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tv   LIVE Special BOS Budget and Finance Committee  SFGTV  June 23, 2016 10:00am-12:01pm PDT

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>> good morning, everyone. welcome to the san francisco board of supervisor finance meeting for june 23, 2016. my name is mark farrell. i'll be chairing the committee joined by my -- to my right by my -- our katy tang and nor man yee.
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thank you linda, the clerk and jackson and phil smith from sfgtv. do we have announced? >> please silence all cell phones and complete speaker cards and copies of documents to be completed and items acted upon will be on the july 12th board of supervisor agenda unless otherwise stated. >> would you call item number 1. >> item number 1 hearing on the city financial position and requesting the mayor's budget and legislative -- speaker: nothing here on item 1. we'll take public comment. anyone wish to comment on item 1. public comment closed. continue item 1 to the call of the chair. motioned by tang and yee. we can take that without objection. >> madam clerk, call items 4 --
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>> four, ordinance of administrative code impose a fee for debit card transaction processed by the city. speaker: thanks very much. we have amanda free from our treasure and tax collection's office to speak on this item. >> good morning, supervisors. you have a lot to get through, so we'll try to be quick. the public uses credit cards for beginning inspection fees, property taxes and business taxes: some payment was a convenience fee that covers processing or the transaction. the city contractor's collects this fee and disburse cost and compensated with the remainder. the city's contract with our internet vender. this provides us an -- it includes reducing fees and reasonable risk to the city's as set. this
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legislation has a convenience fee to cover our cost of bringing the collection in-house. without this fee, the city would have to absorb these cost. the proposed rates will be continually monitored as interchange rate fees vary on the specific credit card being used. the rates in the ordinances are structured as no greater than, so they can be modified if wanted without returning for legislative change, however, the initial fee will be left from the cap. the office of the tax collector will calculate and adjust the rates in consultation with effected departments. and we expect a net savings foremost users making payments on the websites. thank you for your consideration. >> thank you mrs. free. any questions. we'll move onto public comment. anybody wish to comment on item number 4. seeing none. public comment is closed. mr. rose, there's no budget analyst reports on any of these two items, right?
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>> there's no budget analyst report, their chair. >> or on item 5, is there? >> that is correct? >> okay. thank you. all right. colleagues, public comment is closed. a motion to send 4 forward with a positive recommendation. speaker: second. speaker: motioned by yee and supervisor tang. take without objection. would you call item 5. >> item number 5, fire codes to increase the fire department overtime for $133 to $134 per hour. speaker: next piece of legislation before you is a fee legislation accompanies the department's budget. it relates to overtime charges for the fire prevention. these are for after hour events and i inspections and these are all at the request of customers. if the increase is due to mou change and allow the department
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to recover its cost. >> thank you, colleagues, questions. mr. controller. >> mr. chair, members of the committee, apologizes. both this item and the last item, we would suggest to the july 12th meeting. speaker: thank you for that. okay. we'll take care of item 4 in a second. thanks colleagues. no questions. move onto public comment. anyone wish to comment on item 5. seeing none. public comment is closed. colleagues, can have a motion to send 5 to the full board on july 12th meeting. >> so moved. >> motioned by tang and yee. a motion to resend the vote on 4. speaker: a motion. speaker: tim. speaker: motioned by supervisor yee. take that without objection. and then item number 4. can we have a move to send that item forward to july 12th board meeting. >> move it. speaker: motioned by supervisor yee and take that without objection. >> call 2 and 3, please. >> item number 2, proposed budget and appropriate
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ordinance a proeping all estimated receipts and all estimated expenditures for the departments of the city county of san fern as of may 31, 2016 and for fy's ending in june 30, 2016 and june 30, 18. >> and item number 3, proposed annual salary ordinances enumerating positions -- speaker: colleagues we're in budget discussions. so we will go into recess. and we will -- yeah, we'll reconvene at 1:30. all right. thanks, everyone. we're in recess. the peak, each
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glad i made it, here is my hann, hand, each heart beat wrapped around the skin of the sun bright sky. each [inaudible] craft can laughter.
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each embrace and cloud that holds everyone in momentitary doubt, these are instrictions of a human force that can conquer congering, hand over hands pull thg rope next man up, next woman up, sharing a place, sharing a vision. there is room enough for all on the mountain peaks. there is force enough for all to hold all the hanging bodies dangling in the deep recesses of the mountain belly steady until they have the courage. until they know the courage and understand the only courage there is, is to pull the next man up. pull the next woman up! pull the next up! up, up. thank you so much. lets have a great day. [applause] >> please welcome to the [inaudible] todays summit 5
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time emmy award jrntest the host of kqed news room [inaudible] >> well, hello there. thank you wanda for the inspaigzal song and words, she was fantastic! [applause] good morning to all of you, how are you? that's look warm, how are you? [applause] now, that sounds more like a sold out crowd of nearly 1500 attending today. woo hoo! we are so glad you could be here today and be a part the excitement we have about powerful conversations that move forward. i'm haun urd to be your mc. we have a amazing
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program with inspiring speakers who are passionate and on the leading edge of gender equity. i came here from vietnam not kneing a word of english, lichbed in a couple refugee camps before endsing in minnesota before ending in california. along the way so many helped us. it about all us working together and helping to lift each other up. this conference today is all about you. all of you and how we can join this conversation and this movement. we want to encourage you to share your voice, connect with amazing people here today and help us build a movement. does that sound good? ! alright. if you have not already done so, we encourage you to download our event app, bay area womeen it
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is free from the app store. i will kick things off by taking a picture of all of you, everybody smile. you will be all over social media. i have 5,000 friends on facebook. you will all be my best new friends. to formally open join welcoming our host the leaders who inspired the convening of men and women to focus on the every woman, welcome the mayor of san francisco, edwin lee and mayor of oakland, libby schaaf! [music] >> good morning everyone! well to the bay area's first womans summit. i'm glad you are all here today and honored and
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proud to cohost the summit with a incredible leader the may r of oakland, libby schaaf. [applause] we discussed this opportunity to convene this bay area womans summit when she first became mayor. we wanted to improve economic and social conditions in the cities and region to make sure we remain leaders in equality. are you excited to hear from all our speakers today? i sure am. we know it is a incredible time for women. nationally, we have a feminist as president of the united states. these are his words, not mine. i think we can all agree he stands by his word. his very first legislation signed inoffice with lily ledbetter fair pay act of
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2009 and affordable care act supports working and low income women and families and supported smart women to areas of government, to the cabinet and bench and highest court and honored to have one of his members here today with us, valerie jarrett. today we have a inspiring woman as presidents candidate for major party. and i will continue to support her all the way to the white house as our first female president of the united states! [applause] in the bay area we have always been at the forfront of social change, so it is no surprise san francisco led the way can guaranteed parental leave, sick leave and affordable health care. we
