER COMMENTS ARE WHERE THEY'RE GOING TO BE PRESENT OR FOR OPENINGS OR FOR RIBBON CUTTINGS OR FOR WHATEVER IS ACTUALLY ON THE SOCIAL MEDIA SITE. AND IT'S MORE GETTING DOWN, AS THE MAYOR SAID, I THINK A COUPLE OF MEETINGS AGO, THIS IS A BUSINESS AND IT'S AT THE TAIL END. AND THAT'S JUST WHAT I'VE OBSERVED IN OTHER BOARDS AND COMMISSIONS. AND I THINK IT'S FAIRLY EFFECTIVE AND EFFICIENT GOVERNANCE. AND I'M NOT REFERRING JUST TO THE END. I'M TALKING ABOUT EVERY AGENDA ITEM WHERE WE HAVE OUR OUR FINAL COMMENT BEFORE WE VOTE. MR. COLTER. THANK YOU, MAYOR. IS THIS GOING TO BE, IF WE DO LIMIT TO THREE MINUTES, OR WILL IT BE THE SAME TIME OR WILL THEY BE IN FRONT OF US? IS IT GOING TO COST THE CITY MONEY? HOW DOES IT LOOK IN PRACTICALITY? BECAUSE I'M REALLY FOR STREAMLINING OUR THOUGHT PROCESS AND MOVING THE MEETINGS ALONG ALONG. BUT JUST CURIOUS ABOUT WHAT IT LOOKS LIKE IN PRACTICE. THANK YOU. I'M NOT A TECHNOLOGY EXPERT, BUT I WOULD LIKE IT DOESN'T NEED TO EVEN BE PUBLIC UNLESS WE CHOOSE TO, BUT JUST THE SAME TIMER ON OUR SCREEN. SO WE KNOW THAT 2.5 MINUTES PASSED AND NOW YOU'VE GOT 30S LEFT BECAUSE THE SCREEN CHANGES THE COLOR. AGAIN, I'M JUST THINKING OUT LOUD. I'M LOOKING FOR INPUT FROM THE REST OF THE COUNCIL. YEAH, THANK YOU. IT'S A FABULOUS IDEA, IN MY OPINION. JUST, I GUESS, TO TO MR. CHADWICK, IS IT POSSIBLE TO PUT THAT UP ON OUR SCREENS HERE? AND I'M GOING TO LOOK OVER TO SHEILA. I WOULD HAVE TO CHECK WITH OUR I.T. STAFF, BUT I KNOW WE CAN DISPLAY IT UP ON THE SCREEN. AND WE'RE ALSO LOOKING AT DISPLAYING A TIMER ON THE BACKSIDE OF THE PODIUM AT SOME POINT. OKAY. THANK YOU. AND AND AGAIN, IT'S JUST DISCUSSION. IT MAY BE APPROPRIATE THAT THE PUBLIC ALSO SEES THAT WE'RE HOLDING OURSELVES TO THREE MINUTES AND THAT IT BE PUT UP ON THE THE BOARD. BUT AGAIN, THROWING OUT JUST IDEAS. MR ACOSTA. THANK YOU. LOOKING AT HOW OTHER CITY COUNCILS AND OTHER CITIES DO IT, SOMETIMES THEIR MEETINGS GO VERY LATE, GO TO MIDNIGHT OR LATER IF THEY'VE GOT A FULL AGENDA AND A LOT OF PUBLIC COMMENT AND A VERY ENGAGED POPULACE THAT WANTS TO SPEAK A LOT SO THEY'LL LINE UP. I'VE EVEN SEEN IT HERE WHEN WE HAD THE THE CARUSO PROJECT, YOU KNOW, LONG LINES AND HOURS AND HOURS OF PUBLIC TESTIMONY. AND I THINK THAT THERE ARE WAYS THAT WE CAN MANAGE OUR AGENDA. AND I THINK THAT WE'VE ASKED OUR CITY MANAGER IN THE PAST TO TRY TO MANAGE IT SO WE DON'T HAVE SUCH BIG ITEMS ON STACKED UP ON ONE AGENDA, AND WE'VE DONE A REALLY GOOD JOB WITH THAT. I'VE BEEN REALLY PLEASED WITH THAT. WE CERTAINLY DON'T GO TO MIDNIGHT. I THINK THE