City Council - Labor, Workforce, & Economic Development Committee Hearing on Docket #0473

Meeting Date: October 21, 2025, at 10:00 AM Governing Body: Boston City Council - Labor, Workforce, & Economic Development Committee Type of Meeting: Committee Hearing Attendees:

• Councilor Ben Weber (Chair)
• Councilor Edward Flynn
• Councilor Liz Breadon
• Councilor Julia Mejia
• Councilor Brian Worrell
• Jody Sugarman Brazen, Deputy Chief of Worker Empowerment
• Chris Brown, BRJP Manager
• Rachel Jackson, Journeyman, Local 7 Ironworkers
• Kenetra Porch, Fifth-Year Apprentice, IBEW Local 103
• Dan Daly, Member, IBEW Local 103
• Liz Skidmore, 38-year Carpenter, Policy Group on Tradeswomen's Issues (PGTI)

Executive Summary

The Labor, Workforce, & Economic Development Committee convened to conduct its biannual review of the Boston Employment Commission (BEC) and the Boston Resident Jobs Policy (BRJP). Discussions highlighted ongoing challenges in achieving Boston resident, women, and people of color hiring goals in construction, particularly for women. The committee received updates on enforcement mechanisms, data collection improvements, and the impact of the new Project Labor Agreement. Key concerns included the limited enforcement powers of the BEC, the need for increased accountability for non-compliant contractors, and the importance of addressing barriers such as childcare and retention for women in trades. Panelists offered concrete suggestions for strengthening the BRJP, including adopting best practices from other states, implementing bid credit programs, and enhancing outreach strategies.

Agenda Item: Docket #0473, Order for a Hearing Regarding Biannual Review of the Boston Employment Commission and the Boston Residence Jobs Policy

Sponsors: Councilor Ben Weber, Councilor Julia Mejia, Council President Ruthzee Louijeune Referral Date: February 12, 2025

Opening Remarks

• Councilor Ben Weber (Chair):
  • Opened the hearing at 10:07 AM.
  • Stated the hearing is on Docket #0473, concerning the biannual review of the Boston Employment Commission and the Boston Residence Jobs Policy.
  • Emphasized strong support for the policy and the need to strengthen it, particularly regarding the struggle to hire Boston residents and women on construction jobs.
  • Noted the strong performance in hiring people of color and the desire to maintain it.
  • Acknowledged the presence of Deputy Chief of Worker Empowerment Jody Sugarman Brazen and BRJP Manager Chris Brown.
• Councilor Edward Flynn:
  • Thanked the Chair and panelists for their work.
  • Recognized union members in the audience and their contributions.
  • Stated this is "the most important hearing of the year" for learning how to get more women and people of color into building trades through apprenticeship programs.
  • Expressed 1,000% support for the Boston Employment Commission as the enforcement tool for the Boston Resident Jobs Policy, which he described as a "very good policy."
  • Highlighted enforcement as the critical part of the policy.
• Councilor Liz Breadon:
  • Apologized for tardiness and expressed eagerness to hear about progress.
• Councilor Ben Weber:
  • Referenced the 2023 Supreme Court ruling on affirmative action and its implications for equitable city policies.
  • Stressed the importance of the hearing for pushing for a more equitable city.