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also raised minimum wage to one of the most progressive in the nation to share in the prosperity of the region and created college savings accounts for all the san francisco public school student for k through college program. all of this insures that women have more rights in the work place and are betting positioned to succeed. throughout my time in san francisco government, i fought and strengthened legislation so women can obtain more city contracts. when the bay area hosted superbowl 50, mayor schaaf and i made sure the women and minority owned businesses received contracts that benefited their small businesses and our regional non prufts service women and minorities received funds fl superbowl 50 fund. in the early days as a young civil rights attorney i sued the sate
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and county of san francisco to make sure women and communities of color were able to join forces in our fire department. today we now have a woman leading the largest fire department in the nation, our fire chief, joanne hayes white who is here with us today. [applause] in our cities government workforce, 58 percent of our over 30,000 employees are women chblt we have womeens holding some the highest offices in the city including city administrator, fire chief, department of emergency manenment director, public health director, port director, dreblter of environment and director of human resources and so many more. we are the first city in the nation to created a department on the status of women. thank you mayor, willie brown for your forsite and
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leadership creating this very important department and thank you to our director emily mur aussy for your commitment to women everywhere. [applause]. we have a vibrant healthy mothers workplace coalition which is partnership across several city departments, businesses and community organizations. the coalition promotes family friendsly workplace policies and supports all san francisco employeeers who want to help parents achieving work life balance. in my personal life and home i'm surrounded by strong women. my wife anina and tonia and bianna, therefore i have a porent responsibility to keep san francisco in the forfront of gender equality. i'm reminded every day we have achieved a lot, we have even more to do. yes, we are living
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in a incredible time for women. women everywhere are shattering the glass ceiling, but need to make sure all women with fully par ticipate in the ocanomies and communities and family. when women succeed, our world moves forward! [applause] so, on too many fronts whether it equal pay, financial literacy, implicit bi ish traineringing or affordable childcare we are falling short. i put a spotlight on the progress we made but more importantly the work to be done. throughout the day we want to hear from all of you about the actions that we can take to solve the challenges that we face. so, please give your feedback to the polls and
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discussions and as mayor schaaf and i always say, working together, we can solve any problem. so, to kick this off, mayor libby schaaf and i will do acephaly with you in the back ground and push this to the social media frenzy. come on libby, you got the tech smart. there we go, alright! [applause]. and please find it at the hash tag bay area women. we have an excited day, enjoy the summit and let me introduce my partner of the summit, the mayor of oakland, mayor libby schaaf. [applause] >> good morning! well, it is really my honor and i really want to acknowledge that this
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summit was mayors lee idea. i said i don't know about you but i'm busy and don't have time for a network event cht this is about action so i ask as we kboe fl to day, you do 3 things. first, we all know what the obvious issues are. things like equity and pay or access to small business capital. let's stop just talking about them, by the end othf day i want you to do something about one of these issues. one thing i'll do is make a loan to a small woman owned business today. i will do that before the end of the day. it is small thing but it is something i can directly do to address what i think is such a obvious disparity. the second thing i ask you to do
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today, is really look to uncover the less obvious gender based problemsment when mayor lee and i cochaired a campaign earlier in the year to put minimum wage on the california ballot, both the cities adopted our own minimum wages but want to do it for the whole state of california, we recognize minimum wage seems like a gender neutral issue roughly 2/3 of californias minimum wager earners are women. hay are women. a vast majority of them support children. and so, let's uncover the less obvious issues. the other one that has been deep on my mind latey is issue of a toxic macho culture. i had two tweetable moments this month-[applause] let us
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not applaud for the toxic macho culture. boo! hiss! i had two tweetable moments over the last month, one was defending my fine city of oakland when the presumptium republic nominee referred to oakland as one of the most dangerous place in the world and said the most dangerous place in america is donald trumps mouth. [applause] and then just last friday, i had to express my extreme anger and disgust for a horfic scandal in my police department involving the exploitation of a teen-ageer who has been
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trafficked. a sex wale exploited young girl. and when i said i'm here to run a police department, not a frat house, i was talking about that toxic macho culture. and let's do a third thing today. let us claim our allies. because the people that i heard from when i called out that toxic culture, were the fine men of the oakland police department who did not want any part of that reputation. [applause] by lifting what is fair and just, we are claiming our civil society. this is not just about fighting for womens rights, it is about fighting for what is right and fair.
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and let us remember that we are not alone in that fight and that is another thing i'm excited about, how this day is structured. it really is about uncovering the less obvious, claiming our allies and moving from talk to action. so, thank you for being here today, i cannot wait for the rest the summit. [applause] >> man, libby schaaf. [applause]. and mayor lee, but if you read libby schaafs tweets, she knows how to tweet! thank you both. really appreciate that. you know, libby talked fwht toxic macho culture but i want to point out
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there are quite a few men here today as well, so a lot of great men are here joining us in our movement, so if you want you can even stand up, men and we'll applaud you. men! men! thank you. i see my son [inaudible] foster [inaudible] i said you got togo dude, it is a womeen conference. as you imagine a event requires a lot of support and contributions of many individuals, organizations and corporations. you can see the full list on the back of your program but in particular we like to thank our emplowerment sponsors, kaiser permanente. [inaudible] we also like to thank the equity
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leaders, shev raung, cisco, comcast, micro soft, pg & e and united. thank you as well. we are so pleased to have some amazing people joins us today. you are all amazing of course but we will take a moment to recognize the elected officials in the room. the president of the san francisco board of supervisors, london breed. [applause] i have quite a few names so you can hold applause and i'll ask you to applaud at the ends. supervisors malia cohen, katy tang and scott wiener. [inaudible] chair woman of beakualization fiana [inaudible] and catherine [inaudible] all here from loxfer. we also have representatives of senator barbara boxer, leader losey,
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jackie lee, california state controller betty lee, lawny handcock, oakland councilmembers [inaudible] mayor lee-we should applaud them. now you can applaud! and mayor lee and mayor schaaf are so happy to create the forum for you today. it done in partnership with the womens foundation of california so at this time-yes-at this time please-have a cheering section for the womens foundation. you guys rock! please join welcoming the ceo is a leader in the fillen tropic social justice sector, surina khan.