LATEST WE'VE EVER GONE ON SINCE I'VE BEEN HERE IS 930 ISH AND THAT WAS RECENTLY AND THAT'S IN THREE YEARS. SO I DO THINK THAT IT'S IMPORTANT TO MANAGE OUR TIME AND MAKE SURE THAT WE CAN FIT EVERYTHING INTO A MEETING AND NOT RUSH ITEMS. I ALSO THINK THAT WE ARE ELECTED TO SERVE AS THE VOICE OF THE PEOPLE, AND WHEN WE HAVE A DELIBERATION, WE SHOULDN'T BE RUSHED OR FORCED TO SLOW TO FORCED TO CHOP OFF OUR COMMENTS BECAUSE OF A TIMER. SO I THINK THAT IT'S NOT A GOOD IDEA TO PUT A TIMER ON US. IT'S BETTER TO LOOK AT THAT CODE OF CONDUCT, TRY TO STICK TO THE POINT, TRY TO REMEMBER NOT TO GO OFF ON TANGENTS AND FOR THE MAYOR TO HELP MANAGE THE MEETING, BECAUSE THAT'S PART OF YOUR JOB AS MAYOR, JUST TO TRY TO KEEP WITH THE FLOW OF THE MEETING, TAKE BREAKS WHEN WE NEED IT AND ALL OF THAT. BUT I DO THINK IT'S REALLY IMPORTANT. I'M NOT GREAT UNDER THE CLOCK OR WITH TIME STANDARDIZED TESTS NOT GREAT FOR ME. I FEEL BETTER WHEN I CAN DISCUSS THINGS IN A MORE INTERACTIVE WAY WITH MY COLLEAGUES AND WITH STAFF WHEN WE'RE ASKING QUESTIONS. SO I DON'T LOVE THE CLOCK AND I DO THINK IT WORKS REALLY WELL. I THINK THERE'S A VERY SMALL GROUP OF PEOPLE SAYING THAT IT DOESN'T WORK WELL. AS FOR SOCIAL MEDIA, THAT'S NOT OFFICIAL CITY SOCIAL MEDIA. SO WHAT WE DO HERE IS ALSO OFFICIAL CITY BUSINESS. IF WE'RE GOING TO REPORT OUT ON A COUNCIL ASSIGNMENT OR SOMETHING THAT WE'RE DOING, SOCIAL MEDIA IS RUN BY OURSELVES PERSONALLY, SO IT'S NOT THE SAME. [01:55:04] THANKS, MISS. EXCUSE ME, MISS BHAT-PATEL. SURE. THANK YOU. I I'D BE COMFORTABLE WITH A TIME. A TIME IF WE WANTED. A TIME CERTAIN IN TERMS OF THREE MINUTES, WHATEVER AMOUNT OF MINUTES WE WANTED. I THINK, YOU KNOW, WHETHER IT'S. AND YOU'RE SAYING IT'S GOING TO BE FOR EACH AGENDA ITEM. CORRECT. FROM FROM WHAT I UNDERSTAND AT THE FINAL COMMENT PORTION, IF THIS WOULD NOT INCLUDE QUESTION AND ANSWERS, THIS WOULD JUST BE WHEN WE SAY ANY FINAL REMARKS BEFORE THE VOTE. THAT'S THE ONLY THING THAT I'M REFERRING TO FOR THE THREE MINUTES. OKAY. AND MY MY LOGIC IS THAT WE TELL THE PUBLIC THEY HAVE TO TO ABIDE BY THREE MINUTES. AND IT WAS BROUGHT TO MY ATTENTION. THAT'S NOT ALWAYS NOT VERY EVEN OFTEN, BUT SOMETIMES WE GO OFF ON A TANGENT AND I'VE BEEN TOLD AS THE MAYOR, I'M SUPPOSED TO THEN INTERRUPT AND I DON'T THINK THAT COMES OFF VERY WELL. I WOULD NEVER INTERRUPT A COUNCIL MEMBER WHILE THEY'RE TALKING, BUT I THOUGHT THIS MIGHT BE A GOOD WAY TO TO HANDLE THAT. YEAH. THANK YOU. AND AND IT'S INTERESTING BECAUSE EVEN I DIDN'T KNOW THAT THIS WOULD BE DISCUSSED TODAY, BUT I