Presentation by Office of Labor Compliance and Worker Protections

• Jody Sugarman Brazen, Deputy Chief of Worker Empowerment:
  • Provided an overview of the Office of Labor Compliance and Worker Protections, part of the Worker Empowerment Cabinet.
  • Enforces city labor standards, including:
    • Boston Resident Jobs Policy (BRJP)
    • Boston Jobs Living Wage
    • Prevailing Wage Ordinance
    • Boston Wage Theft Executive Order
    • Construction and Demolition Safety Ordinance (supports ISD enforcement)
    • New ordinance to protect workers from heat-related illness and injury.
  • Worker Empowerment Cabinet: Sets policy and vision for workers, oversees workplace conditions, and expands economic opportunities. Includes the Office of Workforce Development and the Office of Youth Employment and Opportunity, which placed 10,511 young people in summer jobs.
  • BRJP Ordinance:
    • Established in 1983, updated in 2017.
    • Goals:
      • 51% of total work hours (journey people and apprentices) to Boston residents.
      • 40% of total work hours (journey people and apprentices) to people of color.
      • 12% of total work hours (journey people and apprentices) to women.
    • Enforcement Limitations: Cannot enforce based on these goals directly.
    • Seven Administrative Requirements for Compliance:
      1. Attend pre-construction meetings.
      2. Provide copies of all communications related to workforce projections and development.
      3. Provide referrals to the BRJP jobs bank.
      4. Provide weekly payroll with documentation of employer demographics.
      5. Provide documentation of Boston residency.
      6. Attend corrective action meetings when requested.
      7. Appear before the Boston Employment Commission when requested.
    • Prevailing Wage Law: BRJP also keeps records for prevailing wage law compliance.
    • Fines: Up to $300 for each violation of administrative requirements.
    • Noncompliance Record: Can create a record of noncompliance for consideration in future contract awards.
  • Improvements Over Past Years:
    • Utilizing Salesforce database with support staff for compliance and violation identification.
    • System to correct certified payroll records.
    • Piloting Salesforce for collection of certified payroll and BRJP payroll records (starting January), requiring contractors to enter information once.
    • New transparent system for identifying and recommending sanctions.
    • New dashboard for procurement staff, developers, and contractors to look up project data (global, by project, contractor, subcontractor).
    • Biannual economic impact analyses (last in April).
    • Launching new biannual report for City of Boston departments on completed projects and BRJP data.
    • OSHA 10 Trainings: Offering multilingual OSHA 10 trainings (English, Spanish, Brazilian Portuguese, Haitian Creole) to reduce barriers for workers on public construction.
  • Warnings and Sanctions System (since July 1):
    • Salesforce identifies payrolls 10 days late, prompting corrective action meetings.
    • If noncompliance persists 15 days after meeting, a written warning is issued.
    • If noncompliance persists 30 days after warning, a recommendation for sanctions is sent to the Boston Employment Commission.
    • Statistics: 81 corrective action meetings and 6 written warnings issued since July 1.
  • Historic Project Labor Agreement (PLA):
    • Ensures consistent supply of skilled union labor for BPS facilities plan.
    • Guarantees a pathway into building trades for the top performing half of each graduating class (up to 50 students/year) from Madison Park's six programs.
• Chris Brown, BRJP Manager:
  • Construction Monitors: Seven monitors for public (Mayor's Office of Housing, Public Facilities, Boston Public Schools, Parks and Recreation, Public Works) and private (over 50,000 sq ft) projects.
  • Monitoring Process: Step-by-step process, especially for large projects.
  • Projects Breakdown (April 1 - September 30, 2025):
    • Total Projects: 155
      • Private: 49
      • Public: 106 (26 Public Facilities, 15 Parks, 28 Public Works, 37 Mayor's Office of Housing)
    • Total Work Hours: Approximately 5 million.
    • Overall Percentages (All Projects):
      • Boston Resident: 20%
      • People of Color: 42% (exceeding 40% goal)
      • Women: 7%
    • Private Projects (approx. 4 million work hours):
      • Boston Resident: 19%
      • People of Color: 40%
      • Women: 7%
    • Public Projects (over 1 million work hours):
      • Boston Resident: 24%
      • People of Color: 48%
      • Women: 7%
  • Breakdown by Neighborhood: Dorchester (25 projects) had the most. "Various locations" for Public Works projects spanning multiple neighborhoods.
  • Public Projects Breakdown by City Department:
    • Mayor's Office of Housing (600,000+ hours): 23% Boston Resident, 56% People of Color, 7% Women.
    • Public Facilities (326,000 hours): 24% Boston Resident, 35% People of Color, 7% Women.
    • Public Works (almost 90,000 hours): 29% Boston Resident, 44% People of Color, 7% Women.
    • Parks and Recreation (smallest department): 21% Boston Resident, 27% People of Color, 1% Women.
• Jody Sugarman Brazen (continued):
  • Boston Employment Commission (BEC):
    • Current members listed on website.
    • Activities (last six months):
      • 11 special presentations by contractors/developers.
      • 11 project reviews (25%, 50%, 75% completion stages).
    • Capacity: BEC can only review about 7% of active projects with monthly two-hour meetings.
    • Provides information on completed projects with BRJP data at every meeting.

