►
From YouTube: July 2021 Chapter Meeting
Description
A conversation on diversity equity inclusion and justice.
B
Thanks
simon,
we're
going
to
start
this
meeting
as
we
always
do
with
our
indigenous
land
acknowledgement.
It's
now
also
available
on
our
chapter
website,
specifically
in
this
dfw
area,
we're
standing
and
living
on
the
land
stolen
from
the
kickapoo
wichita,
tawakoni,
jumanos
and
comanche
people
who
have
been
harmed
yet
continued
to
thrive
in
the
process
or
despite
the
process
of
colonization
and
white
supremacy.
A
C
Hi
everybody
so,
as
we
started
last
month,
so
this
month
will
continue
as
well.
So
what
we
will
do
is
to
put
you
guys
into
breakout
rooms
for
12
to
15
minutes
and
just
you
know,
to
catch
up
with
each
other.
Tell
each
other
your
names.
I
actually
have
a
community
guideline
to
share
today.
So
give
me
one.
Second,
let
me
find
my
four-point
window,
okay.
C
So
since
today
we're
going
to
talk
about
dij
and
environmental
justice
a
little
bit,
and
these
issues
can
be
a
little
bit
sticky
and
tricky
to
talk
about.
So
I
want
to
go
through
first,
the
community
guidelines,
before
we
put
you
guys
into
breakup
groups,
so
first
thing
make
space
or
take
space
speak
from
the
first
speak
from
the
eye
perspective
and
your
own
experiences
instead
of
generalizing
seek
to
understand
and
practice
act,
active
listening
and
be
open
to
productive
discomfort,
but
sometimes
productive
can
be
different.
C
Looking
for
each
of
us
so
be
open
to
discomfort,
assume
good
intentions.
Intent
does
not
negate
impact
disagree
with
the
score
without
discord
and,
lastly,
accept
that
there
is
no
quick
fix.
So
these
are
the
community
guidelines
that
we
can
try
to
memorize
and
remind
ourselves
in
the
breakout
group.
So
for
today
the
breakout
groups
as
usual.
You
know,
share
your
names
here.
One
thing
exciting
that
you
did
in
the
past
week
or
maybe
in
the
next.
You
know
seven
days
or
so.
C
The
second
thing
since
today
we're
gonna
go
into
diversity,
equity,
inclusion
and
justice.
If
you
guys
have
time,
I
would
love
for
you
guys
to
think
about.
You
know
your
definition.
How
do
you
understand
these
terms
right?
Can
you
give
your
definition
of
each
of
these
terms,
diversity,
equity,
inclusion
and
justice
and
what
they
might
look
like
in
your
communities?
C
A
A
A
D
A
D
So
I
started
that
probably
well
a
few
months
ago,
but
I
had
been
giving
presentations
for
you
know
six
plus
months,
so
we
had
a
committee
meeting
this
week
and
actually
for
the
month
of
july,
I'm
hoping
to
see
if
we
can
get
jane
who
presented
at
our
chapter
meeting
last
month
to
come
present
to
my
company.
So
that's
one
thing:
I'm
working
on
right
now,
so
that'll
be
cool
very.
A
D
D
A
D
You
know
just
using
like
men
in
the
population
like
as
the
you
know,
the
population
and
the
sample
for
testing,
and
so
then,
when
you
know,
for
example,
I
think
a
good
kind
of
example
of
that
is
like
a
lot
of
medical
research
too.
Right,
like
I
think,
oh
yeah,
most
common
one
that
we
can
think
of
is
like
you
know,
symptoms
of
a
heart
attack
right
which
are
very
different
for
men
versus
women.
So.
D
So
yeah
did
we
want
to
move
on
to
equity,
then,
because
I
think
this
one
like
there's
an
image
that
I've
seen
that
I
think
is-
and
I'm
sure
you
guys
have
seen
this
too
or
you
all
have
seen
this
see
even
me,
I'm
trying
to
be
better
about
my
speech
too
so
coming
from
the
midwest
guys,
like
you
guys,
that's
what
we
say
that
all
the
time
right,
but
I've
been
trying
to
move
away
from
that
term
to
a
more
like,
gender-neutral,
gender-neutral
language.
So
even
that
is
something
you
know
around.
D
Yeah
but
yeah
so
like
that
that
picture,
I
don't
know
if
you
all
have
seen
that
you
know
where
equality
is
giving
like
the
same.
So
it's
like
picking
an
apple
from
a
tree
and
like
equality
is
giving
the
same
kind
of
ladder,
but
equity
is
giving.
You
know
somebody
who
needs
a
taller
ladder
that
taller
ladder.
I
guess
that's
like
the
first
thing
that
comes
to
my
mind
when
I
think
of
that
term.
D
A
A
I
think
I
just
sent
a
message
to
everybody:
they'll
be
closing
breakout
rooms
in
a
couple
of
minutes
here
so
yeah,
so
so
justice
I
mean
for
me
like
in
in
work.
I've
been
going
kind
of
out
of
my
way,
trying
to
find
other
populations
that
have
that
have
contributed
to
studies,
actually
a
really
big
issue,
so
in
in
america.
A
A
A
A
All
right,
it
looks
like
we're
back
see
roughly
the
right
number
of
participants
back,
so
welcome
back
everybody.
Hopefully
that
was
a
productive
10
minutes
of
discussion
we're
going
to
go
on
now
to
our
creative
space
working
group.
We
have
a
video
featuring
elena.
It
was
filmed
by
our
amazing
videographer
z,
and
it's
about
why
we
need
environmental
justice
right
now
versus
by
2030
or
2050,
as
some
of
these
programs
are
ridiculously
suggesting
and
let's
see
if
I
can
successfully
do.
E
E
I
asked
myself:
why
are
my
community
wasn't
talking
about
it
if
it
was
so
evidently
impacting
our
daily
lives?
And
it's
it's
hard
to
talk
about
something
that
is
silently
hurting
you
when
there
are
things
that
are
visibly
visibly
hurting
you
at
this
moment,
when
it's
hard
to
put
food
on
the
table,
our
families
are
being
relocated,
because
these
infrastructures,
that
we
didn't
vote
for,
are
coming
into
our
communities.
E
It
gets
increasingly
difficult
when
you
start
layering
all
these
different
injustices
and
challenges
to
a
household
into
a
community
to
advocate
for
change,
there's
so
many
different
injustices
that
are
happening
in
these
communities
that
it
makes
it
hard
to
add
on
care
about
the
environment.
It's
it's
hard
to
add
on
to
that,
because
it
becomes
suffocating
just
how
many
challenges
there
are.
E
For
these
communities
for
climate
leaders,
something
I
would
urge
for
them
to
do
is
keep
that
in
mind,
keep
in
mind
the
intersectionality
between
the
environment
and
health,
the
environment
and
workers
rights,
because,
at
the
end
of
the
day,
what
my
family
is
focused
on
is
not
about.
What's
going
to
hurt
us
in
2030
in
2050,
it's
what's
affecting
us
today,
it's
going
to
affect
them
tomorrow,
not
10
years
from
now.
C
A
Excellent,
so
luke
is
filling
in
for
another
one
of
another
member
of
his
organization
who
is
going
to
come
and
talk
to
us
today.
So
we're
going
to
go
ahead
and
let
him
present
his
information
it'll
be
about
10
minutes,
and
then
we
will
go
on
to
our
primary
programming
for
the
rest
of
the
the
meeting
luke.
If
you
would.
G
We
know
that
getting
off
of
fossil
fuels
and
switching
to
100
renewable
energy
is
probably
the
single
most
important
thing.
We
can
do
to
tackle
climate
change
and
we
know
that
we
have
the
technology
to
achieve
that
goal.
You
know
we're
at
about
25
renewable
energy
here
in
texas,
and
the
projections
for
new
wind
and
solar
are
just
off
the
charts.
I
remember
in
2008
calling
for
adding
about
4
000
megawatts
of
more
solar
by
2020,
and
we
hit
that
goal,
which
is
exciting.