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[music] >> thank you and good morning bay area women and men who are here today. thank you for being here. i'm so delighted to follow mayor schaaf and mayor lee welcoming to what will be a incredible day because at the womens foundation of california, we are all about action. we are known for 3 things, we train women advocates to write and pass laws that protect and strepthen womens rights and make our state stronger. the second thing is train women philanthpist to champion justice and opportunity through the power of our purses. three, we partner with leaders across move ments to fight for gending equity and economic wellbeing for all. over the last 40 years we identified, supported and ignited thousands
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of women leaders in our state and those leaders have gone on to effect and improve the lives of millions of people. today we are excited to partner with city of san francisco and oakland, two cities at the forfront of gender and economic issues in california. it is important we are all here today and urge rnt we bring our diverse communities toort to learn from one another and develop good effective solutions to the challenges that we face here in the bay area and across the state, because only together can we turn our struggles into strengths. over the last few years you heard the mayor say many important laws have passed in the bay area and california and should be proud because these laws improved wages, working conditions and livelihoods of millions of women. we sooseen vithries,
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paid parental leave, retail workers bill of rights in oakland, increased minimum wage, paid spick leave in both cities so we are leading the way and yet we are still leaving too many women behind. especially low income women, women of color, immigrant women and single mothers. despite the wealth here, roughly 14 percent of women are living in poverty in san francisco and oakland. we spent 60 percent of income on housing and if we have one child we spend nearly 40 percent on childcare, which means we have nothing left over at the end of the month. meanwhile women are bread winners or cobread winners in 60 percent of families quh means we are responsible for our families wellbeing but we are also 2/3 minimum wage workers, 2/3 part time workers
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and 2/3 tipped workers which means many are working in precarious conditions in inflexibility low wage jobs. women are trying to win bread for the families but the size the loave is stringing and some it is disappearing. single mothers 40 percent live in poverty and it is worse as we age. california leads the nation in the percentage of elder lee women in poverty. and what about mass incarceration? one in four wem squn one in two black women has a family member incarcerated which means women are the care takers supporting the families financially while at the same time supporting loved ones behind bars lesbian and transjendser people, even the bay area face economic
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inscursty and threats to our safety. we know when women are economic lee secure and sur vive it hasy foket on faemlies and communities. we are a community foundation and we rely on the support of individuals and private funders so that together we can all invest in women. because we know in history has shown time and time again women can and will develop sloosolutions to the challenges we in the communities face. we are smart, determined bold and will do whatever it take tooz achieve gender equity. because social change is not for the faint of heart, and that is why it is a perfect job for a woman. [applause] so thank you for joining us today and for committing to working across
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issues and sectors to advance gender equity. the success oof bay area women is critical for the success oaf bay area families and economy because when women succeed it is good for avenue wn. good for women, families, communities and good for business. thank you so much. [applause] >> she's a ceo, a author, a princeton dean, professor of foreign policy expert, a mother. these are just some of the roles 2459 anne-marie slaurt had in her life. in 2012 she ignited a debate with atlantic article titled, why women still can't have all.
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her look into the the extreme work life balance of the professional women became the most read article in atlantas history highlighting the importance of this issues for todays families. she has become a thought leader on work life balance and the bhook unfinished business is named one of the best books of 2015 by npr and econmists. whether she was secretary of state or policy planning or woodrow wilson of public and international affairs, she is a champion for women everywhere. we are so lucky to have her with us today, please welcome to the stage, anne-marie slaughter. >> thank you. wow! i one a
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organization called new america and when i look out at all of you, i see the faces of the new america. i want to talk about care and men and public policy. ip to start with care and i want to talk about something that i could not have talked about 4 years ago when i wrote my atlantic article. there are two sides to all of us. there is a caring side and a competitive side and each has a different disbution. i have a aunt on the competitive side. when my children were little like under 5 she would compete with them in backyard games. supurb athlete. some are on the e nurtureing sides. most
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have both sides and the human race itself has both those sides. we would not have advanced without that drive, that ability to set goals and to achieve them. through a engine of progress, but we equally would not have survived if we didn't care for each other. we wouldn't have gotten past the first saber-tooth tiger if we were not social animals. indeed, our brains are hardwired for human connection. it is what distinguishes us, the capacity for care is absolutely and in some ways even more the essence of our humanity than the competitive instickt and as we
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move into the world this part the world is inventing and automate more z more we will be able to automate a lot of things thatd come from the head but not so much from the heart. i want to start with the proposition care is every bit as important as competition. they are two sides of all of us and helthsy human beings and helty societies value both. let's talk about what that means. if we are talking about professional women, the women that i wrote my atlantic article for. i was writing for the atlantic which is not a mass market pub liication, it is fine, but chs writing for women like myself, women who think about work as a career. we who have the luxury of calling it a career and can
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imagine growth and dwomet quh we think otwork. for that group of women to say that care is as important as career is to say of course we should support all women in reaching for the stars, being as competitive they can be but it also says when we take time out when we need to or down shift-i left a high state department job for a tinniered professioner. it was not working believe me, but it was a lateral move and said it i need more time for my children and me. it was the last 4 years they would be home and know if i looked back and missed that i would feel i made the wrong choice. others caring for parents, caring for spousing, caring for disabled
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or ill family members however you define care and family as a collection oof people you love whether it is biological or constructed, taking the time and movaling latry and defering a profession and working part time or taking time out completely if ayou can afford it, for professional women and men valuing care means not seeing that as the black mark on the resume. the conttrary is something that validated character, responsibility and a host of other skills and values that we should lift up. so, for that group-[applause]-so that is what care means, valuing care for professional women and we have a long way to go in terms of changing our workplaces and values to get
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there. but now let's talk about a much larger group of women because we have too few women at the top and so much days like day is aimed getting more women to the top, which i'm all for in political office and private and non profit sector, there are too few of those women at the top but there are far too many women at the bottom. we just heard 2/3 of minimum and part time workers and tipped workers, the workers in the most fragile part of our society and most fragile jobs and least well paid job, 2/3 of those workers are women. we have too few women at the top but way too many at the bottom and too often when we focus on advancing women we look at the women at the top. the thing we hear is how many women are in