Discussion and Questions (Panel 1)

• Councilor Weber to Jody Sugarman Brazen:
  • BEC Fines: Asked if BEC has issued fines in the past.
    • Response: Yes, once, two years ago, for two subcontractors (fined to general contractor) totaling $11,000 for late payroll records, not for failing to meet hiring standards.
  • BEC Members' Absence: Noted that BEC members were not present and expressed concern about their worries regarding Supreme Court rulings.
    • Response: Assistant Corporate Counsel advised that BEC members are "special employees" and would receive legal representation and support from the Law Department if issues arose in their capacity as commissioners. They were not advised to attend or not attend.
• Councilor Flynn to Jody Sugarman Brazen:
  • BEC Members' Absence: Clarified if BEC members were advised not to attend.
    • Response: No, they were informed of the hearing and could decide independently.
  • Lack of Fines: Asked why more companies aren't fined, given only two instances.
    • Response: The current system of corrective action meetings and written warnings is effective in bringing contractors into compliance with administrative requirements (e.g., submitting payroll on time). Fines are not issued for failing to meet hiring standards.
    • Chris Brown added: The warning system aims to help contractors comply, especially smaller companies struggling with Salesforce. Office hours are provided. Compliance with payroll submission has improved. The goal is not "gotcha" but to get necessary information.
  • Union vs. Non-Union Compliance: Asked if there's a difference in compliance with administrative measures.
    • Response: Anecdotally, no significant difference observed.
  • Wage Theft: Asked about wage theft issues in Greater Boston.
    • Response: Wage theft is a major issue, particularly in construction and restaurant industries. The office acts as a keeper of certified payroll records to monitor for prevailing wage compliance and identify potential wage theft on publicly funded projects. Increased focus on reviewing certified payroll records. Acknowledged that much wage theft occurs in residential non-union construction, where oversight is limited.
• Councilor Breadon to Jody Sugarman Brazen:
  • Living Wage: Asked about the current living wage and annual increases.
    • Response: Current living wage is $18.78 (slide was outdated). Calculated annually by the Boston Planning Department's research team. Recommendations from the Living Wage Advisory Committee on calculation methods will be revisited by a new advisory committee.
  • Wage Theft Reports (Immigrant Workers): Asked if wage theft reports have increased due to fear of ICE retaliation.
    • Response: Wage theft laws cover all workers regardless of immigration status in Massachusetts. The office conducts multilingual outreach with worker centers to inform immigrant workers of their rights. Retaliation is illegal. Partnering with the Attorney General's Office. In FY25, worker rights efforts led to 177 case referrals.
  • OSHA 10 Trainings: Asked about the importance and content of OSHA 10 trainings.
    • Response: Provides workers with an overview of OSHA protections, health and safety mechanisms, and rights. Multilingual trainings ensure immigrant workers know their rights. OSHA 10 is a requirement for public construction, so it also breaks down a barrier to access.
  • OSHA 30: Mentioned OSHA 30 for construction safety ordinance (requiring a dedicated safety coordinator with 30 hours of OSHA training on sites over 50,000 sq ft).
  • Private Projects (over 50,000 sq ft): Clarified that BRJP requirements apply, but prevailing wage law does not.
• Councilor Mejia to Jody Sugarman Brazen & Chris Brown:
  • Retention: Asked about tracking retention of workers, especially women and people of color.
    • Response: Not currently tracked, but Salesforce could potentially be used for this. Apprenticeship tracking is available. Acknowledged it would require deeper analysis.
  • Pay Rates: Asked about pay rates for workers.
    • Response: Only collects wage data related to certified payroll records for prevailing wage compliance. Rates vary by job classification. Does not collect wage data for private projects.
  • Feedback for Unhired Candidates: Asked about feedback provided to candidates not offered jobs.
    • Response: Contractors rarely provide feedback despite requests, which is a source of frustration.
  • Accountability for Information: Suggested holding contractors accountable for providing information (e.g., feedback on candidates).
• Councilor Worrell to Jody Sugarman Brazen & Chris Brown:
  • Pay Disparities/Demographics by Trade: Asked about demographic breakdowns for different trades (e.g., electricians).
    • Response: The biannual economic impact analysis (done by BPDA) includes demographics of work hours in various major trades. Can provide this analysis.
  • Journeyman/Apprentice Demographics: Asked if demographics are broken down by journeyman/apprentice.
    • Response: Unsure, would need to check. The Worker Empowerment Cabinet is doing a deep dive into apprenticeship demographics in Boston as part of a climate action plan analysis.