HAVE ASKED ABOUT THIS OF OTHER COUNCILS, WHETHER THEY HAVE A TIME LIMIT ON THEMSELVES IN TERMS OF HOW THEY SPEAK OR HOW MUCH THEY SPEAK. AND I'VE HEARD THERE ARE OTHER COUNCILS THAT DO HAVE THAT IN THE REGION, SO I'M FINE WITH IT IF THAT'S THE PLEASURE OF THE ENTIRE COUNCIL. BUT I THINK ALL OF US SHOULD FEEL COMFORTABLE WITH IT IN ORDER FOR US TO IMPLEMENT IT. IF NOT, THEN YOU KNOW, AND I'LL LOOK TO YOU TO SEE WHAT YOUR WHAT YOU WOULD FEEL. BUT I'M COMFORTABLE WITH IT. WELL, I LIKE THE IDEA OF IT PROBABLY MOSTLY IS BECAUSE WE TELL THE PUBLIC, YOU HAVE TO SUM UP YOUR PRESENTATION IN THREE MINUTES AND I HAVE A HARD TIME SAYING YOU GET THREE MINUTES, BUT I'M DIFFERENT, SO I GET MORE TIME. AND THAT'S BEEN MY RUB. I'M TRYING TO BE AS AS FAIR AS I CAN POSSIBLY BE. SO I'LL MAKE THE MOTION, WE BRING IT BACK AND HAVE STAFF BRING IT BACK AS AN AGENDIZED ITEM, AND THEN WE CAN VOTE ON IT AND TALK ABOUT IT MORE THEN. BUT I WILL INSIST WE ONLY TALK ABOUT IT FOR THREE MINUTES. NO, I'M JOKING. I'M JOKING. THIS ISN'T FOR THE ENTIRETY OF OUR DISCUSSION. YOU'RE TALKING ABOUT JUST THIS ONE. ONE ISSUE. OKAY. OKAY. IT'S BEEN. PLEASE VOTE. OKAY. THANK YOU. AND I HAD ONE OTHER AGAIN, TRYING TO KEEP OUR MEETINGS A LITTLE BIT MORE TO BUSINESS. I THINK THE PROCLAMATIONS ARE VERY IMPORTANT, BUT SOME OF THE INPUT AND I ABSOLUTELY AGREE WITH THE INPUT I'VE RECEIVED IS WE SPEND A LOT OF BUSINESS TIME READING PROCLAMATIONS. WE'RE STARTING TO GET MORE AND MORE AND WE SPEND A LOT OF TIME SETTING UP PICTURES. SO LET'S WAIT FOR BILLY TO GET OUT OF THE BATHROOM. OKAY, EVERYBODY TURN TO THE LEFT. LET'S DO A COUPLE OF PICTURES. OKAY, EVERYBODY BACK TO THE TOP. WE'RE TAKING UP A LOT OF EXTRA TIME FROM OUR BUSINESS. A LOT OF PEOPLE ARE HERE FOR BUSINESS. SO I WOULD LIKE TO HAVE SOME INPUT ON THE IDEA THAT PROCLAMATIONS NOT BE DONE AT THE BEGINNING OF CITY COUNCIL MEETINGS, BUT ANYBODY WHO WANTS A PROCLAMATION CAN REQUEST ONE AND THEN WE CAN DO IT SEVERAL DIFFERENT WAYS. ONE, A LOT OF PEOPLE WHO GET PROCLAMATIONS JUST COME AND PICK UP THE PROCLAMATION AND THEY TAKE IT HOME. SOMETIMES WE GET INVITED AND I'VE BEEN INVITED TO A MULTITUDE OF DIFFERENT PLACES WHERE I'VE READ PROCLAMATIONS AT THE EVENT, MOST RECENTLY AT AN EAGLE SCOUT GETTING HIS EAGLE BADGE. SO THAT WOULD BE MY FIRST IDEA OF HOW TO HANDLE PROCLAMATIONS. AND ANY OF US CAN GO OUT TO ANY EVENT AND PRESENT THE PROCLAMATION IF ANY OF US CHOOSE TO DO THAT. SO I'M LOOKING FOR SOME SOME INPUT. I'LL START ON THIS END THIS TIME, MISS BHAT-PATEL. SURE. THANK YOU. I GUESS I'M