G
I
just
yesterday
saw
what
some
of
the
solar
developers
have
planned.
What's
what's
in.
What's
called
the
urcot
interconnection
queue
and
they're
planning
more
than
90
000
megawatts
of
new
solar
in
just
the
next
few
years.
Another
33
000
megawatts
of
battery
storage,
another
huge
amount
of
wind
power,
so
we
have
the
resource.
G
We
there
was
a
poll
done
just
after
winter
storm
yuri,
asking
texans.
You
know
what
energy
choices
that
they
prefer
and
they
were
asked.
What
should
be
the
number
one
goal
of
texas
energy
policy
and
56
percent
of
texans
said
moving
towards
100,
clean
energy,
so
texans
are
with
us.
Texans
are
all
about
this
and
want
to
move
towards
clean
energy.
What
we're
missing
really
is
the
elite
support
and
amplification
of
that
vision,
and
it's
hard
to
find
anyone,
that's
willing
to
to
go
out
there.
G
You
know
at
the
texas
legislature
or
elsewhere
and
say
yes,
I
want
100
clean
energy
and
because
there's
a
lot
of
people,
a
lot
of
people
that
feel
like
oh
you'll,
be
laughed
out
of
the
room.
You'll
be
mocked,
you
know
if
you
go
and
talk
to
a
lawmaker
about
such
a
thing,
and
we
need
to
change
that.
We
need
to
make
it.
G
You
know
to
demonstrate
to
the
public
and
to
decision
makers
that
not
only
are
the
the
general
public's
strongly
supportive,
but
we
also
have
the
academics
behind
us
that
can
our
we
have
the
energy
experts.
We
have.
You
know
business
leaders
and
others
who
all
agree
that
yeah
this
is
possible
and
we
must
move
towards
it
and
it'll
have
huge
benefits
to
our
states.
G
In
terms
of
not
only
staving
off
climate
change,
but
in
terms
of
cleaner
air
and
water
and
economic
development
and
other
things,
so
we
reached
out
to
you
all
originally
about
our
voices
for
clean
energy,
100
renewable
energy
project,
and
this
is
something
that
we've
done.
My
organization
has
done
nationally,
as
well
as
in
california,
and
the
basic
idea
is
just
to
you
know,
get
identify
prominent
texans
and
get
them
to
speak
out
and
endorse
the
idea
of
100
renewable
energy.
G
I'll,
put
a
link
in
the
chat
to
give
you
an
idea
of
kind
of
what
I'm
talking
about,
but
just
at
a
very
simple
level-
and
this
is
just
one
small
tactic.
But
to
give
you
an
idea
is
just
you
know,
getting
creating
a
website
that
you
know,
puts
names
and
faces.
You
know
and
statements
on
the
record
saying.
Yes,
we
endorse
this
idea.
We
think
it's
plausible,
credible
and
necessary,
and
that's
just
one
small
step
we
can
do
to
just
start
to
to
win
the
the
dialogue
win.
G
The
narrative
on
on
these
issues
stop
being
on
the
defense
all
the
time
and
start
pushing
for
the
offense.
So
so
yeah
we're
inviting
we're
looking
for
folks
to
join
our
voices
for
100
percent
renewable
energy
project.
You
know,
particularly
you
know,
community
leaders
and
business
leaders
and
academics
and
others,
and
so,
if
you're
interested,
I
think,
we've
kind
of
sent
y'all
the
form
I'll
have
to
follow
up
if
we
haven't
but
about
how
to
get
involved.
G
But
if
not
just
email
me,
my
email
is
luke
environmenttexas.org
and
that's
one
way.
You
know
we
can
just
start
to
make
the
case
for
this.
To
give
you
some
other
things
that
we're
working
on.
We
also
have
a
webinar
coming
up
on
july,
29th
at
11
a.m
and
I'll
put
the
link
to
rsvp
for
that
also
in
the
chat
but
that'll
be
again
making
the
case
for
100
renewable
energy.
We
have
one
of
our
national
folks
emma
searson
who's,
the
director
of
our
100
renewable
energy
campaign,
who
will
present
a
new
report.
G
We
wrote
called.
We
have
the
power
that
reviews
all
the
scientific
literature
demonstrating
that
100
renewable
energy
is
possible.
You
know
with
today's
technology,
so
she'll
be
speaking.
We
also
have
professor
dan
cohen
of
rice
university
speaking
and
then
rob
thorelgeld
who's,
the
global
sustainability
manager
for
general
motors,
which
is
committed
to
100
renewable
energy
as
well,
and
then
maybe
some
other
speakers,
but
we'll
be
using
that
again
to
just
start
making
the
case
that
this
is
possible.
G
We're
also
not
just
working
to
kind
of
win
the
narrative,
but
we're
also
winning
working
to
win
concrete
policies
to
move
us
towards
100
renewable
energy,
including
you
know,
working
to
get
a
long
10-year
extension
of
tax
credits
for
wind,
solar
battery
storage.
In
the
you
know,
federal
infrastructure
package,
we
also
are
working
to
get
cities
to
adopt
programs
to
bulk
purchase
renewable
energy
on
behalf
of
residents
as
well
as
working
to
get.
You
know,
universities
and
other
institutions
to
commit
to
100
renewable
energy
goals.
G
So
a
lot
of
great
opportunities-
and
you
know
every
bit
of
renewable
energy-
that
every
more
megawatt
we
get
installed
in
texas,
you
know
helps
reduce
remove
carbon
from
the
atmosphere
and
further,
you
know,
moves
us
towards
that
100
goal
and
and
makes
it
you
know
easier.
You
know
we're
just
it
took
us.
G
You
know
20
years
to
get
to
25
renewables,
but
you
know
I
think
president
biden
has
called
for
100
renewables
or
clean
energy
by
2035,
and
I
think
you
know,
given
the
explosive
growth
of
the
industry,
that
that
goal
is
entirely
possible.
And
so
we
can
do
a
lot
here
in
texas
to
expedite
it
and
and
build
the
political
will
and
and
and
win
the
contracts
to
move
us
towards
that
future.
So
thank
you
all
for
the
opportunity
to
speak
and
thanks
for
all
the
work
that
you
do.
H
H
First,
for
some
time,
it's
a
terrific
organization,
their
goals
and
our
goals
are
often
completely
in
sync,
but
they've
got
a
research
arm,
particularly
here
in
the
state
of
texas,
that
I
think
we
can
benefit
from
tremendously,
so
we're
going
to
be
working
on
a
much
closer
relationship
with
them
and
I'm
hoping
that
the
other
texas
chapters
in
our
coalition
will
be
joined.
Joining
in
that
effort.
So
luke
delighted
to
have
you
here
thanks
so
much
and
we're
looking
forward
to
working
with
you
going
forward.
G
A
Thank
you,
luke
all
right
now,
we'll
move
on
to
our
environmental
justice
portion.
Our
guest
speaker
today
is
dr
myrtle
bell.
She's
the
associate
dean
of
diversity,
racial
equity
and
inclusion
at
ut
arlington,
we
are
very
excited
to
have
her
leah
is
going
to
be
moderating
questions
that
we
collected
previously.
Dr
bell.
Welcome.
I
Thank
you,
I'm
happy
to
be
here,
and
I
appreciate
your
talking
about
my
diversity
background,
because
I
really
don't
know
much
about
environmental
justice,
but
I
believe
in
it
and
I
grew
up.
I
was
telling
leah
that
I
grew
up
in
baton
rouge
louisiana
in
cancer
alley
and
my
husband
grew
up
in
houston,
texas
in
cancer
alley,
and
these
are
segregated,
segregated
areas
that
black
people
were
forced
to
live
in,
and
I
was
a
somewhat
am
a
somewhat
privileged
black
person
because
my
family's
well
educated
and
we
were
able
to
escape
baton
rouge.
C
Thank
you
so
much
myrtle
like
everybody.