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the fortune 500. way too few. 29 or 28 and ought to be 228 or 300. so, too few women at the top but way too many at the bottom and a focus on care helps us see all women because when we focus on care, we realize those women at the bottom as you jurs heard areench wellming single mothers or women who are simultaneously having to bread winner and care giver and we are supporting their bread winning and expecting them to work but we all not supporting their care givering. when you focus on care and start thinking about the policies of care and not just the policies of advancing women to the top, what you do as i'll talk about in a few minutes is focus on all the policies that actually help women at the bottom much more
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than women add the top. women at the top are able to buy their way out of care problems, but women at the bottom are not. focusing on care lets us see all women and construct a political movement of all women and focus particularly on poor and minority and immigrant women. you will hear from ai-jen poo who are not subject to basic hour and wage protections. you will hear how lifting up the care givers who now are paid no more than the people we pay to walk our dogs or mix or drinks-think about that. we pay people who park cars, mix the drinks walk dogathize same as people who care for children and parents and ill and disibleed. if we focus on those women and focus
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on care, we get to a set of policies that will lift all women. the last thing i want to say about valuing care and again, i didn't think this way 4 years ago, i spent 3 years working through and deprogramming myself because i was raised to want to be like my dad, not my mom. that is what it meant to be a strong powerful woman when i was growing up, it was to do the work my dad did not the work my mom did. i was grateful i was born when i was born and not my mirther or grand mothers. that is the great progress we have made over my life time that women with do the work our fathers did but center to elevate the work our mothers did and value it just as much. [applause] the third piece of
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this, women in professional careers, women who are working at low paid jobs, but the third piece is the caring professions. when someone says to you now,-if someone says i'm taking time out to care for my children or painchts you fall off the social scale in our society. women are right one day they are a journalist or banker or lawyer and the nesh day caring for children or parents or anyone else and feel they are a nobody. what about when someone says i'm a teacher, i'm a coach or rabbi or minister or therapist from massage to mental therapy, any therapist is a caring profession. or someone who says, i'm doing any kind of health work. those are the
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caring professions and those professions are paid less well and valued much less than the competitive professions. so, we just heard mayor schaaf say this is a action summit. he is the first thing i will give you that you all can actively do at the end of today. i prefer not asking people what do they do because what we mean when we say that is what you do for money and that says if you are doing work that is not paid you are not valued. if someone says i'm caring for anyone or someone says, i'm a teacher, i'm a nurse, i'm a coach, i'm a therapist or minister, any of the caring professions, look at that person and say, that is such important work and train yourself to mean it. that's the first point. we need to
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value care, we need to value it socially, economically and politically. that does not mean that we don't still value competition and the incredible striving that defines this region in many ways, but it means we insist that both are equal. the second thing we have to do is change the way we see and treat men. because if i just talk about valuing care as much as i believe it and passionate i am about it, if i only talk about the value of care and the importance of respecting it and paying for it, that risks sending women backwards and that is one reason that many women were very upset with my original atlantic article because they
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thought it imperiled the work the women of my generation have done and more important 10 years from me. i graduated from college 1980 and plenty of sexism and didn't know women doctors lawyers or banker and never seen a woman in those positions but it is the women that graduated in 1970 who broke the barriers such for me it wasn't easy but it was acceptable by the time i was looking for a job around 1990. women people were looking for women. those women worried if we focus on care and the family we'll drag women backward and the only way to val ue care and competition equally without harming women, is to expect men to be equal care givers and assume they will be equally good at it. [applause] this-we
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are just at the beginning of the rev lushz. you will hear from joshua love later. there are men among you, the men and there are a small group standing up and saying, wait a minute, i am a prisoner of constructed gender roles too. men wrote to me and the first one i will make is that a gay man scott siegel wrote and said, how dare you-this is after my atlantic article. how day your in exclamation point and was 100 percent right. you wrote the article on the assumption only women need to take time for care. only women are those that feel that enormous pull to be with those we love. how dare you! i'm a gay man and care about my
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family every bit as much as you do and you don't have to be a gay man to feel that way. plechby other men wrote and said you think women have this idea. you think men have it all, you have the idea working the way we work and providing for our families and having a family if we can't see them is having it all. i didn't ask for this job, my role is the provider of cash and if i say i want to talk leave paternity leave or work time or flexible time or all the things we need to fit care and career together, if i say that not only am i regarded as someone not committed to my career but i'm regarded as less than a man. we as women have to deconstruct the gender roles
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imposed on our sons brothers and fathers just as much as we deconstructed the gender roles we or at least the wem on my generation grew up. with the men who are doing that, my husband is a lead parent. he is home with our younger son as my job got bigger and i started to travel our coparenting became lead parenting for him. big jobs typically in the toy mean you have to be on a plane or have to at meetings and cannot reschedule. if you have jobs at that level somebody has to be lead parent or extended family. the men who are stepping up to take that role, they are pioneers just as much as the women of the early 1970's. the women of the 70's who said i will do something i have never seen another woman
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do, i am going to enter male spaces and compete with men on their terms. they were ridiculed in particularly around their lack of femininity. #245i were called every name in the book and most not printable here but most had to do with seeming to have male anatomy. the men today are doing the same thing, they are break jendser stereotypes and they are called feminine, they are called house husband or mr. mom and ridiculed in the say wame women insisted they can break gender roles in the 1970's. those men are insisting that they have what their fathers did not have in the same way we insisted we
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grasp what our mirthers qud not. they insist they should be able to be just involved with the childrens or parents or lovered ones lives and have the balance between the caring and competitive side just as much as women. we women have a lot to do to make that possible. just as the womens movement would want have succeed would a lot of men who are fimnist. my mentors men with daughters, men who saw the wives talents were wasted and men who thought their mirthers didn't have a fair shake. they saw a different future and we have to see a different future for men. we have 250 combat our own sexism. we say things about men in the home that if men said but us in the office we would sue them. i will give