CONFLICTED. I'LL JUST BE HONEST. ONLY BECAUSE I CAN UNDERSTAND THERE ARE SOME WHERE IT MAKES TOTAL SENSE TO HAVE. AND I'VE HAD THOSE TOO. AND I'VE REQUESTED THEM WHERE I'VE BEEN AT AN EVENT AND PRESENTED A PROCLAMATION. OR I'VE STEPPED IN FOR YOU AND PRESENTED A PROCLAMATION TO AN ENTITY. AND I THINK DEFINITELY I SEE THAT. I THINK THERE ARE SOME WHERE IT THE REASON WHY IT'S BROUGHT FORWARD IS FOR AWARENESS AND JUST MAKING SURE THAT OUR PUBLIC KNOWS ABOUT IT. I THINK IF ALL OF A SUDDEN WE'VE CUT IT OFF COMPLETELY, THAT AWARENESS PIECE IS GONE. AND I DON'T KNOW WHAT THE SOLUTION TO THAT WOULD BE. SO TO ME, IT'S, YOU KNOW, YES, WE DEFINITELY HAVE THAT JOB TO MAKE SURE THAT THE WORK IS BEING DONE AND THE BUSINESS IS BEING DONE. BUT WE ALSO HAVE THE DUTY TO MAKE SURE THAT, YOU KNOW, WE'RE REPRESENTING OUR COMMUNITY. AND I THINK THAT'S THE PIECE WHERE SOME OF THE THINGS THAT COME UP, WHETHER, YOU KNOW, WE'LL TALK ABOUT, YOU KNOW, LIKE BLACK HISTORY MONTH OR ANY OF THE OTHER THINGS THAT WE'VE [02:00:06] JUST SO THAT THE RECOGNITION FOR OUR COMMUNITY AND OUR EMPLOYEES HAPPENS AS WELL. SO THAT'S THE ONLY PIECE WHERE I HAVE THAT CONFLICT. MR. ACOSTA. THANK YOU. SIMILAR TO THE OTHER ITEM THAT WE JUST TALKED ABOUT, I HADN'T HADN'T REALLY CONSIDERED THIS CAREFULLY OR DONE ANY RESEARCH ABOUT WHAT OTHER CITIES DO. I DO KNOW THAT THERE ARE SOME OTHER CITIES THAT HAVE LIKE A SEPARATE PROCLAMATION TIME, LIKE BEFORE THE COUNCIL MEETING, ALMOST LIKE HOW WE'RE DOING IT FOR CITIZEN OF THE YEAR, WHERE YOU MEET EARLY AND YOU HAVE YOUR PROCLAMATION AND YOUR PHOTOS AND YOU CAN DO THEM OUTSIDE AND THEN YOU HAVE COUNCIL AND THEY THEY EVEN DO IT LIKE IN A DIFFERENT LOCATION, LIKE ACROSS IN A DIFFERENT BUILDING ACROSS THE WAY. I KNOW I'VE HEARD THAT, BUT MAYBE THERE'S A DIFFERENT WAY THAT WE CAN APPROACH THIS THAT WE HAVEN'T EVEN CONSIDERED YET. SO I DON'T KNOW EXACTLY WHAT THE RIGHT IS THE RIGHT SOLUTION IS, BUT MAYBE WE SHOULD ALSO PUT THIS ON THE AGENDA AFTER STAFF HAVE DONE SOME RESEARCH AND BROUGHT SOME IDEAS BACK TO US. MS.. BURKHOLDER. YEAH. THANK YOU, MAYOR. I AGREE WITH MY COLLEAGUE, MS.. ACOSTA, ABOUT THIS BECAUSE I IT IS TIME CONSUMING AND THAT MEANS IT'S STAFF TIME CONSUMING AS WELL. I'M BEEN TO OTHER LOCATIONS AND DELIVER PROCLAMATIONS AND THINGS LIKE THAT AS WELL. BUT I DO LIKE THE IDEA OF HAVING THIS BEFORE A COUNCIL MEETING AND THEN GETTING DOWN TO THE BUSINESS OF THE PEOPLE AND INCLUDING THE AWARENESS PIECE THAT THAT WOULD ACCOMMODATE DOING IT THAT WAY. SO THAT IS POTENTIALLY ONE ONE THING TO DO. I