  • Memorializing BRJP Analysis in BPDA Documents: Asked about incorporating BRJP analysis into BPDA proponent documents.
    • Response: A new biannual report (starting this month) will analyze all completed projects with BRJP data and demographics, shared with BPDA and other departments.
  • Union vs. Non-Union Data on Dashboard: Asked if this could be shown on the dashboard.
    • Response: Will check into it.
  • Correlation between Residency, Women, People of Color: Asked about correlations in the data.
    • Response: Women's percentage has increased from ~4% to 7% over time. People of color percentage increased from 25% goal to 40% goal, which is now being met/exceeded. Boston resident percentage has been declining over the last 10-12 years. Anecdotally, as people of color numbers rise, Boston resident numbers tend to shift downwards.
  • Specific Case: Noted a company with 19% Boston resident but 62% people of color, asking if this is common.
    • Response: Hasn't done that specific analysis, but the global data suggests a trend where higher people of color numbers correlate with lower Boston resident numbers.
• Councilor Weber to Jody Sugarman Brazen:
  • Project Labor Agreement (PLA) Impact: Asked about the impact of the new PLA on getting Boston residents into trades.
    • Response: The 2014 PLA created Building Pathways. The new PLA takes it further by guaranteeing a pathway for up to 50 Madison Park students per year into building trades. This will add more Boston residents to the trades.
  • BEC Quorum/Enforcement Concerns: Asked about BEC quorum and how enforcement will work given concerns about federal targeting of such programs.
    • Response: BEC has had quorum. The Law Department is closely monitoring. Enforcement focuses on the seven administrative compliance measures, not hiring goals, which allows the work to continue. Fines are for late payroll.
  • Ordinance Revision: Asked if the ordinance could be revised to allow the office to enforce fines directly.
    • Response: Yes, it could, which would give more power to construction monitors. Currently, the office recommends sanctions to the BEC, which issues fines.
• Councilor Flynn (Second Round) to Jody Sugarman Brazen & Chris Brown:
  • Improving Numbers: Asked about short-term and long-term plans to improve numbers, given developers still fall short.
    • Response: Short-term: Utilize existing sanction/fine powers for administrative compliance. Long-term: Close the feedback loop with procurement via biannual reports and the dashboard to inform future contract awards.
  • Contractors' Perception of Fines: Asked if contractors view the fines as insignificant.
    • Response: Chris Brown stated it's not just the fine but the "public scrutiny" and record of noncompliance that contractors want to avoid, as it can affect future work.
  • Fined Companies: Asked for the names of the two companies fined.
    • Response: Jody Sugarman Brazen recalled "Bridge Line" and would look up the subcontractors and general contractor.
• Councilor Breadon (Second Round) to Liz Skidmore:
  • Building Pathways Access: Asked if Madison Park is the only conduit into Building Pathways.
    • Response: No, Building Pathways has twice-yearly cohorts that people apply to. Madison Park is just one new pathway.
• Councilor Mejia (Second Round) to Jody Sugarman Brazen & Chris Brown:
  • BRJP Communication with Trade Groups: Asked if BRJP communicates with employee/trade groups to connect developers with local workers.
    • Response: Pre-construction meetings discuss hiring goals and plans, and resources are provided. Constant communication with contractors.
  • Inspector Numbers: Asked about the number of inspectors/compliance staff.
    • Response: Seven construction monitors. They go on site to collect information and ensure compliance.
  • Limitations: Jody Sugarman Brazen acknowledged limitations in the scope of the ordinance, being tied to the seven compliance measures, and unable to hold contractors accountable for meeting hiring goals directly.
• Councilor Worrell (Second Round) to Jody Sugarman Brazen:
  • Biannual Report Content: Asked what the new biannual report will highlight.
    • Response: Will largely match BEC reports, listing completed projects with BRJP data, demographics (including people of color breakdown), and trade information.
  • Highlighting Underperforming Contractors: Advocated for highlighting contractors/developers who could be doing better.
• Councilor Weber (Second Round) to Jody Sugarman Brazen & Chris Brown:
  • Recommendations for Raising Goals: Asked for recommendations on raising goals, particularly for women, given the BEC's absence.
    • Chris Brown: Goals were raised in 2017 (People of Color from 25% to 40%, Women from 10% to 12%). People of Color goal is met/exceeded. Women's goal (7%) is not met. Boston resident goal (51%) is challenging, as numbers have been declining.
    • Jody Sugarman Brazen: Raising the bar when not meeting the current one is challenging. Noted Mayor's Office of Housing's success (56% people of color) as a model, showing results when time and energy are focused.
    • Councilor Weber: Suggested raising the people of color goal, as it is being met and exceeded.