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you--[applause]-i'll one example. imagine you walk into the office and your boss says, i'm biologically better at this, but i think you can do it. if and leave you a long enough list of exactly what to do, hour by hour and then when i travel i will call in every hour or two to make sure you're doing those things i told you to do. you can't imagine being treated that way in the office and/or maybe you can but you need a different job. you can't imagine doing something routine in the office like writing a memo and having your boss say with surprise in his voice, wow, that was really good! we do that to men at home all the time. we do. ile
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rr own it. i basically thought i know what i was doing with our sons at home much more than my husband did and thought that because my mirther raised me and her mirther and mothers all the way bay. i assumed i know how to raise kids and told my husband what he need today do to help. finally he said, look, i'm happy to do this but you will not micro manage me i will do this my way and where do you get off assuming your way is right. i couldn't answer that question but i know in the office when a man says this is the way i do this and know better i'm a man, i don't believe that or accept it for a moment, i assume i have all sorts of ideas thew do things differently scr my way is equal if not better. we caents impose a double standards on the men in our lives, we have a
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too assume they can do just as well as we can and should spect them to do and when they do we should not praise them what i call the hailey dad syndrome. they pick up a child or organize a birthday party, of course they can do that. the phrase, run a tight ship comes from the navy. now we have women admirals. that meant men ran tight ships. when we talk troosons and young men in the lives we say how do you plan to fit together work and family. it means we talk to them about being lead parents and supporting wives or husbands careers just as much as we would if we were talking to our daughters about how you fit things together and the trade off you may need to make. when young mern in the office you assume they will take puternty leave and do
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everything you can in the workplace to guarantee it is family leave, it is equal for mothers and fathers and between and change expectations of men so they are as equal as the expectations of women. [applause] se, that is the second thing you can do after today. first, when someone tells you they are doing someone that involves care think how important that work is and second, talk to all the men in your life-maybe not the fathers but feminist secret women are daughters of fathers so don't give up on fathers mpt talk to all the men in your lifer exactly as you talk to the emwithen in your life. i spent 20 years teacher and
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having that conversation with femay student and not male and same with sons until i ree realized that is perpetuating jendser stereotypes just as muchs a the old with women and have it change them both. the last thing to talk about is how we are geing to do this collectively. there is a great deal we can do individually. the work of leaning in, of being confident, of raising our hands and sitting at the table, all of that is enormously important work. there is a great deal we can do in our workplaces in terms of changing the policy of the workplaces and talk nolt in terms of work family balance but how to work more effectively and reinvent work the way we reinvent everything else. how do we
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escape the jobs of the industry era. thinking about making room for care whether care of others or self care or simply life is part of working better, working more effectively, eke well important for men as women. if we do that it wonets be enough. it is so accident todays umt is convened by two mayors and what fabulous mayors they are. [applause] we have to do this work collectively as well as individually. and again, if you think of the womens movement and early womens movement, all the policies we had to put in place and initially just the policies against sexual harassment which wasn't a term. sexual harassment had to be invented. the divorce laws and abortion
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laws to build a scaffolding for women empowerment. we have to put in place the laws and policies that build what i call ai-jen poo calls a infrastructure of care. it better here than the east coast, the roads and bridges and airport, those are infrastructure of competition but have to renew that especially for the poorest citizens. barely existing infrastructure of care and that meanathize policy that support and inarable enable americans to care for each other. women and men, all of our citizens to be able to care for each other
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again whether those are children or parents or sick or disabled family members. paid leave is the first step. it is appalling to other countries that many of the women in the country don't get a paid day off to have a child. much less of course to actually invest in our children and can say as the heads of a public policy research organization, investing in the first 5 years of our childrens lives is the single most important thing we can do as a society. [applause] it is critical for our security, our prosperity and equality. we now know that in those first 5 years you are not simply filling that childs head with knowledge. not sure i ever succeeded filling anything
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i chose, but we are not just teaching them things, we are shaping those childrens brains. we know this no. we are determining what they will be able to learn for the rest of their lives. the pentagon gets this, they have on site day care and pays the early education teachers the same as high school teachers. [applause] they get it, but for reasons you may not lover, they are worried we will not have the soldierss we need to operate the weapons of the future unless we invest in our childrens minds. from a economic point of view the same is true. we are in a global economy. it is incredibly competitive. if we want citizens who compete we have to invest in the first 5 years. from an equality point of view there is simply nothing more obvious. if children who don't get the kind of care they need
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the development they need in those first 5 years eechben when they start school they are starting school with brains less capable of learning than their more privileged peers. that is horrifying as a society but fortunately the policy response is evident. investing in care. investing in early education and it doesn't stop there. the next phase where our citizens really change is teen agehood, many may know that. they are insane and alienating behavior is a function of their brain chemistry so investing in our citizens and children and our ability to care for elders, investing in our ability to care for those we love is as important as that infrastructure of competition. i want to end my 3 seconds on a
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more personal note. so, i succeeded by learning how to act like a man. i was-i looked around growing up and men had the power and tried to imitate them and my father wanted me to have a career because he was a lawyer in sth 60 positive and saw far too many women divorced by their husbands after they put them through graduate school and supporting them. in law school and learned to shed my emotions. that is what a lawyer meant, it meant not feel thg tug for a victim but reasoning in a abstract way and leaving emotion out of it. as a law professor and dean and government official, i succeeded by impitating the men around me. i learned a lot. it is important that all of us be able to behave with
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confidence and know how to compete, but along the way i left many of my deepest intuitions behind and i will ask all of you to claim your whole sevls. it is not rocket science. [applause] it not rocket sciness to know that making room for the caring side of who we are, the love and investment in others and family members, biological constructed, the people you invest in the workplace and friends, making room for that side of us that cares about others as well as advancing ourselves is who we are and if women had run the world from the beginning this would be so obvious. you just can't imagine it. so many men feel it just as much as we do and yet they are not able to give voice and claim that part of
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who we are. we need to go forward and have this conversation about equality and advancing women but ultimately about equality for all of us, men and women, equality for comp tension and ability to work but also for the incredibly important work of care. thank you very much. [applause] >> thank you so much anne-marie slaughter and that hit so many themes that effect all of us including me. i'm a divorced single working mom, i deal with childcare issues all the time. it is really hard. thank you for touching on those themes.