I
just
want
to
say
I'm
so
excited
to
have
my
colleague
here,
because
muerto
is
such
a
you
know
social
justice
and
racial
justice
warrior
like
sometimes
you
just
send
me
articles
and
stories
about
dij
conversations
and
research
on
that.
So
welcome
myrtle,
first
question
for
you.
So
can
you
talk
a
little
bit
more
about
your
work
at
ut,
arlington
and
what
you
know?
Diversity
courses
really
look
like
in
higher
education
setting.
I
I
It's
mandatory
in
the
disability
studies
minor.
We
have
a
disability
studies
minor,
which
is
one
of
the
first
in
the
it's,
the
first
in
texas
and
one
of
four
or
five
in
the
nation,
and
so
the
course
is
really
popular.
It
looks
at
diversity
and
race
and
sex
and
sexual
orientation
and
ability
status
and
age
and
lots
of
different
areas,
so
students
get
a
lot
of
material
in
that
way.
So
that's
what
it
looks
like
at
uta,
it's
an
elective
course.
I
It's
mandatory
in
the
human
resources
graduate
program,
but
it's
it's
still
elective
for
the
undergraduates,
but
lots
of
exposure
to
a
lot
of
diverse
content,
diverse
content
and
diversity.
It
talks
a
lot
about
the
past.
You
know,
and
we
hear
a
lot
in
the
news
where
people
don't
want
us
to
talk
about
the
past.
Well,
if
you
know,
you've
probably
all
heard
that
if
we
don't
talk
about
it,
we're
doomed
to
repeat
it,
and
lo
and
behold
we're
repeating
a
lot
of
the
things
even
today,
but
it
talks
about
the
past.
I
It
talks
about
legislation.
It
talks
about
things
that
happen
in
organizations
to
people
related
to
their
otherness.
It
talks
about
privilege-
and
you
know
when
we
think
about
privilege-
people
get
their
hackles
up,
but
we
all
have
privilege
right.
So
I
am
black
female
60
years
old
with
a
chronic
illness.
I
still
have
privilege,
I'm
christian
in
the
united
states,
I'm
straight
I'm
cisgender.
I
I
got
a
lot
of
privilege.
I
got
educational
privilege,
so
if
we
can
just
own
our
privilege
instead
of
being
angry
and
denying
our
privilege
we're
way
ahead
of
the
game
right,
we're
way
ahead
of
it,
and
so
I
don't
have
race
privilege,
but
I
have
some
other
and
some
people
with
race
privilege.
Then
they
don't
have
age
privilege
or
they
don't
have
ability,
privilege
or
they
don't
have
sexual
orientation
privilege,
and
so
we
can
own
that,
and
we
can
use
that.
I
believe
for
good.
It
talks
about
privilege.
It
talks
about
the
legislation.
I
It
talks
about
newly
passed
laws
and
things
that
are
going
on
in
organizations
like
universities,
like
corporations
like
non-profits
like
hospitals,
you
name
it,
and
so
it's
a
broad
course
now
for
other
other
universities.
What
does
it
look
like
in
higher
ed?
I
have
lots
of
professional
colleagues
who
teach
diversity
at
different
universities
around
the
nation
and
it
really
depends
on
the
climate
where
they
are,
what
they
can
teach
but
there's
a
whole
lot
of
committed
faculty
committed
to
teaching
this
work
and
doing
this
work
sometimes
to
their
career
peril.
I
C
Thank
you
myrtle,
that's
very
helpful,
because
that's
one
of
the
things
I
I
you
know
think
about
a
lot
like
as
a
faculty
at
uta.
We
got
almost
every
day
about.
You
know
trainings
and
efforts
on
dij,
but
like
what
do
they
really
look
like
right?
That's
very
helpful,
second
question
for
you.
So
can
you
give
your
definition
of
each
of
the
terms,
diversity,
equity,
inclusion
and
justice
and
what
they
might
look
like
in
workplaces
and
organizations.
I
For
that
one,
I
would
just
have
to
fly
off
the
seat
of
my
pants
and
say
people
getting
what
they
deserve,
but
other
people
might
argue
about
what
people
deserve,
but
I
believe
people
deserve
to
be
treated
well.
People
deserve
to
eat
well
to
be
safe,
to
be
warm
to
have
health
care,
so
I
think
justice
is
really
really
broad
and
when
we
think
in
the
united
states
we
think
about
our
justice
system
and
that's
right
laughable
right.
I
You
know
for
diversity.
I
have
a
formal
definition
that
I
use
real
or
perceived
differences
among
people
that
affect
their
outcomes.
Opportunities
interactions-
and
I
said
outcomes-
and
I
talk
about
that
broadly
in
terms
of
these-
are
real
or
perceived
differences
in
race
and
sex
in
age
and
sexual
orientation
and
disability
status,
and
I
say
real
or
perceived,
because
race
is
not
real.
I
don't
know
how
many
of
you
know
that
race
is
socially
constructed.
I
We
constructed
that
to
other,
and
I
say
we
collectively
constructed
that
to
other
and
treat
people
badly,
but
we're
all
the
same
biologically.
We
are
the
same.
We
just
have
different
skin
colors
and
different
hair
textures
and
different
eye
shapes
and
so
on
and
so
forth.
But
race
is
socially
constructed,
so
I
say
real
or
perceived,
but
so
even
though
it's
socially
constructed
it
has
very
real
outcomes
for
people,
so
we're
all
the
same,
but
black
people
get
treated
worse
in
public
settings
than
non-black
people.
I
I
But
it's
flipping
my
mind
now,
but
inclusion
is
where
people
are
there
and
they
feel
they
belong
so
in
any
setting
you
could
have
diversity
and
so
like,
if
you're
in
a
hospital
setting,
you
have
diversity
among
the
employees,
but
we
know
who
the
doctors
are,
who
the
nurses
are,
who
the
orderlies
are,
who
the
certified
nurse
assistants
are.
So
there's
diversity,
but
the
decision
makers
are
not
are
more
homogeneous.
I
Inclusion
is
where
everybody,
regardless
of
their
low-level
position,
feels
their
voice
matters
and
everybody's
heard,
and
so
inclusion
is
beyond
diversity.
You
can
be
diverse
and
not
at
all
inclusive.
You
can
be
diverse
and
your
marginalized
people
come
in
and
out.
You
know
like
a
revolving
door,
you
hire
them
and
then
they
feel
devalued
and
then
they
quit
or
you
hire
them
and
they
are
devalued
and
they
get
terminated.
I
There's
so
much
research
on
how
marginalized
people
are
treated
differently
in
organizations.
I
think
it's
just
one
study
that
came
to
my
mind
just
now,
if
you're,
black
or
latino-
and
this
was
a
large
study
that
they
looked
at
if
you're,
black
or
latino
and
are
late
in
this
one
organization
you
get
penalized,
whereas
if
you're
white
and
you're
late
you're
not
penalized
for
it
not
punished
for
it,
and
so
you
know
when
I
think
about
that.
I
That's
because
we
have
the
stereotypes
of
black
people
being
late
and
latinos
being
late
they're
on
siesta,
and
so
we
they
do
it
and
they
get
penalized.
Even
though
the
white
people,
who
did
it
didn't
get
penalized,
there's
another
one
that
I
was
looking
at
earlier
today,
fascinating
and
troubling
study
that
looked
at-
and
this
is
reams
of
data-
looked
at
employers
that
do
drug
testing,
the
ones
that
do
drug
testing
before
higher
hire
more
black
men
and
fewer
white
women.
I
And
so
they
have
the
stereotype
that
these
black
men
are
drug
users
and
when
they
test
for
it,
they
hire
more
black
men
and
fewer
white
women.
Well,
white
women
can't
be
drug
users,
but
these
are
numbers
that
they
looked
at
in
the
data
they
looked
at
it
and
but
it's
a
common
stereotype
of
who's,
a
drug
user.
I
I
People
get
what
they
need,
and
so,
if
we
will
perhaps
try
to
understand
that
people
need
different
things
because
of
structural
barriers
that
have
made
them
not
be
able
to
accept
access
certain
things.