Public Testimony

• Rachel Jackson, Journeyman, Local 7 Ironworkers:
  • Lifelong Boston resident, recently forced to leave the state for work.
  • Stated many women, people of color, and Boston residents are out of work.
  • Expressed concern that out-of-state workers are on Boston jobs while residents are not.
  • Shared personal story of leaving her 14-year-old child and sober home to find work.

Panel 2: Kenetra Porch, Dan Daly, Liz Skidmore

• Kenetra Porch, Fifth-Year Apprentice, IBEW Local 103:
  • Lifelong Boston resident, entered trades through Building Pathways.
  • Emphasized the stability, growth, and future provided by union work.
  • Job Site Observations: On a large project (MGH), only 50 out of 500 workers were women across all trades, and many were not Boston residents.
  • Barriers to Meeting Goals:
    1. Accountability: Contractors not meeting requirements, inconsistent enforcement.
    2. Access/Awareness: Many residents unaware of pre-apprenticeship programs; mailings are outdated.
    3. Retention: Not enough support to keep people in trades. Noted former pre-apprentices no longer in trades.
  • Living Wage: Even with a good electrician's wage, struggles to afford living in Boston.
  • Recommendations: Affordable housing, continued local hiring enforcement, investment in mentorship programs.
  • Strengthening BRJP: Accountability for contractors to meet goals, transparency, continued partnerships with successful organizations/unions.
• Dan Daly, Member, IBEW Local 103:
  • Lifelong Boston resident (Allston-Brighton), 37-year member of Local 103.
  • Benefited greatly from BRJP, which provides opportunities and a path to the middle class.
  • Accountability: Not enough accountability for contractors. Has seen developers disregard the program and still receive approvals.
  • Recruitment: Contractors' methods (e.g., posters, newspaper ads) are ineffective.
  • Solutions: Tie direct tax credits for developers to hiring responsible, living-wage contractors.
  • Union vs. Non-Union: 95% of licensed women electricians in MA belong to a trade union, indicating non-union contractors are not reaching the right talent pools.
  • Economic Impact: Local residents spend money in the city, recirculating funds.
  • Non-Union Contractors: Fail to meet goals, take work without hiring Boston residents or reflecting diversity.
  • Call to Action: Invited Councilors to Local 103's apprentice swearing-in ceremony.
• Liz Skidmore, Policy Group on Tradeswomen's Issues (PGTI):
  • Boston resident (Roxbury, 32 years), 38-year carpenter, former business agent for Carpenters Union (27 years).
  • Devoted career to opening doors for women and people of color.
  • Massachusetts Success: MA is #1 nationally for women in apprenticeships (new study by Institute for Women's Policy Research). This is a significant achievement from being below national average.
  • Reasons for Success:
    • BRJP and state goals (state-funded projects, other cities).
    • State agencies (UMass Building Authority, Mass Gaming Commission, DCAM) adopted PGTI's best practices.
    • Key Practices: Monthly public Access and Opportunity Committees (AOCs), corrective action meetings, "core crew is no longer an excuse," High Impact Poor Performers (HIP) analysis.
    • Resources: PGTI's "Finishing the Job" manual.
    • Project Labor Agreements (PLAs): Critical for adding detail and enforcement (e.g., 2008 UMass Boston PLA led to Building Pathways).
  • State Project Outcomes (using best practices):
    • 7.3% women, 26.02% people of color (goals: 6.9% women, 15.3% people of color).
    • Value: $7.4 billion across 38 projects.
    • Economic Impact: Roughly $46.5 million into women's pockets, $23.2 million into women of color's pockets.
    • Achieving 12% Women: UMass Boston campuses have achieved over 12% women on some projects (e.g., Biomed Engineering Building at UMass Amherst at 13.55%).
    • Legal Context: State-level growth occurs under the same legal situation as the city, with zero fines, focusing on upfront success and AOCs.
  • BRJP Dashboard: Noted that BRJP numbers for women have gone down since 2002 (high of 7.2%), despite state apprenticeship numbers rising.
  • Solutions/Next Steps:
    1. Use Best Practices: PGTI's "Finishing the Job," Mass Gaming Commission's "Built to Last."
    2. Use Legislative/Policy Tools: BRJP, Governor Healey's Executive Order 638 (establishing recommendations for women in state-funded projects), PLAs.
    3. Access and Opportunity Committees (AOCs): Critical for public scrutiny and problem-solving.
    4. Learn from Other Cities:
       • Chicago: Chicago Construction Workforce Equity Ordinance (robust enforcement, community oversight, data transparency, funding for supportive services for pre-apprentices).
       • Oregon: Oregon Bureau of Labor and Industry (partnered with state university for evaluation, childcare subsidies for workers – increased from $5,000 to $7,000, then to 7% of income).
       • Illinois: Illinois Works Bid Credit Program (rewards contractors who meet/exceed goals with a bid credit on future projects).
  • "Hot Takes":
    1. Recession Opportunity: If a recession hits, there will be more available women and people of color in the workforce. The city should "double down" on hiring goals and not allow contractors to abandon them.
    2. Sexual Harassment/Discrimination: Increased incidents since January 20th. City should send a letter to contractors reminding them of legal responsibility for safe, harassment-free job sites.
    3. BRJP Jobs Bank: Appears to serve only non-union workers. Some unions (e.g., electricians) have "closed hiring halls" where workers cannot solicit work directly. The jobs bank should serve union workers who are allowed to solicit work.
• Kenetra Porch (Childcare Challenges):
  • Shared personal experience with childcare as a single mother in an apprenticeship.
  • Early morning work hours (6-6:30 AM) make traditional childcare difficult.
  • Relied on sister, now pays a transportation company.
  • Highlighted childcare as a major obstacle for single mothers entering trades.