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just a quick note, i negligented to mention we have someone else i like to recognize, san francisco assessor carmen chu. thank you for being here. next we will discuss women and work and workplace policies and benefit said for jepder equity to adjust what it takes to allow women to thrive in the local economy. we asumbleed a panel. the foupder nof popular website and senior vise president at first look media, anna holmes. and also joining anna a member of san francisco board of supervisors representing district 8, scott wiener. [applause] the legal
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drether of equal rights advocates, jennifer rice. another member the san francisco board of supervisors representing district 4, katy tang. and director of the food labor research center at uc berkeley, [inaudible] thank you all and i will let anna holmes take it from here. >> hi everyone. thrilled it be here and thank you for the invitation and thrilled to be able to talk to our panel about women in the workforce. i think i want to start with having each explain what you do r the audience and also
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explain how your work intersects with gender equity and why you thichck it is important. >> my name is [inaudible] and i cofounded a organization just after 911 called the restaurant opportunity united for workers who lost [inaudible] we have grown to a national oreshz included strong presence in the bay area of restaurant wurbers, employ oars about 200 owners and several thousand consumers fighting for better wage squz working conditions in the industry which is the second largest and fastest growing economy mpt i also am a academic and teach at uc burgly and run a research center and written books on the industry. most recently called [inaudible] we have been leading a campaign to eliminate the lower wage for tipped workers who are vast majority
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female. 7 opercent 06 tipped works are women. we are running cam pay to eliminate the lower wage. the issue of living off tips posed problems for millions of women. >> good morning everyone. katy tang and i serve on the board of superizvooers one of 4 women on our incredible board and glad tee be joined by one of my favorite male colleagues, scott wiener. we really like to push the velope on a lot of issues and we have especially enjoyed working on issues trying to make it family friendly for parent are earning to work and ill-talk more about that later but essentially we really enjoy figuring what it is that are some issues we deal with in the private sector and also the public sector and see how it is that we could useolog
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legislation to solve the problems and push san francisco forward and hopefully the rest of the complaintry as well. >> hi everyone, jen fs rice and 24 legal director of equal right said advocates which is a non profit civil rights organization founded in san francisco in 1974 and we are still based here and work nationally to advance gender equity and education and employment for women and girl said. we work across different sectors. we do litigation and provide direct legal services. we also do a lot of work at the policy level locally we worked with several members of board of supervises of the past few years on local legislation to support working women. we also have lot of work we dot a the grassroots level with organizations like rock and others to lift up the wages and working conditions of lower
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wage working women who are of course the vast majority. of those in the workforce. we do a lot of work to end jnder based and race based occupational segregation and really excite today be here to have this important conversation with all these wonderful allies. >> hi everyone. scott wiener and have the honor of representing dist rth 8 on the board of supervisors which is jeo graphic center the city which is castro, noe value and other terrific nairbtds. it is a honor to work with amiesing women like katy tang and malia cohen and london breed. the community that i came out of in terms of my activism, the lgbt community is a community where workplace equity and support is so critly important whether it is addressing a system attic
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discrimination against our community. whether it is just against being lgbt or based on gender stereotypes. whether it is huge number of lgbt people who are care givers. whether it is someone who is home during a long hiv epidemic or family member because lgbt people because they are less likely-we are less likely to have children particularly gay men we are sometimes expected to do more in terms of caring for family members and so support in the workplace is incredibly important for the community i came out of. being othen board and taking a broader view for all communities is something that matters a lot and as katy mentioned, we have the luxury in san francisco of being able to push the progressive
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envelope. >> i want to address the first question. you mentioned earlier you had a report come out yesterday called belined the kitchen door and want to know if you can tell us what you found and the broader issue of the restaurant industry, how women make up or what percentage is made up of wem squn challenges they face? >> yes, we did release a report yesterday called behind the kitchen door, promise a opportunity and challenges in the industry with shocking findings. first of all, the industry is exploding herement we are growing at a much faster rate than any where in the nation. 7 toathy percent of works work in restaurant, here in bay area it is more like 10 percent. 1 in 10 work in the
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food service and restaurant industry. 200 thousand workers and 10 thousand establishments and despite the growth and is booming and have progressive legislators passes legislation here and despite the wages are highers a a result, we found the highest rates ofrentially segregation in the bay area of anywhere we have done the study and have done the study in 20 locations around the country and surveyed workers nationally and found the highest rates of racial segregation in the bay area. much more for women of color. what does it mean? it means people and women of color are segmented into lower level positions like buser and runners and pastry chefs and not necessarily the best paying
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positions which are fine dining and [inaudible] held by white people and mostly white men. you can go to any restaurant inf is and have dinner and will see what i'm talking about, your server is more likely to be white especially if you eat dinner on friday or saturday night. your sever is most likely a white man and can look at the skin color and find there are far less tipped positions are likely to be women and people of color. so, segregation has real impacts for women and people of color in our industry and in particular the system of women dependent on a large portion income tips has challenges. the fact friday and saturday night shifts are the best you can imagine the havoc that
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wreaks for emwithen in terms of childcare and unpredict blg schedules. we are not just talking about not knowing when you finish your shift, you talk about finishs at 3 or 4 in had morning so needing overnight care and that is missing from the childcare policy debate and something that needs to be a part the conversation. second big issue related to that is scheduling, the fact workers have no control over their schedules and there have been great attempts and movements forward around scheduling but a lot more needs to be done. the thirds big issue is when you live with so much income dependent on tips you are subject to the worst sexual harassment in the bay area or united states because when you are a woman and most don't work in fine dining, they work in olive garden and have one in san francisco and dinys and i
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hop, you must tolerate what a customer may do because the customer is always right because the customer is providing so much of your income and so we find women are having to essentially having to tolerate sexual harassment and violence to feed families. very wide range of issues for the largest employers of women. >> i question i have is, when you say we are not doing enough, what can be done? is it legislative? >> so glad you asked that. there are a number of policies we suggest around segregation whether looking at implicit bias as i'm sure we will hear about, auditing, certification, things that create equal opportunity but a lot can be done working with high road
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employees. my new book shows high road owners working with us to set the standard, a different standard how thing cz be done differently. we have been working to form a alternative restaurant association called [inaudible] they have come to city hall and congress to say we believe in better wages and better childcare policy, better policy that address racial and gender segregation and better culture change around sexual harassment and violence and modeled. it is combination of policy and irk wg the high road restaurant employers many listed in the book and can support them. we need to support restaurants doing it right. >> as consumers how do you feel about [inaudible] go to these restaurants-i don't want to say
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confront but make it clear that-i go-i don't live in san francisco, i live in new york, but there is a gender and racial breakdown a. lot of people of color work in the back and collect your dishes and the peep lt that get most the tips and customer time are white and male. >> as progressive as we our rate of racial segregation and rate pay gap here is twice the rate of seattle and highest rate of any city we studied in the country and that is depressing to me as a bay area resident. 6 hour wage gap between white men and women and people of color especially in fine dining. that is unacceptable. we ask you to see ratings of restaurants and gives tools to communicate and say i love the food and service