People
need
different
things
because
the
game
is
set
up
for
people
who
are
not
like
them
and
we
want
to
improve
their
opportunities.
Then
equity
might
mean
certain
people
get
more
of
things
than
other
people
get.
There's
a
cartoon
kind
of
thing
that
some
of
you
may
have
seen
it
went
around.
I
I
don't
want
to
say
facebook,
because
I'm
not
on
facebook,
social
media
last
year,
maybe
the
year
before
and
one
of
my
colleagues
used
it
and
she
does
a
really
good
job
in
teaching
about
it.
So
it's
a
folks
are
trying
to
watch
a
baseball
game
and
there's
a
tall
person,
a
medium
person
and
a
short
person
and
the
tall
person
could
see
over
the
fence,
but
the
medium
person,
seeing
through
it
and
the
short
person
couldn't
see
a
thing,
and
so
they
gave
different.
I
Well,
I
guess
they
all
had
a
box,
I'm
not
sure,
but
it
wound
up
with
the
short
person
getting
everybody's
box
and
so
or
maybe
the
one
in
the
middle
had
one
and
a
short
person
had
two
or
three,
the
tall
person
didn't
need
any
boxes,
and
so
they
they
use
that
as
an
example
of
equity.
So
this
person
needs
three
boxes,
so
they
get
them.
This
one
needs
one.
This
one
doesn't
need
any,
and
so
that's
a
way
of
saying
you
get
what
you
need
to
achieve
the
same
outcomes.
C
Thank
you
myrtle.
I
actually
quickly
found
the
cartoon
that
you
mentioned.
If
you
don't
mind,
I
can
quickly
share
my
screen,
everybody
because
I
think
it's
so
much
easier
to
look
at
it
than
you
know,
like
thinking
and
on
the
top
of
our
head.
Is
this
the
cartoon
that
you're
looking
for
you're
talking
about.
I
C
I
thought
this
is
very
fascinating.
I'm
gonna
stop
sharing.
So
we
can
see
your
lovely
face
third
question
and
this
is
coming
from
one
of
our
members.
So
what
is
a
backed
example
or
illustration
of
systemic
racism
to
use
when
we
are
in
the
conversation
with
someone
that
does
not
accept
that
there's
systemic
racism.
I
I
have
to
try
to
avoid
stuff
like
that,
but
in
answer
to
your
question
and
I'm
assuming
that
you
all
have
these
conversations
with
folks
when
we
think
about
systemic
racism
and
what
it
is
it's,
these
structural
things
like
public
policies
and
institutional
practices
and
things
like
cultural
representations
and
other
norms
that
work
to
perpetuate
group
inequality.
So
so,
when
we
we
think
about
cultural
representations
and
how
is
that
systemic
racism?
So
we
see
images
of
beauty
and
who
are
they?
I
They're
white
women,
they're
white
women
with
blonde
hair,
and
so
that
affects
people
who
are
not
white
women
with
blonde
hair
and
and
so
that's
a
small
thing,
unless
you're
trying
to
get
a
job
in
movies
or
you're
trying
to
get
a
job
as
an
anchor
on
television,
public
policies
that
say,
schools
are
funded
by
property
taxes,
and
so
this
is
our
norm.
We,
this
is
how
it
works.
I
This
is
just
how
it
works,
and
so
what
that
means
is
the
schools
in
the
richer
neighborhoods
get
more
funding
the
schools
in
the
poorer
neighborhoods
do
not,
and
this
systematically
advantages
people
from
the
expensive,
zip
codes
and
disadvantages
of
people
from
the
poor,
zip
codes,
and
this
is
our
norm.
We
think
nothing
of
it.
It's
of
course,
property
taxes
should
fund
schooling.
I
Of
course,
these
rich
neighborhoods
should
have
more
schooling,
but
who
said
that,
and
why
did
they
say
that
who
thought
this
up
and
who
was
in
the
room
when
this
was
being
thought
up?
And
what
were
they
thinking
about
in
terms
of
advantaging
people
like
them
and
continuing
to
disadvantage
people
who
are
not
like
them?
And
so
you
know
a
best
example
of
systemic
racism
might
be
something
like
that,
because
that
people
will
understand
wow.
I
never
thought
about
school
funding.
There's
a.
I
Video,
I
guess
it's
a
it's
actually
a
ymca
commercial,
that
I
will
send
it
to
you
leah
and
you
can
send
it
to
them.
It's
a
ymca
commercial
and
it
says
just
one
number
and
it's
it's
zip
codes,
and
so
it
might
start
with
seven
five:
zero,
zero
seven
and
then
it
might
be
seven
zero,
zero,
zero,
seven
and
then
it
might
be
seven
zero,
zero,
twelve
or
something,
and
they
show
the
different
neighborhoods
based
on
just
one
number.
I
Just
one
number
and
the
people
who
were
raised
in
the
privilege
number
look
different
than
the
people
who
were
raised
in
the
other
number,
and
so
people
can
understand
it's
accidents
of
birth.
That
made
us
be
born
and
live
in
a
particular
neighborhood.
It's
nothing
that
we
had
to
do.
You
know
we
like
in
the
united
states
to
talk
about
merit
and
how
hard
we
work.
I
No,
that
might
be
how
hard
your
parents
worked
or
your
grandparents
or
your
great-grandparents
has
nothing
to
do
with
you,
where
you
were
born
and
where
you
were
raised,
whether
you
were
raised
in
highland
park
or
whether
you
were
raised
in
west
oak
cliff.
That
has
nothing
to
do
with
you,
and
so
perhaps
you
might
talk
with
people
about
things
like
that
in
terms
of
systemic
racism,.
C
Thank
you
myrtle.
Yes,
I
unfortunately,
I
think
many
of
us
have
have
to
deal
with
that
type
of
situation.
Somehow,
and
I
understand
your
anger
and
son
of
kind
of
like
lack
of
tolerance,
because
that's
kind
of
me
sometimes,
but
I
I'm
so
like
trying
to
learn.
You
know
how
to
make
connection
across
the
two
sides
and
and
make
bridges
so
the
next
question.
So,
given
the
long
history
of
institutional
racism,
how
do
you
balance
the
desire
for
cultural
and
industrial
progress
with
the
risk
of
additional
harm
to
the
bipart
communities?.
C
Sure
so
the
question
is
given
the
long
history
of
institutional
racism.
How
do
you
balance
the
desire
for
cultural
and
industrial
progress
with
the
risk
of
additional
harm
to
bipolar
communities
and
here's?
You
know
from
an
environmental
justice
perspective
right
now.
You
know
the
push
for
electrifying.
C
Our
transportation
system
is
pushing
for
the
development
of
ev
right
electric
vehicle,
but
a
lot
of
the
conversation,
especially
for
organizations
focusing
on
justice
issue.
The
issue
come
from
when
we
push
for
full
electrification
of
transportation,
we're
looking
at
cleaning
up
the
air
but
at
the
same
time
the
battery
needs
all
the
metals
in
the
batteries
usually
come
from
poor
communities
and
poor
country
in
the
global
south.
C
So,
in
a
way,
if
we're
trying
to
push
for
easy
development
within
the
next
10
years
right,
a
lot
of
people
argue,
we
really
don't
have
time
to
look
for
other
resources,
except
for
in
those
poor
countries
and
poor
community.
We
have
to
extract
from
or
take
advantage
kind
of
from
these
community
in
order
to
improve
our
clean
air
and
clean
water.
So
I
guess
that's
like
the
first
example
I
think
about.
I
I
I
believe
that
we
collectively
are
so
greedy
and
money
and
profit
driven
that
that's
driving
everything
and
are
most
everything.
So
if
we're
talking
about
electric
vehicles,
we're
not
really
trying
to
save
the
environment,
we're
really
just
trying
to
make
more
money
collectively,
not
you
not
me,
but
collectively
we're
trying
to
make
more
money,
and
so
we're
not
concerned
about
the
bpoc
people,
we're
not
concerned
about
the
people
in
the
global
south
and
their
water
being
contaminated
and
them
getting
sick.