ALSO THINK WITH THE PROCLAMATIONS THAT WE GIVE A LOT OF AWARDS TO OUR STAFF AND SO I THINK IT MIGHT HELP TO TO DO THAT SEPARATELY BECAUSE AT THE SAME TIME WE DO THE REGULAR PROCLAMATIONS AND PERHAPS PULL IN OTHER FOLKS IN THE COMMUNITY TO ACCEPT THOSE AWARDS, BECAUSE IT'S REALLY ABOUT THE PEOPLE THAT LIVE HERE IN CARLSBAD. THAT'S WHO WE'RE REPRESENTING AND THE STAFF IS GREAT. LOVE YOU ALL. BUT IT JUST MAKES MORE SENSE TO ME TO MAYBE RESTRUCTURE THAT. THANKS. MISS LUNA. WELL, I'M THE PROCESS PERSON HERE. SO I THINK WHAT I'D LIKE FOR US TO CONSIDER IS MAYBE PULLING THE GUIDELINES UP THAT WE HAVE EXISTING. I LIKE THE IDEA OF HAVING IT SEPARATE OUTSIDE OF THE TRADITIONAL MEETING AND MAYBE WE COULD TAKE A LOOK AND RESOLVE A LOT OF IT THROUGH THE GUIDELINES DEPENDING. I MEAN, SOMETIMES IT FEELS LIKE EVERYBODY GETS A PARTICIPATION AWARD AND SOMETIMES I THINK THERE IS, FOR LACK OF A BETTER TERM, A HIERARCHY OF OF PROCLAMATIONS, AS YOU'RE SAYING. YOU KNOW, YOU WENT OUT TO DO THE EAGLE SCOUT AND I THINK IT TAKES AWAY FROM THOSE AWARENESS OR SITUATIONS THAT THAT IF IT'S SORT OF THERE'S A LOT OF STATIC WITH OTHERS GOING ON. AND SO I THINK THAT PROBABLY WAS THE GOAL OF PROCLAMATIONS WHEN THE COUNCIL ORIGINALLY STARTED THEM. SO I LIKE MAYBE TO TAKE A LOOK AT THE GUIDELINES, MAYBE WE CAN BEEF THOSE UP A BIT. AND I REALLY DO LOVE THE IDEA OF OF TAKING IT OUT OF OUR BUSINESS MEETING AND SEPARATE. AND ONE FINAL THOUGHT IS THAT IF IT SOUNDS LIKE EVERYBODY'S OKAY WITH JUST TAKING OUT OF THE BUSINESS MEETING, BUT MAYBE STARTING MAYBE ONE DAY A MONTH, STARTING EARLY AND DOING THE PROCLAMATIONS BEFORE THE MEETING, DOES THAT SOUND REASONABLE NOW? WE'RE NOT VOTING ON THAT, BUT I'M JUST THROWING IT OUT AS AN IDEA. I WAS THINKING ABOUT THAT. THANK YOU, MAYOR. I WAS JUST WONDERING, HOW DOES THAT WORK WHEN WE HAVE THE PROCLAMATION THAT'S SET FOR ONE WEEK OF THE MONTH? I DON'T KNOW HOW TO RESOLVE THAT CONFLICT. WELL, WE WOULD DO THE I WOULD I'M JUST THINKING OUT LOUD AGAIN, JUST THE PROCLAMATION ON THE FIRST MEETING OF EVERY MONTH. AND THAT WILL COVER ALL OF THE PROCLAMATIONS, WHETHER THEY BE WEEK PROCLAMATIONS OR MONTH PROCLAMATIONS FOR THAT PARTICULAR MONTH. WE COME IN EARLY, WE DO THE PROCLAMATIONS, AND THEN THAT WAY THE PEOPLE WHO ARE HERE FOR A COUNCIL MEETING DON'T HAVE TO TO SIT THROUGH PROCLAMATIONS. WITH THAT. CAN WE ASK STAFF TO COME BACK WITH SOME OF THOSE IDEAS AND THEN WE'LL MAKE THE DECISION AT A LATER TIME? YES, I'D LOVE TO SEE IT FIRST AND JUST SEE THE PRACTICALITY OF IT. AND YES, IF IT WORKS, IT SOUNDS