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but i want to see more women of color on the dining floor and know you do something when the workers are hurassed by customers or coworkers and care about the issues and want you to know the customer and will only come here if you do something about it. [applause] >> you mentioned passing legislation as a tool for fighting for jendser equity in regards to the women in the workforce, can you talk about how passing legislation is effective and how [inaudible] >> sure. so, some of the things i work on and know supervisor wiener will speak on a similar topic as well. all the issues you mentioned we have been trying to experiment with city government to see how different policy changes can help whether it is parents both jendsers, mother or father or
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any other orientation. for exame, last year we had worked on a policy paid parental leave policy, city gump government in san francisco we are ahead of the curve in term ozf the entire nation. we offer employees 12 weeks paid time off after-you had a child, adopted or fostering a child as well. i think that is important. we call the policy paid present parental leave not paid maternity leave. feel comfortable going back to work and making sure they have their job when they return. that is something we worked on in san francisco if you look at the other cities in the united states we lag behind as a industrialized country. it is really shocking. studies after studies have shown the ideal
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time you give a parent to take time off to bond and breast feed and so forth is about 5 our 6 months and there are other countries well ahead and offering much much more and even on a national scale as a national policy. we in the united states we offer zero as a national policy so that is shocking and hope to continue working on and i will let supervisor wiener talk about what he is doing in the prifent sector. another issue we have begin working on and want to thank city administrator naome kelly. we are starting with city government toachytually have our department of human resources with work with all the city departments to figure how each city department can sxh up with a lactation policy
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to support mothers coming back to work and want to provide breast milk. one of my ledge slaisive aids ashly, came back from mu ternty leave and supervisor cohen had just allowed us to turn a restroom on our floor by our office into a lactation room. now, this sounds like we should had this a long time ago or in general, but after we turned that bathsroom into a lactation room we could not believe how many working mirth mothers inside the city hall asked for access so they didn't have to use the clause td on the third floor separated with shower curtains. it is amazing and so transformative to see that and we are working to figure how to use different strategies to help accommodate mothers who again want to lactate and
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actually provide fresh breast milk to their children. we are looking into lactation pods. prefabicated and see how to incorporate that into facilities in city hall. part of the policies is when we build new office space for city wirkers we have to incorporate a lactation facility in the building. we have federal laws arounds lactation policy and state law, but they don'ts go far nch. they just say offer a space that is not a restroom and that may be close to your office space, but don't offer uneed a locked door, maybe electrical outlet with a refrigerator, maybe a sink, make tg comfortable for the mothers. i think this is really important because it is recommended that you breast feed your child exclusely for
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the first 6 months of life. for women women, only 10 percent do that. the stats are startling and we can site countless studies about the helths benefits but think the most eye opening experiencing as we put forths the lactation policy is how many women came up and say, i wish i had this or i felt really uncomfortable asking my boss to use a facility or they told me to do that on the toilet. i really hope that our policy will spark a dialogue to insure women feel comfortable asking for the proper facilities to lactate and provide breast milk for their children and again if is a ongoing dialogue we have to have about how comfortable women feel about asking for certain things that they really deserve.
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>> [applause] i want to ask you jennifer about the california fair pay act and genesis of it and your work on it and also how the situation in california compare tooz other parts of the country. we [inaudible] it is supposed to be projessive and it is. >> i thought about the enactment of the fair care act because i was nursing my twin girls during the time when we were drafting the legislation last year and i actually have the experience having to go to the senators staff and ask them if there was a place i can go in the capital to go pump, so i know that it is a experience i think everyone can who wants to be able to do that for their kids when they go back to work has had that and knows how awkward it can be. and just
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acknowledgement this is part of life and a lot of working moms need that so approximate your work on that. we talk about the fair pay act and fair pay, a lot of-we have-i think it is pornts to remember what the problem is that that legislation is seeking to solve and the fair pay act of 2015 passed last year and signed into law october 6 by givener brown gave cl one of the staungest equal pay law in the country. what does it mean? we had a equal pay act in california for 15 years before a federal legislation fs passed. we were a innovator then and now. we passed it in 1949 and basically it codifyed the principle for equal pay for equal work which is something when you say it is sounds
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pretty uncontroversial and yet it is still not the realty. the realty is still that when we talk about what the gender wage gap is, we are talking about a difference in california the wage gap overall is you will hear the stats, 84 cents on the dollar. what 84 cents, what dollar and what is that talking about? that is refer toog the medium of wages earned by full time working women to full time working men, so yes, it compares women working as day care providers and restaurant servers to men working as construction workers and auto mechanics and restaurant servers and bar tendsers so it compares different kinds of apples to different kinds of apples and sometimes apple to oranges but overall it speak tooz there is this persistent gap between men
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and women working full time are able to earn in this economy and there are several important driving reasons for that and ways the law passed and the laws we need to pass kw push to pass at different levels, local state and national are seeking to address those factors. one thing i want to point out how we are doing in california, overall we are doing a little better when you compare all women to men, we are doing much much worse with women of coloring especially latina woman. lutina women in california make less than 33 cents than men. it is unacceptable and appalling and points to problem with segregation and minimum wage
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which is poverty wage even with the interest and points to bias effecting women at the start of their careers all the way through as they make their way up the career ladder is there a ladder to climb and it speak thooz the barriers that we still have in terms of women and especially women of color getting into the higher paid occupations and industries in the first place. so, what does the fair pay act do? it strengthens the equal pay law we have in substantial ways. it eliminates the requirement for a woman say she is entitled for equal pay she has to work in the same establishment. when you think this is passed in 1949 when the economy was very different, when there -nobody comed an employer a
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brick and mortar employ oars because they were all brick and mortar and all existed in one or maybe two places but it was rare you had these huge numbers of people working for chains and fran chizes like star bucks every ert block. star bucks on market and 3, made 2 dollars less than market and kearny. why should they only have look at their own establish : it relace said the idea of equal work with similar work. this codifyed what the court already said equal work was supposed to mean. it never meant you had the same job title, it means you did substantially equal work when came tooz skill, efforts and responsibility. so, it codifyed that idea to prevent back sliding and random weird interpretations by courts
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everywhere. it strengthens the protection for equal pay by requiring that employers demonstrate there was a boneifyed factor other than sex that was not derived from or related to a difference in pay because of sex. what does that mean? in pacts that means there are certain things we know employ oars do like rely on prior salaries to set starting pay. all most inevbly will perpch wait a wage gap. part the idea behind that proinvestigation provision of the law is try to narrow the justification or excuses given for gender wage differentials when you have two people doing the same job you have to have a really clear and specific reason that explains the entire diferance in pay. the last big thing that it did is