Discussion and Questions (Panel 2)

• Councilor Flynn to Panel 2:
  • Childcare as a Barrier: Asked if childcare is a major reason for low numbers of female workers.
    • Kenetra Porch: Yes, paying for before- and after-school childcare creates financial hardship.
    • Liz Skidmore: Yes, it's a critical problem, but not the limiting factor in Boston, as other areas with fewer resources achieve higher numbers. The limiting factor is lack of capacity for AOCs.
    • Kenetra Porch: Agreed it impacts retention.
  • Female Worker Numbers: Asked why numbers are low for female workers compared to people of color.
    • Dan Daly: Suggested people of color numbers might be skewed by out-of-state workers who don't spend money in Boston. Advocated for investigating how many women and women of color live in Boston and are union members.
• Councilor Breadon to Liz Skidmore:
  • "Secret Sauce" from Oregon/Illinois: Asked about the key factors for success in other places.
    • Liz Skidmore:
      • Integrated Supply and Demand: Not just recruiting, but creating demand on job sites.
      • Pre-apprenticeships: Building Pathways is a gold standard, but limited capacity.
      • "Build a Life That Works" Program: Broad reach, informing women about trades.
      • Coordination: Better coordination of application processes for high school seniors.
      • Recession: Opportunity to increase numbers if contractors are pushed, as unemployed workers will be overrepresented by women and people of color.
  • Disreputable Contractors: Asked Dan Daly about dealing with disreputable subcontractors.
    • Dan Daly: It's a "free country," but out-of-state contractors (e.g., from CT) hire minimal Boston residents. Unlicensed trades can exploit workers. Advocated for holding contractors responsible.
    • Liz Skidmore: Attorney General's office states "responsible bidder" can include past performance on hiring goals for state procurement. Suggested exploring this for city procurement.
• Councilor Mejia to Panel 2:
  • City Collaboration with Unions: Asked for suggestions on how the city can better collaborate with unions to strengthen local hiring, retention, and advancement.
    • Dan Daly: Local 103 has the workforce and training. Advocated for more accountability for "bad actors." Suggested tying residential conversions of city-owned parcels to stricter Boston resident policies. Praised BRJP staff for responsiveness.
    • Kenetra Porch: Suggested withholding work permits from non-compliant contractors. Advocated for higher fines for repeat offenders, as current fines are too low to be a deterrent.
    • Liz Skidmore:
      • More affordable housing.
      • Expand to functioning AOCs (e.g., one for every 10-15 projects).
      • Look at bid credit programs.
      • Publish "top 10" and "worst 10" contractors based on numbers.
      • Explore broader use of "lowest responsible bidder" to include hiring goals and address wage theft/tax fraud.
      • Shared anecdote of Mass Gaming Commission using frequent AOCs to pressure a non-compliant contractor, leading to compliance without fines.
• Councilor Worrell to Panel 2:
  • Outreach Strategies: Asked for ideal ways to outreach and communicate opportunities to residents beyond mail/newspaper.