GREAT. OKAY. SO I'LL MAKE THE MOTION THAT STAFF BRING BACK SOME OPTIONS ON THE PROCLAMATIONS. SECOND, PLEASE VOTE. THANK YOU, BY THE WAY. EARLIER I SAID SOMETIMES YOU TALK TO PEOPLE ABOUT IDEAS AND THEN THEY TELL YOU HOW STUPID YOUR IDEA IS. MY FIRST IDEA WAS WE DO THEM ONCE A QUARTER ON A SATURDAY, AND I WAS TOLD, NO, YOU'RE NOT HAVING YOUR STAFF COME BACK IN ON A SATURDAY. SO SOMETIMES TALKING THINGS OUT WORKS. SO THANK YOU FOR THAT. WHAT'S THE NEXT ISSUE? WELL, IS THERE ANY OTHER AREA OF CHAPTER 1.20 THAT YOU'D LIKE TO DISCUSS OR RECOMMEND CHANGES TO? [02:05:05] LOOKING FOR A HAND OR A NOD. ANY IDEAS, MISS LUNA? WELL, ONCE AGAIN, BEING THE PROCESS PERSON AND PROBABLY BEING THE ONLY ONE UP HERE THAT WAS SUBJECTED TO SITTING IN HERE FOR HOURS AND HOURS TO SEE IF I GOT APPOINTED TO A COMMISSION OR COUNCIL OUT OF. I'M ASKING ALL OF YOU UP HERE FOR MERCY IN INVOKING A MERCY RULE, BECAUSE THOSE POOR PEOPLE, WE VOLUNTEER, WE DON'T GET ANY PAY. WE PUT EVERYTHING ON HOLD AND WE HAVE TO SIT HERE THROUGH MANY MEETINGS. SO PRACTICING FOR MY 2 OR 3 MINUTES, I WOULD LIKE YOU TO TAKE A LOOK ON PAGE 13 OF 25, SOMEWHERE IN THE ORDER, COULD WE MOVE COUNCIL APPOINTMENTS TO COMMISSIONS BOARDS WAY UP AT THE FRONT SOMEWHERE AND I'LL DEFER TO THE MAYOR OR WHOEVER. MISS BHAT-PATEL. THANKS, COUNCIL MEMBER LUNA THAT'S SOMETHING THAT I HAVE ALSO TALKED ABOUT. SO THANK YOU FOR THE REMINDER. AND I WHOLEHEARTEDLY AGREE. I THINK IT'S SOMETHING THAT I ALWAYS FEEL TERRIBLY ABOUT THAT FOLKS ARE WAITING UNTIL THE END AND SOMETIMES FOLKS HAVE TO LEAVE BECAUSE THEY HAVE WORK OR YOUNG CHILDREN OR WHATEVER ELSE. SO YES, I'D BE 100% IN SUPPORT OF MOVING IT FORWARD. MR.. COSTA THANK YOU. JUST JUST TO COMMENT ON IT, I THOUGHT WE HAD ALREADY DISCUSSED AND AGREED THAT WE WERE GOING TO DO THIS. SO I LOVE THAT WE HAVE THIS OPPORTUNITY NOW TO FORMALIZE THIS AND I SUPPORT THIS AS WELL. THANKS, MS.. BURKHOLDER. THANK YOU. YES, I ALSO SUPPORTED THIS, AND I'M GLAD THAT YOU BROUGHT IT UP AS A REMINDER. THANKS. COUNCIL MEMBER LUNA AND ANY HAS BEEN BROUGHT UP IN THE PAST. IT'S JUST NOT CHANGED IN THE POLICY BECAUSE IT'S USUALLY AND I THINK EVERY SINGLE ONE OF YOU AT ONE POINT OR ANOTHER HAS ASKED ME TO TO ALTER THE AGENDA. SO WILL YOU PLEASE BRING THAT BACK? OH, DO WE HAVE TO VOTE TO TELL YOU TO BRING IT BACK? ALL RIGHT. I'LL MAKE THE MOTION. SECOND. LET'S VOTE, PLEASE. GOOD IDEA. THANK YOU FOR BRINGING THAT UP. ANY OTHER ITEMS? I'M NOT SEEING ANY NODS OR HANDS. SO THANK YOU FOR FOR DOING THIS. ONE OF THE THINGS THAT I SAID I WAS GOING