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strengthened protections and made it very explicit you may not discriminate or retaliate for talk ing about pay, asking about it or discussing it and sharing information with their fellow coworkers. what it doesn't do and still need to work on is address the issue of pay of the lack transparency and lot of secrecy in all types of work places whether they have a policy or not that says you are not supposed to talk about pay which employers in california still do even though is illegal. there is a taboo talking about what you make and comparing to what you make and have it break that up and get people talking mpts one way we do that is engaging in young people. millennials use the internet and social media more than any other folks and it is important to connect the dots
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between policy and culture so that is a area where we hope to work. where the law starts we have a lot more work to do. we know a big reason for the huge gender wage gap that cost average half million overthe life time and much more for women of color is once you besxh a mother you face a huge hit directly by the unpaid time off oof work that you have to take if you want to recover from giving birth let alone bond with your child. secondly, the hit your career takes when you go back and then on top of that you have a lot of bias, impliss, unconscious, whatever you want to call it or just straight up gender stereotypes about women who come back to work as moms seen as less comp tent and less desunching of high pay and privilege and authority jobs. when men become fathers they
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get a bump in slry and seen as more comp tent and worthy of promotion and advancement. >> i want to talk about men. when we were back stage you mentioned the district you represent and how it has the highest concentration of gay men in san francisco or in the country and also how you got involved in issues of parental leave and jendser equity. >> sure. so, earlier this year i authored legislation that passed unanimously at the board of supervisors that makes san francisco the first place in the country to guarantee 100 percent wage replacement fully paid parental leave for 6 year -6 weeks for both parents, adoption, birth and it was a
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huge step forward and i-it raised eye brows. why is a gay man doing this? i think there is a stereotype that in the lgbt community because we are perhaps less likely to have kids, we somehow and particularly gay men don't care about family issues or childrens issue and if there was ever any validity to that, i don't know that there were but if there was it is not true today. in addition to increasing number of lgbt people who do have kids and lgbt people have always had kids but more so today. for those that don't have kid, when you look in san francisco at some of our election maps for a school bond or kid focus or family folked ballot measure the castro is always off the charts for support. sthais
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community that does care deeply about children and families and having healthy and successful kids. and so, supervisor tang started the conversation i think in city hall with the ballot measure last year to make our city paid parental leave more equitable so both parents can take full paid parental leave and bond with the kids so it is in a heterosexual color, not just the mom t is both parents and know families are more successful when both parents bond with the child. my chief of staff andres prepared for paid parental leave, he and his partner had surg gaes. he did broader research and realized that once you get beyaunds a place like the city and county
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of san francisco government or certain large companies that have generous paid parental leave, most workers get little or nothing and in california we are one of a handful of states that offers something. you have 6 weeks of baupding leave where you receive 55 percent of salary and paid from wrurker contribution to state disability fund. for some people 55 percent is fine, you have a partner working and your salary is high enough you can deal with it, but many workers particularly lower wage workers taking 4 5 percent pay cut it won't work so you have a lot of people to choose do i bond with my new child or pay bills or go into debt to bond with my child or fall behind on payments, what do i do? no one should
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have tomake the choice. the legislation provides that the employer for companies with 20 or more workers put in the other 45 percent. it was interesting conversation and any time we are working closely with the business community to move this forward and the business community really stepped up and was collaborative and didn't just say no, provided feedback and ideas and we were able to work together collaboratively to make this happen and we are now moving towards implementation phasing and in the budget this year we will get fund toog do good outreach and education to businesses and workers to make sure everyone knows about it and knows how to comply. the really great thing is shortly after we passed it, it phases in january 1 over the course of 12 months for varying size
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companies and immediately several employers in san francisco just announced they were implementing it right away and it was a combination of the writing on the wall so you do it, but there were employers inspired to step up and it is great. we have a huge amount of work to do arounds paid family leave in general and think we are moving in the right direction. >> thank you. [applause] i have a count down qulauck which has run out but i want to keep talking and finish the [inaudible] about wage and equality or gender and equality and whether that is exacerbated in the bay area because of the large amounts of very very wealthy people concentrated here and moving here and the ways in which the rich and poor
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or differences are more stark. is that something you feel you can speak to or-this is happening all over the country but think it is pronounced in the bay area. >> in the industry in the bay area is more reflection of the hour glass econ omy that the whole nation is going through, sur passing the guilded age more so in the bay area where fine dining is exploding and the number of jobs is much higher than the rest of the cuntsry because you have a very very wealthy population that is eating out all the time. that is food obsessed honestly. an explosion of fine dining jobs held all most exclusively by white workers and white men, a reflection of the explosion of these wealthy people but also those same workers actually whether they are in fine dining
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or the rest the industry which is men, not able to live anywhere near where they work, anywhere near where they work because they are completely displaced by exploding number of million dollar homes whether that is oakland or san francisco. >> anyone else? >> yeah, the wage and equity issue is very i think important to remember just the numbers of folks living in poverty or near poverty line include a lot hundreds of thousands if not millions of working moms supporting families. even here in the bay area where we have cities including san francisco and oakland with higher than average-higher than the state minimum wage, when you work full timet, 52 weeks a year, 40 hours a week and that is a rare occurrence for any worker in a lot of low wage industries to get that many hours
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consistently, but if you could work at that wage you will be barely above the federal poverty line of family of 3, one adult and two children. a city where average is over $3500, there is no way to make that work and so in terms of what we need to do to fight gender based wage inequity we need to look at the inequities we are struggling with in the economy and have to start to lift up the floor that is under all us and make sure there is a floor there because in many industries that i think this was mentioned in anne-marie slaughters opening keynote, there are vast numbers of women speelsh working in industries where there basically is no floor and those are the woman who are care giving and
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domestic workers and childcare workers formal and informal. all these issues are all connected and i think we just need to keep pushing the envelope and lifting the floor from all directions. >> i want to thank the panel and audience for being here and all your great insight. [applause] >> ladies and gentlemen , the founding and ceo of policy link, angela gluber blackwell. angela glover blackwell. >> good morning. it is such a pleasure to be here. it is so exciting to see the bay area continue thg momentum that started in washington dc. it was very exciting and so is
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this. [applause] i'm so gratifyed to be here because the thing that i want to talk about is the thing i talk about every place i go and that is what is happening with people of color in the country and why it is so important to every asspect of the country we get that agenda right. between the conversation you had about workforce and before conversation about racial bias in the workplace and i thought it was important to take a moment to step back before we started talking about racial bias and think about what is happening in the country. what is hap ing in the state of california. what will define the first part of the 21 century. i'm convinced it will be the nation changing demo graphic. when we think about it, we know california is way ahead of the nation in terms of becoming a


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