    • Kenetra Porch: Social media (Instagram, TikTok, LinkedIn), visual ads.
    • Dan Daly: Direct outreach to high school students (e.g., "Pathway to Trades" programs). Organizers reach out to contractors.
    • Liz Skidmore: Radio PSAs, geofencing (pop-ups on phones near job sites), social media influencers (e.g., Chelsea Fenton on TikTok).
    • Liz Skidmore: Noted average apprenticeship age is 28, suggesting outreach to 18-28 year olds (e.g., at unemployment offices).
  • BEC Capacity: Asked what increased BEC capacity would look like (staffing, activities).
    • Liz Skidmore: Enough meetings so every city-covered job reports to an AOC monthly (10-15 jobs per meeting). This would require more staff. Noted UMass Building Authority has one person managing their program across five campuses.
• Councilor Weber to Dan Daly & Liz Skidmore:
  • Out-of-State Workers/Data: Asked how to get good data on out-of-state workers and address potential abusive practices.
    • Dan Daly: More accountability on where people actually live. More paperwork to track Boston residents, women, and women of color. Noted a "disconnect" when people of color numbers are high but Boston resident/women numbers are low.
    • Liz Skidmore: Reiterated that the same contractors perform better on state projects, suggesting Boston is "not serious about women." Attributed this to the lack of full best practices (AOCs) in Boston.
  • Impact of Governor's Executive Order: Asked if the Governor's Executive Order is impacting data.
    • Liz Skidmore: Too new to see full impact, but it will. State projects using full best practices are seeing results.
  • City vs. Private Project Data: Asked if data differences are due to control over BHA projects vs. private developments.
    • Liz Skidmore: Acknowledged scale difference (170 city projects vs. 38 state projects using full best practices). Suggested more resources or focused AOCs for larger projects.

Closing Remarks

• Councilor Flynn: Thanked panelists for their work supporting Boston residents, women of color, and ensuring dignity in the workforce. Emphasized working together to improve numbers, retain workers, and support their families (housing, transportation). Stated the middle class should be open to all.
• Councilor Mejia: Used an analogy of an "abusive relationship" to describe contractors bypassing residency policies. Expressed embarrassment that Boston is not taken seriously by contractors compared to state projects. Advocated for serious and aggressive measures, including potentially taxing contractors for non-Boston residents. Stressed the need for political will and courage to prioritize workforce development and housing for Boston residents.
• Councilor Breadon: Thanked everyone. Acknowledged the discussion provided "a lot to think about." Noted the "mind-blowing" fact that contractors meet state goals but not Boston's, indicating room for improvement.
• Councilor Weber: Thanked all participants, acknowledging the "great discussion." Highlighted concrete suggestions from the panel. Expressed hope that Boston will be taken more seriously by contractors in future hearings.

Adjournment: The hearing on Docket #0473 was adjourned.