TO TRY TO GET ACCOMPLISHED IS OUR BUSINESS MEETINGS FOCUS MORE ON THE BUSINESS OF THE MEETING AND MAYBE A LITTLE LESS OF THE I'M GOING TO GET CRITICIZED FOR THE WORD FLUFF, BUT YOU KNOW WHAT I'M TALKING ABOUT. AND THAT CONCLUDES OUR ORDER OF BUSINESS. [COUNCIL COMMENTARY AND REQUESTS FOR CONSIDERATION OF MATTERS: ] NOW WE'LL TURN IT BACK OVER TO COUNCIL MEMBERS FOR COUNCIL COMMENTARY AND REQUEST FOR CONSIDERATION OF OTHER MATTERS. OKAY. WE'LL START WITH MISS LUNA. I HAVE NONE. MISS BURKHOLDER. I DON'T HAVE ANY. THANK YOU, MISS ACOSTA. YES, THANK YOU. I KNOW THAT WE'VE BEEN HAVING A CONVERSATION WITH THE COMMUNITY ABOUT THE FLAG DISCUSSION THAT WE HAD AND THE VOTE THAT WE HAD, AND I WOULD LIKE TO AGENDIZE FOR DISCUSSION AT OUR NEXT POTENTIAL COUNCIL MEETING. A DISCUSSION SPECIFICALLY ABOUT FLYING THE PRIDE FLAG, DESPITE NOT HAVING A FLAG FLAG POLICY. I'D LIKE TO SEE IT UP THERE. AND TODAY IS THE FIRST DAY OF JUNE. I'D LIKE TO MAKE SURE THAT WE CAN HAVE THIS CONVERSATION AT A FUTURE COUNCIL MEETING ABOUT FLYING THE PRIDE FLAG. SECOND. ANY DISCUSSION. I WOULD ASK FOR INPUT FROM THE CITY ATTORNEY ON THE ISSUE. MAYOR, BECAUSE IT'S NOT ON YOUR AGENDA. IF ANY INPUT I GIVE YOU IS GOING TO PROBABLY RESULT IN DISCUSSION, BUT I'LL BE PREPARED TO ANSWER ANY QUESTIONS IF THE COUNCIL VOTE TO PUT THIS ON AGENDA. OKAY. THANK YOU. WE HAVE A MOTION AND A SECOND. PLEASE VOTE. IF I. IF I COULD JUST THE WE WOULD NOT BE ABLE TO MAKE THE JUNE 6TH MEETING, BUT WE WOULD BE ABLE TO MAKE THE JUNE 13TH MEETING. THE JUNE 6TH MEETING HAS ALREADY BEEN PUBLISHED. I THINK THAT WENT OUT EARLIER TODAY. BUT I'LL ALSO LOOK AT CAN YOU CONFIRM IF IT'S CORRECT? IT'S ALREADY PUBLISHED. OKAY. SO IT POTENTIALLY COULD OCCUR OR BE DISCUSSED AT THE AT THE 13TH. THANK YOU. ARE WE HAVING A DISCUSSION OR. OKAY. YEAH. I'M JUST CURIOUS. SO, ABSENT OF A FLAGPOLE, I'M JUST TRYING TO MAKE SURE I UNDERSTAND WHAT YOU'RE PRESENTING. ABSENT OF A FLAG POLICY FOR THE CITY. THE AGENDIZED ITEM IS STILL GOING TO BE TO FLY A FLAG, THAT IS. BUT WE DON'T HAVE A POLICY. THAT'S MY UNDERSTANDING OF THE MOTION. CAN I READ A PROPERLY WORDED MOTION? I WANTED TO MAKE A MOTION DIRECTING STAFF TO RETURN AT THE NEXT. POTENTIALLY POSSIBLE SCHEDULE MEETING, A SCHEDULED COUNCIL MEETING WITH AN ITEM FOR COUNCIL'S CONSIDERATION WHICH ALLOWS FOR THE FLYING OF THE PRIDE INTERSECTIONAL FLAG. [02:10:09] ANY OTHER COMMENTS? MS.. BURKHOLDER. I'M OKAY. NO, YOU'VE STATED THAT YOU'RE TRYING TO BALANCE OUR AGENDAS. AND IS THAT NOT THE DAY? WOULD THE 13TH BE THE DAY THAT WE