We
don't
care,
and
that
really
is
the
bottom
line.
I
So
I
was
watching
that
video
of
the
young
woman
who
you
know
dealt
with
the
pesticides-
and
I
I
thought
about
my
mom-
tells
me
about
her
best
friend,
who
was
also
named
myrtle.
Her
her
son
myrtle
had
a
fiance
graduated
from
college.
First
in
her
family
to
graduate
from
college.
She
went
to
southern
university,
which
is
at
historically
black
university
in
baton
rouge,
and
she
got
a
job
in
la
this
was
in
the
early
70s
right
after
the
civil
rights
act
and
trying
to
hire
black
folks,
and
so
she
got
a
job.
I
She
went
to
some
agricultural
manufacturer.
She
worked
one
day
in
a
pesticide
pesticide
laden
area
and
she
went
home
and
died.
She
died
that
day
and
we
believe
it's
from
exposure
to
pesticide
now
it
doesn't
kill
everybody
right
away.
It
kills
you
a
long
time,
but
this
is
still
happening.
This
is
still
happening.
We
don't
care
collectively.
One
of
my
students
sent
me
last
week,
a
text
and
it
was
so
troubling
and
it
was
just
so
troubling
she's
doing
a
paper
on
migrant
farm
workers
and
the
the
text
said
something
like
here.
It
is.
I
I
just
saw
this
on
twitter.
She
said
organ
will
temporarily
require
shade
and
cool
water
for
farm
workers.
After
a
guatemalan
immigrant
worker
died
in
the
hundred
degree,
fahrenheit
plus
heat
farm
workers
are
up
to
35
times
more
likely
to
die
from
heat
than
other
other
workers.
At
least
half
are
undocumented,
but
no
federal
heat
regulations
protect
them.
I
Why
is
this?
Because
we
don't
care
collectively,
we
don't
care
they're,
just
undocumented
immigrants,
and
we
want
blueberries
for
five
dollars
a
pound.
Oh,
we
want
organic
blueberries.
Okay,
so
we'll
pay
eight
dollars
a
pound,
but
we
still
don't
care
about
these
workers
dying
in
the
heat
we
don't
care.
Our
government
doesn't
care.
I
C
No
words:
it's
it's
a
really
hard
question,
because
simon
and
I
actually
talk
about
this
question
for
a
long
time
ahead
of
time,
and
it's
it's
a
really
hard
one
for
a
lot
of
especially
environmental
organization,
to
balance
out
the
message
and
balance
out
the
practices
and
and
the
campaigning
right
like.
How
do
we
do
that?
The
next
question-
and
we
have
about
maybe
13
minutes-
the
next
next
question
for
you
myrtle-
is
how
do
you
define
microaggression?
C
I
personally
find
this
really
hard
to
define
because
it
just
depends
on
where
the,
in
my
opinion
it
it
depends
on
where
the
aggression
is
coming
from
and
who
is
taking
those
comments
and
statement.
But
how
do
you
define
microaggression
and
how
should
we
call
it
out
respectfully
in
workplaces
and
maybe
educate
others
about
it?
If
it's
our
responsibility.
I
Okay,
that's
a
good
question
and
I
have
a
definition
for
microaggressions
and
I
t
I've
taught
this
so
much
and
I
have
just
finished
the
fourth
edition
of
my
book.
So
these
things
are
first
and
foremost,
in
my
mind,
brief,
daily
commonplace,
verbal
behavioral,
slights
or
in
insults
or
environmental
indignities
that
communicate
hostile,
derogatory
or
other
negative
racial
slights
or
insults,
and
so
daily
commonplace,
verbal
behavioral
or
environmental.
So
you
speak
such
good
english.
I
A
I
Where
are
you
really
from
you
think
I'm
not
from
los
angeles?
What
do
you
mean
by
that
yeah
and
and
other
kinds
of
daily
environmental
slights?
So
this
was
coined.
Actually,
the
original
person
who
coined
it
didn't
get
much
credit,
but
this
is
associated
with
a
an
asian
professor
who
was
traveling
and
the
flight
attendant
asked
him
and
his
colleague
to
move.
When
some
white
business
people
got
on
the
plane,
they
asked
them
to
move
to
the
back
of
the
plane,
and
that
is
a
behavioral
slight
why'd.
You
ask
me
to
move
what.
I
I
Is
it
because
I'm
black
that
I
you
think,
I'm
the
usher?
What
is
this,
I
didn't
say
anything
to
him
and
I
didn't
say
anything
to
him,
because
I
thought
you
know
he's
a
hundred
years
old.
He
won't
get
it
just
leave
him
alone.
He
just
needs
a
seat,
but
and
so
how
should
we
call
it
out
respectfully
in
workplaces
and
educate
others
about
it?
I
really
believe
this
is
one
that
I
believe
people
need
education
on
and
I
think-
and
I
have
an
article
I'll
send
this
to
you
also
leah.
I
Why
did
you
ask
where
I'm
really
from
what
makes
you
think
I'm
not
from
los
angeles?
What
makes
you
think
that,
but
I
also
feel
like
we
also
need
to
show
grace
and
mercy
to
people,
because
sometimes
people
really
are
not
trying
to
be
rude
or
disgusting,
and
so,
if
we
can
act
like
we
want
people
to
treat
us
that's
helpful.
Even
though
we
want
people
to
help
educate
us,
so
we
don't
do
it
again.
I
We
also
need
to
be
gracious
and
try
to
help
people,
and
so
when
they
say
I'm
so
sorry,
but
we
don't
want
them
to
say
why
are
you
so
angry?
We
want
them
to
say
I'm.
So
sorry,
please
forgive
me
help
me
to
not
do
that
again.
My
best
friend
for
many
years
was
a
gay
white
male
and
we
had
a
lot
of
conversations
about
being
black
in
america.
I
We
were
six
months
apart
in
age
and
being
gay
and
white
in
america,
and
so
sometimes
we
can
learn
a
lot
from
each
other
and
then
so
we
don't
engage
in
a
microaggression
on
somebody
else
later,
and
so
I
think
it's
helpful
if
some
of
our
friends
can
help
us
with
some
things
that
some
stranger
might
not
be
willing
to.
They
might
just
think
we're
an
ignorant
bigot,
and
so
it
might
help
us
to
expand
our
friend
pool,
but,
as
we
expand,
show
mercy
to
our
friends
and
try
to
help
them
learn.
C
I
C
B
I
And
if
we
think
about
how
little
we
learn
cross-racially,
it's
no
small
wonder
that
we
do
things
that
are
microaggressions,
but
if
we
want
to
do
better,
we
have
to
be
open
to
learn.
We
have
to
be
open
to
learn
and
say
wow.
I
didn't
know
that.
I'm
really
sorry
about
that
and
thank
you
for
helping
me
to
learn
and
I'll.
Never
do
that.
One
again.
C
Absolutely
that
actually
answer
one
of
our
prepared
questions.
Yeah.
Sometimes
we
and
one
of
our
community
guidelines
is
intent,
does
not
negate
impact
right.
That's
kind
of
an
really
great
example
of
that,
like
people
usually
don't
intend-
and
I
will
share
a
little
bit
of
my
personality-
I
I
spent
so
many
years
in
wisconsin
and
wisconsin.
There
are
not
a
lot
of
asian
people,
so
my
husband
and
I
we
will
go
to
costco
and
and
people
at
costco
will
be
like.
Oh
you
two
speak
great
english
and
to
me
as
an
international
student.
C
I
don't
I
I
first
of
all
at
that
time
I
didn't
understand
microaggression,
I
thought
yeah,
I'm
an
international
student.
I
wasn't
it's
normal
to
to
hear
that,
but
for
him
who
was
born
and
raised
here,
he
was
like.
Do
I
look
like
I'm?
Not
speaking
english?