HAVE THE BUDGET HEARING? THAT IS CORRECT. THE 13TH WILL BE A BIG AGENDA IN WHICH WE'LL BE DOING OUR HOPEFUL ADOPTION OF CITY COUNCIL'S FISCAL YEAR 2324 BUDGET. ANY OTHER COMMENTS? I'LL MAKE MINE. I'M GOING TO VOTE NO ON THIS BECAUSE I'M TRYING TO STAY CONSISTENT. AND THAT IS WHAT WE DO FOR ONE ORGANIZATION WE MUST DO FOR ALL. AND MY CONCERN IS THAT THERE'S AN AWFUL LOT OF FLAGS OUT THERE. SO MY VOTE WILL BE NO BASED ON THAT. SO PLEASE VOTE. OKAY. THAT PASSES UNANIMOUSLY OR I'M SORRY, PASSES 3 TO 2. SO ON. WHAT WAS THE DATE ON? ON JUNE 13TH? WE'LL DO OUR PRESENTATION ON THE ON A FLYING OF THE PRIDE FLAG. OKAY. THANK YOU. ANY OTHER BUSINESS? NO, I WAS DONE. THAT'S ALL I HAD. THANK YOU. OKAY. MR. BHAT-PATEL. YEAH, JUST HAPPY PRIDE. THANKS. OKAY. CLOSING STATEMENTS. MS.. LUNA. MS.. BURKHOLDER. MR. ACOSTA. MRS. BHAT-PATEL. OKAY. AND I KNOW ABOUT THIS. ANYTHING FROM CITY MANAGER. CITY ATTORNEY? NOTHING. MAYOR. THANK YOU. CITY CLERK. OKAY. AND TONIGHT I'M GOING TO OR TODAY I'M GOING TO ADJOURN TODAY'S MEETING IN HONOR OF A VERY SPECIAL COMMUNITY MEMBER WHO RECENTLY PASSED AWAY. BOBBY HODDER WAS A FORCE OF NATURE, A PATRON OF THE ARTS AND AN ADVOCATE FOR COMPASSIONATE END OF LIFE CARE. WHEN SHE AND HER FAMILY MOVED TO CARLSBAD IN 1965, BOBBY BECAME A LIBRARY VOLUNTEER, WHICH ENDED UP TURNING INTO A LIBRARY JOB. AND SHE SPENT THE NEXT 36 YEARS SERVING OUR COMMUNITY IN VARIOUS CAPACITIES BEFORE RETIRING FROM WHAT USED TO BE CALLED THE OFFICE OF CITY PLANNING. WHILE WORKING FULL TIME FOR THE CITY, BOBBY WAS INVOLVED IN ALMOST EVERY ARTS ORGANIZATION IN CARLSBAD, STARTING WITH THE EARLY 80S WITH THE FORMATION OF THE PATRONS OF THE ARTS FOUNDATION. BOBBY SERVED ON THE BOARDS OF THE CARLSBAD PLAY READERS NEW VILLAGE ARTS AND THE PERFORMING ARTS THEATER OF THE HANDICAPPED, AMONG MANY OTHERS. AFTER RETIRING FROM THE CITY, SHE BROUGHT HER FORMIDABLE ENERGY AND EXPERTISE TO THE HOSPICE OF NORTH COAST, WHERE SHE SERVED ON THE BOARD AND DEDICATED HERSELF TO FULFILLING THE DREAM OF A HOSPICE HOUSE. THAT GOAL WAS ACCOMPLISHED WITH THE OPENING OF CASA PACIFICA, WHICH PROVIDES A IN-HOME SETTING FOR THE CARE OF HOSPICE PATIENTS. BOBBY WAS HONORED AS THE CARLSBAD CITIZEN OF THE YEAR IN 2009, RECOGNIZING THE SIGNIFICANT IMPACT SHE'S HAD ON OUR COMMUNITY. SHE REALLY DID MAKE A DIFFERENCE AND A BETTER PLACE. CARLSBAD. A BETTER PLACE. ON APRIL 14TH, WHICH WAS HER 88TH BIRTHDAY, SHE PASSED AWAY IN HER SLEEP. SO I ADJOURN TODAY'S MEETING IN HER HONOR. * This transcript was compiled from uncorrected Closed Captioning.