Do
I
look
like
you
have
some
kind
of
assumption
to
me,
and
so
that's
one
of
the
things
that
we
kind
of
try
to
stand
in
their
shoes.
I
I
How
can
I
help?
How
can
I
help
and
mean
that
and
mean
that?
What
would
you
like
for
me
to
do,
and
so
sometimes
they
don't
want
you
to
do
anything.
They
just
want
you
to
listen
and
and
say
wow
that
was
really
jacked
up.
I'm
sorry
that
happened
to
you
so
ask.
How
can
I
help?
How
can
I
help
and
mean
it
and
when
they
tell
you
you
can
help
by
doing
so
and
so
then
be
willing
to
step
out
and
do
it.
I
There's
research
on
whites
and
dominant
group
members
confronting
bias,
they're
viewed
as
more
credible
than
non-whites
and
non-dominant
group
members
confronting
bias.
So
if
you,
if
there's
sexism,
for
example-
and
a
man
says
oh
man
that
is
really
sexist,
you
shouldn't
be
saying
that
that's
a
lot
differently
received
a
lot
differently
than
a
woman
saying
that
it's
just
like.
Oh,
she
just
must
be
pmsing.
Why
she's
so
sensitive?
But
if
a
man
says
this
is
jacked
up,
you
shouldn't
be
saying
that
then
another
man
will
hear
that
more
same
with.
I
If
a
white
person
says
boy
that
sounded
really
racist
to
me,
it's
heard
more
than
if
a
black
person
says
it
and
there's.
This
is
empirical.
You
know
experimental
research,
so
it's
not
like
in
an
organization,
but
it's
still
really
tight
and
valid
validly
done,
and
so
when
allies
speak
up,
that
can
help
that
can
really
really
help.
I
So,
if
you're
straight
and
you
speak
up
against
somebody
making
some
homophobic
remark
or
maybe
not
even
homophobic,
but
just
something
that
assumes
that
their
partner
is
straight,
something
that
you
know
assumes
that
they
would
be
comfortable
putting
their
partner's
picture
on
the
desk.
Why
don't
you
ever
have?
Why
don't
you
bring
so-and-so
to
the
parties
and
can
speak
up
about
why
this
person
might
not?
I
C
Thank
you
myrtle.
I
do
have
one
follow
up
question
because
I
think
it's
really
important.
So
how
do
we
balance
you
know
asking?
How
can
I
help
versus?
Sometimes
I
will
hear
a
lot
of
friends
of
color
of
mine.
You
know
they
would
say
it's
not
our
responsibility
to
educate
how
you
can
participate
in
the
movement.
You
need
to
look
up
resources
and
do
your
homework
homework
of
that,
and
sometimes
I
would
have
this
inner
voice
yelling
in
the
top
of
my
head
to
my
white
friends
as
well.
H
I
Yeah,
that's
a
really
good
follow-up
question,
so
so
my,
how
can
I
help
responses
like
you're
there?
They
told
you
this
happened
and
then
you
say:
how
can
I
help?
But
broadly
you
know
like
when
george
floyd's
getting
shot
down
in
the
street
and
white
people
are
saying
I
I
didn't
know
this
was
happening.
Why
didn't
you
know
this
was
happening?
It's
been
happening
forever.
Don't
ask
me
to
explain
to
you
this,
get
you
some
books
and
read
up
on
racial
profiling.
It's
a
thing.
I
It's
been
a
thing
forever,
but
I
also
feel
like
when
we
and
we
should,
but
we
don't,
but
we
should
have
cross-racial
relationships
with
people
and
and
and
when
we
do,
then
we
can
speak
with
them
about
things.
I
told
you
about
my
gay
white
male
friend.
He
told
me
some
stuff
about
being
gay
in
his
experiences
and
I
told
him
some
stuff
about
being
black
in
my
experiences
and
so
we
learn
from
each
other.
I
But
for
you
know,
we
don't
need
to
just
say
this
to
any
colleague
who
happens
to
be
the
black
person
or
the
latino
person
or
the
asian
person
down
the
hall
when
some
more
asian
people
have
gotten
shot.
We
don't
need
to
say
what
should
I
do
to
learn
about
this?
We
need
to
act
like
this
is
a
real
problem
and
then
engage
ourselves,
but
at
the
same
time,
if
someone
who's
a
close
friend
says
what
can
I
do
to
help?
I
I
don't
want
to
be
so
in
so
much
pain
that
I
can't
tell
them
what
you
can
do
to
help
right.
So
it's
it's
too
and-
and
I
think
that
a
lot
of
the
resistance
and
anger
from
black
people
with
this
george
floyd
thing
was.
Please
don't
tell
me,
you
didn't
know
this.
Please
don't
tell
me
this
because
I
don't
want
to
hear
this.
I
I
don't
want
to
hear
this,
but
even
as
I
say,
this
white
people
have
been
privileged
to
believe
that
the
police
are
your
friend
and
black
people
know
better
black
people
know
better.
There
was
a.
I
grew
up
in
an
all
black
neighborhood
went
to
an
all
black
elementary.
Then
I
switched
to
an
all-white
school
and
there
was
a
guy
I'll.
Never
forget
him.
I
can
see
him
right
now.
He
was
one
of
the
really
smart
kids
in
class.
I
He
had
a
mental
breakdown,
cops
family
called
the
police,
they
killed
him,
don't
ever
call
the
police,
they
will
come
to
your
house
and
kill
you
if
you
are
black,
and
so
black
people
learn
this.
We
know
this
white
people
didn't
have
to
know
this,
and
so
that's
why
so
many
white
people
were
broken-hearted
and
devastated
to
see
george
floyd
get
killed
in
the
street
because
they
didn't
know
we
knew
and
I,
while
I
think
they
should
have
known.
I
can
also
understand
that
they
didn't
know.
They've
been
taught
look
for
the
helpers.
C
C
You
know
within
the
short
term
or
as
soon
as
possible
right,
so
she
gave
an
example
in
education
in
in
her
community
they
created
a
diverse
group
of
teachers,
but
the
results
are
not
seen
with
student
performance
of
certain
race
group
among
those
kids.
How
do
we
like
react
or
answer
to
those
concerns.
I
I
Look
at
what
set
it
up
to
be
the
differences,
and
would
you
even
expect
that
to
change
in
a
year
or
two
or
three
right
and
so,
and
if
I
can
just
give
you
an
example,
so
we
create
a
diverse
group
but
we're
looking
for
better
graduation
rates
for
underrepresented
minority
students,
but
if
we
think
about
what's
driving
the
graduation
rates,
it's
poverty
and
creating
a
diverse
teaching
group
doesn't
change
the
poverty.
It's
sometimes
they're
hungry
that
doesn't
change
their
hunger.
I
In
addition
to
making
the
teachers
diverse,
which
does
help
there
is
research
on
this
just
having
one
black
teacher,
I
saw
this
fascinating
study
in
third
grade
helps
a
black
male
graduate
from
high
school,
fascinating
for
latinos
having
latino
administrators
or
teachers
helps
them
persist
in
schools.
So
I
would
say
continue
with
those
things,
but
also
go
back
and
look
at
some
of
the
other
things.
I
saw
something
in
the
paper
the
other
day.
That
said,
I
want
to
say
it
was
garland
isd,
independent
school
district.
I
It
might
not
have
been
garland,
but
it
was
somebody
like
that
is
going
to
provide
meals
for
their
students
12
months
a
year
because
kids
are
hungry
and
it's
mind-boggling,
but
kids
are
hungry
and
so
in
the
summer
they're
hungry.
So
we're
going
to
give
them
food
throughout
the
year
and
that
kind
of
thing
can
help
with
graduation
rates
and
persistence
and
that
kind
of
thing.
So
I
don't
know
what
the
issues
you
were
concerned
about,
but
those
are
often
things
that
people
are
concerned
about
in
school
systems.
C
C
First
of
all,
there
are
a
lot
of
them
on
the
ground
doing
the
fight,
but
at
the
same
time
the
reason
might
be
they're
dealing
with
poverty
they're
dealing
with
hunger.
They
don't
have
the
resources
in
order
to
feed
their
kids
so
that
they
have
extra
time
and
resources
to
worry
about
anything
other
than
the
next
meal
right,
so
like
planning
for
the
long
term
and
and
continue
working
on
that
without
without
just
giving
up
well.
Thank
you
so
much
ryder
we're
at
time.
I
know
there
are
a
couple
more
questions,
but
myrtle.
C
If
you
can
give
your
if
you're
willing
to
share
your
email
in
the
chat,
people
can
also,
hopefully
you'll
take
questions
via
email,
but
we're
so
happy
and
so
honored
to
have
you
here
and
we
will
work.
You
know
within
our
own
organization-
and
hopefully
to
this
is
a
this-
is
a
this-
is
a
work
in
progress,
so
thank
you
so
much
for
sharing
our
ex
your
experience
with
us.
I
A
B
That'll
be
dallas
fort
worth
austin,
san
antonio
houston
and
new
orleans.
So
we're
going
to
have
all
of
those
chapters
participating
and
we're
going
to
have
working
group
sessions
with
members
from
each
of
those.
So
I'm
going
to
be
reaching
out
in
the
next
month
to
the
leaders
of
those
groups
looking
for
some
folks
to
help
be
the
moderators
and
leaders
of
those
groups
and
the
other
chapters
will
be
doing
the
same.
So
hopefully,
what
we'll
have
is
four
or
five
people,
one
from
each
chapter
that
are
helping
run
those
working
group
sessions.
B
H
B
C
B
B
So
that's
going
to
be
wednesday
night
at
7.
00
p.m.
This
coming
wednesday
at
7
pm,
I
think
that's
the
21st
21st
7
p.m,
and
we're
gonna
have
a
workshop
discussion
on
that.
So
hopefully,
especially
if
you're
new
to
the
group
and
you're
freshly
trained
and
all
of
a
sudden,
you
you've
got
all
this
great
information
and
you
run
start
telling
your
friends
and
relatives
about
it
and
you
meet
all
this
soul
within
this
resistance.
A
A
F
Hi
guys
so
sorry,
I
don't
have
my
camera
on
I'm
actually
out
right
now,
but
yeah.
I
just
had
some
stuff
to
talk
about
for
the
youth
group,
so
regarding
our
podcast,
so
we
do
have
about.
We
have
about
three
episodes
out
right
now:
go
check
it
out.
They're
called
it's
the
podcast,
it's
called
the
green
paths
and
it's
on
spotify
apple
podcasts,
whatever
you
listen
to,
but
so
like
so
far
in
our
experience
it's
been
really
hard
to.
You
know
produce
such
long
episodes.
F
F
But
this
would
be
just
you
guys
talking
for
like
10
minutes
or
so
about
a
cool
experience
or
journey
that
you
had,
and
we
would
edit
that
down
or
something
and
make
that
into
an
episode.
We
might
compile
multiple
of
your
videos
or
sorry
audio
recordings
into
an
episode
but
yeah.
It
would
just
help
us,
like
kind
of
because
our
team's
really
small
right
now
and
we
don't
have
you-
know
we're
just
not
able
to
get
them
out
as
fast
as
we
want
to.
F
F
H
F
Welcome
we're
very
very
glad
to
have
you
jeffrey,
thank
you,
and
we
also
have
madeline
lee
who
joined
the
chapter
in
late
may,
hi
madeleine.
Would
you
like
to
say
hello,
hi
madeline,
I
learned
about
the
chapter
when
in
late
may,
I
haven't
been
officially
trained
yet,
but
I've
been
thinking
for
a
while.
F
Well
I
didn't
know:
climate
change
was
a
problem,
but
up
until
then,
I
wasn't
really
that
involved,
but
at
that
point
I
just
felt
like
that.
Instead
of
just
thinking
that
someday
I'll
do
something
I
should
just
get
started.
So
even
though
I
don't
really
know
what
I'm
doing,
I
just
found
the
climate
reality
project
and
wanted
to
find
out.
I've
been
attending
meetings
since
then
I
hope
to
get
trained
in
october.
F
That's
me
hi
y'all
nice
to
meet
you
I'm
here.
Let
me
turn
my
camera
on.
I've
just
been
trying
to
get
more
involved
and
I
went
to
a
recycling
training
training
with
the
city
of
plano
and
some
of
the
women
on
the
call
were
part
of
this
program,
and
I
thought
what
a
great
idea
so
I'm
excited
to
join.
You
all
hey.
I
think
that
was
me
who
saw
you
at.
C
F
F
F
I
F
I'm
sorry
I
jumped
on
late
for
the
presentation,
but
I
am
I
was
trained
in.
I
guess
that
was
april
may,
for
the
climate
leaders,
climate
reality
leaders
program
and
that's
how
I
joined
the
chapter
and
I
I'm
formerly
a
well
formerly
a
environmental
scientist.
So
I've
done
that
my
whole
career,
I
received
my
master's
from
lsu,
and
now
I
do
community
outreach
and
engagement
for
my
agency.
F
I
work
for
the
federal
government
and
actually
kind
of
educating
the
public
on
environmental
and
noise
issues
for
my
agency,
so
that's
kind
of
kind
of
a
lifelong
climate
and
environmental
person.
So
that's
it
thanks
guys.
Oh
christy
welcome
we're
so
excited
to
have
you.
Thank
you
so
much
and
we
look
forward
to
working
with
all
of
you.
Okay,
thanks
simon.
A
New
and
related
to
that
we
have
elections
coming
up
soon
for
the
executive
committee,
I've
heard
some
people
some
talk
that
people
in
the
chapter
believe
that
the
executive
committee
is
responsible
for
kind
of
driving
their
initiatives,
and
that's
that's
really
not
what
we
do
actually
at
all
and
to
illustrate
how
we
actually
work.
I
wanted
to
present
this
to
you
and
actually
my
computer
just
closed
the
item.
I
needed
to
give
me
one
second,
okay:
here
we
go
so.
C
A
A
If
you
have
an
idea
for
something
that
we're
not
doing,
let
us
know,
and
all
of
us
are
going
to
pull
together
to
find
a
way
to
help
you
do
that.
That
is
it.
That
is
that's
the
whole
thing
right
there
we're
not
charging
anything
we're
not
really
like
making
policies.
There
are
some
higher
level
stuff
that
we
deal
with
like
bird's
eye
view
of
stuff,
but
we
are
here
to
support
you.
That
is
it.
A
That
is
the
extent
of
everything
we're
doing
so,
even
if
you
are
new-
and
especially
if
you
are
new,
please
consider
running
for
a
position
also,
we
need
an
elections
administrator.
We
need
somebody
whether
I
mean,
even
if
you're,
not
thinking
about
running
for
position,
we
need
somebody
to
keep
track
of
who
the
nominees
are
vote,
etc.
Please
consider
filling
a
position
being
the
election
administrator,
even
if
you're
new,
even
if
you're,
not
trained
that,
is
totally
cool.
H
The
current
the
current
members
of
the
executive
committee
are
all
listed
there
and
under
the
who
we
are
and
then
under
chapter
leadership.
You'll
find
the
executive
committee
each
person's
duties
or
responsibilities
are
listed,
so
educate
yourself
about
what's
available
and
and
consider
putting
your
name
and
nomination
in
september.
H
We
will
begin
our
elections
in
october.
The
results
are
announced
at
the
november
meeting
and
the
new
executive
committee
will
will
come
on
board
and
and
get
busy
focusing
on
strategic
plan
for
next
year.
So
I'll.
Second,
what
simon
said,
even
if
you're
brand
new
to
the
chapter,
don't
shy
away
from
considering
being
in
one
of
these
positions,
the
people
who
founded
the
chapter
I
can
say
with
with
certainty,
knew
absolutely
nothing
about
running
a
chapter
when,
when
we
started
this
process,
we're
coming
up
on
our
our
fourth
anniversary
next
month.
H
That's
a
that's
a
terrific
achievement,
lots
of
chapters
come
into
existence
and
go
out
of
existence.
I
think
that
we're
thriving
but
we're
thriving
because
consistently
people,
including
new
people,
have
been
willing
to
step
up
with
fresh
perspectives
and,
most
importantly,
we'll
be
looking
for
someone
to
run
for
vice
chair.
The
model
we've
now
created
says
that
when
you
become
vice
chair,
you
agree
to
then
move
into
the
10
to
the
chairs
position
the
following
year.
H
H
H
Normally
that's
the
fourth
saturday
of
the
month,
but
we're
moving
it
this
month
from
the
24th
to
the
31st
it's
going
to
be
held
at
mark
dambrough's,
home
and
that's
west
of
fort
worth.
So
this
is
one
more
step
in
an
initiative.
We
started
last
year
before
the
pandemic,
before
we
got
stuck
with
nothing
but
zoom
to
start
moving
our
events
and
our
meetings
around
the
metropolitan
area,
so
that
we
don't
stay
quite
so
dallas-centric
if
you're
interested
in
participating.
This
is
not
an
event
just
for
the
self-care
group.
H
This
is
something
we're
doing
for
people
in
the
chapter.
I
will
say
that
that
maria
solomon
is
a
very
gifted
leader
of
the
process
that
she
calls
a
listening
circle.
It's
a
terrific
way
to
get
to
know
other
people
and
it's
an
in-person
meeting.
I've
heard
many
of
you
say:
I've
been
seeing
you
on
a
screen
for
a
year
and
we
still
haven't
met.
H
H
H
H
H
That
means
emails
and
calls
to
people
in
in
elected
office,
our
elected
representatives,
or
it
means
directors
of
federal
agencies,
or
it
means
people
in
city,
government
or
state
organizations,
people
with
power,
that's
what
climate
reality
is
calling
for.
We're
doing
that
so
bravo
to
people
in
this
group
now
the
other
thing
that
I
do
want
to
say
it
goes
along
with
with
the
elections
coming
up.
This
fall.
I
have
said
for
a
long
time
that
chapters
are
either
changing,
and
that
means
new
people
coming
into
positions
or
they're
going
more
abundant.
H
We
have
seen
chapters
get
founded
and
then
fold
their
their
just
close
their
doors
and
go
out
of
business.
It
happens
more
than
we
want
to
admit
to
keep
this
chapter
moving
forward.
You
know
we've
got
to
take
care
of
ourselves
and
you've
got
to
step
up.
So
it's
it's
really
terrific
that
that
we're
we're
putting
up
all
these
numbers,
but
I
want
to
see
this
continue
for
this
year.
One
sign
of
real
vitality
to
me
in
an
organization
is
that
new
ideas
keep
coming
up
and
jim
nottman
approached
me
not
long
ago.
J
Hello,
everybody
yeah.
You
know,
I've
been
part
of
climate
reality
a
little
over
a
year
now,
and
you
know
one
thing
you
know
when
you,
when
you
do
the
the
training-
and
I
wasn't
part
of
the
the
chapter
before
that
so
kind
of
you
know,
jumped
in
with
both
feet,
not
knowing
exactly
what
I
was
getting
involved
in,
but
you
do
that
training
and
you
know
what
what's
the
one
thing
that
they
tell
you,
a
lot
of
you
know.
Kind
of
you
know
be
prepared
for
your
10
presentations.
J
You're
going
to
give
10
presentations
make
your
deck.
You
know
that's
reinforced
over
and
over
and
over
through
the
training,
and
then
you
get
to
the
chapter,
and
you
know
people
like
roger
and
and
and
others
you
know
say
you
know
especially
this
year.
We
want
you
to
contact
your
representatives.
We
want
you
to,
you
know,
put
put
your
senator
on
speed
dial
well,
for
somebody
like
me,
that's
really
more
of
an
introvert
calling
somebody
cold
is
not
fun.
J
J
So
within
that
route,
that
idea,
you
know
I've
been
kind
of
thinking
myself.
Okay,
how?
How
do
you
be
an
activist
and
be
an
introvert?
They
they
sound
kind
of
oxymoronic
they
don't
they
don't
necessarily
go
together,
at
least
at
face
value,
and
so
I
reached
out
to
roger
kind
of
say
you
know:
I've
got
some
ideas.
J
You
know
we
don't
want
to
say
you
introverts,
you
go
in
the
back
room,
lick
the
stamps
stuff,
the
envelopes
and
put
it
out
there,
because
you
know
you're
too
afraid
to
go
talk
to
people
and
that's
painting
with
a
very
broad
brush.
You
know-
and
so
ironically
I
bring
this
up
to
roger
and
I
I'm
gonna
expose
his
secret,
but
he
says
I
get
what
you're
saying
I'm.
J
He
is
also
an
introvert.
Probably
most
of
you
wouldn't
believe
that
right-
and
some
of
you
probably
wouldn't
believe
that
I
am
because
I
get
on
some
of
our
group
discussions
and
I
won't
shut
up.
You
know
so
you
know
the
point
is
to
say
that
the
the
the
idea
of
being
an
introvert
is
is
may
sound
counter
to
activism,
but
it's
not
at
all,
and
the
idea
is
to
say
okay
for
anybody
else
that
that
that
says
yeah
I'm
more
of
an
introvert
type.
You
know
how
can
I
be
more
engaged?
J
So
that's
where
we're
at
you
know
an
initial
email
went
out.
Actually
we
have
to
reschedule
a
call
that
we
had
planned,
but
we're
just
gonna.
It's
it's
not
formal.
I'm
I
mean
roger's
got
to
got
a
degree
in
this
in
psychology,
I'm
just
a
an
interested.
You
know,
introvert
that
wants
to
kind
of
kind
of
see
if
other
people
have
ideas
and
more
so
than
anything,
not
so
much
to
to
change
you
or
anything
like
that.
More
so,
to
challenge
you
and
to
share
our
ideas,
you
know
how?
J
How
can
we
do
this?
How
can
we
be
more
engaged
in
our
own
ways
in
our
own
creative
ways?
So
I'm
going
to
leave
it
at
that
and
if
and
if
you
want
I'll
put
my
email
in
the
or
leah
can
you
do
me
a
favor
because
typing
and
talking
is
not
a
good
good
skill
set
that
I
have
so
if
you
drop
my
email,
if
anybody's
interested
send
me
an
email,
just
say:
yeah,
I'm
interested
in
that
and
I'll
I'll
I'll
include
you
on
the
invite
going
to
the
idea
of
self-care.
J
That's
the
you
know,
that's
that's
my
commercial.
You
know
for
what
we're
trying
to
accomplish
here
on
the
idea
of
self-care.
I
would
say
if
you
are
an
introvert
come
on
in
you
know,
if
I
see
see
what
see
what
you
can
do
to
either
bring
to
help
others,
you
know
with
ideas
that
you
have
or
come
in
and
and
see
what
what
what
we
all
can
do
to
help
each
other
as
well.
J
If
you're,
one
of
those
strange,
extroverted
kind
of
people,
you
know
I
want
to
you,
know
at
least
tell
you
you
know
realize
you
know
it's
funny.
When
you
bring
up
introvert
extroverts
some
people,
some
people
get
offended.
Some
people
don't
believe
it.
You
know
sort
of
thing,
but
I
would
say
you
know
the
biggest
thing
is
you
know
being
an
introvert
is
not
a
condition,
let's
call
it.
You
know
I
mean
it's
just
it's
just
part
of
your
personality.
J
So
I
would
offer
that
just
to
just
to
you
know,
look
at
looking
into
the
into
the
introvert.
You
know
head
a
little
bit
and
I
also
I
will
admit
that
the
idea
of
a
zoom
call
of
a
bunch
of
introverts
sounds
kind
of
not
like
the
biggest
party
in
the
world,
but
but
we'll
give
it
a
shot
and
we'll
try
to
help
each
other
out.