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From YouTube: Ally Training
Description
On 2020-01-28 we had three calls to present Ally Training. This video contains the overview & breakout groups by Candace Byrdsong Williams, Diversity and Inclusion Manager.
Agenda: https://docs.google.com/document/d/1lGPImuahahjDejI5-9cNNCg-NMQJ4GCHO6n0fcntjs8/edit?usp=sharing
Slides: https://docs.google.com/presentation/d/18Qyn2mBJu0Loq3x_RT5bL2lnL-3YHvac1sQhmqqZNso/edit?usp=sharing
A
I
am
JC
and
I
work
in
learning
and
development
here
at
git
lab
so
I'll
be
the
host
for
today's
call
and
Candice
will
be
or
she's
our
diversity
and
inclusion
manager
here
at
gate
lab,
and
she
will
be
running
us
through
some
content
today,
we'll
break
out
into
some
breakout
groups
and
then
come
back
and
discuss.
So
with
that
I'll
go
ahead
and
hand
it
over
to
Candice.
B
Hi
everyone
thank
you
for
taking
the
time
to
tune
in
to
find
out
how
you
can
be
an
ally.
Hopefully
you'll,
learn
a
little
bit
more
as
well.
The
expectation
is
that
you
can
know
the
definition
of
an
ally,
understand
how
to
be
an
ally
and
also
recognize
when
you
have
the
ability
to
influence
and
when
you
can
best
support
as
an
hour.
B
I
like
to
kind
of
throw
in
some
additional
basic
concepts
and
terms
I
know
sometimes
when
we're
going
through
different,
informative
sessions,
it's
good
to
kind
of
understand,
additional
things
that
are
being
discussed.
So,
while
these
are
coming
through
privilege,
it's
an
under
unearned
advantage
given
to
some
people.
So
you
know
I,
don't
know
if
you've
ever
seen
times
where
you
know
you
might
have
a
certain
group
and
they
don't
even
understand
the
privilege
of
power
that
they
may
have.
So
it's
not
because
they
completed
all
these
levels
or
certain
things
in
school.
B
B
You
know
or
not
advocate
for
a
particular
group,
so
it
kind
of
most
likely
just
keeps
them
in
that
same
space
of
being
marginalized,
which
I'll
discuss
as
well,
which
will
keep
that
group
just
further
being
oppressed
and
the
same
issues
being
an
issue
for
that
particular
group
and
a
liger
is
a
member
of
a
social
group
that
has
some
privilege
that
is
working
to
end
oppression
and
understands
their
own
privilege.
So
this
is
that
piece
where
you
don't
have
to
be
manager.
B
You
don't
mean
everyone
has
an
opportunity
to
learn
and
understand
how
they
can
be
an
ally,
how
they
can
support
groups
that
may
be
suffering
from
oppression
or
they
understand
their
own
things
that
they
have
the
power
to
influence,
empower
sometimes
allows
you
the
ability
to
control
circumstances
or
access
resources
and
or
privileges.
So
an
example
for
this
with
being,
if
someone
as
a
manager-
and
you
know,
there's
someone
applying
for
a
role-
and
you
know
a
previous
manager
can
advocate
a
capital
e
to
control
or
influence
the
decision-making
for
that
particular
person.
B
And/Or
advocate
for
them.
It
could
be
someone
of
a
diversity
dimension,
but
it's
just
understanding
how
you
have
that
ability,
control
and
then
the
last
thing
that
we
might
discuss
that
comes
up
are
marginalized
groups,
which
can
be
seen
or
treated
as
unimportant,
insignificant
or
lower
status,
and
it
doesn't
have
to
be
again
any
particular
diversity
damage.
This
could
be
someone
who's,
an
individual
contributor
who
someone
might
feel.
Oh
you're
junior
in
your
role,
so
your
voice
doesn't
matter
as
an
example
or
you
have
less
experience.
B
So
you
know
we
don't
really
want
that
input,
so
it
kind
of
gets
dismissed
to
the
side,
so
it
doesn't
have
to
again
be
a
particular
diversity
dimension.
It
just
could
be
something
that
relates
to
status
some
things
of
that
nature.
So
there's
a
link
in
the
bottom
that
talks
additionally
about
concepts
and
terms
and
at
your
leisure
please
feel
free
to
look
at
it
and
we'll
go
to
the
next
slide.
So.
B
What
is
an
ally
and
allies,
someone
who's
willing
to
take
action
and
support
of
another
person?
Have
you
ever
had
a
time
where
you
really
think
to
yourself?
What
can
I
do
so
as
an
allied
you
take
on
the
struggle
as
your
own.
You
stand
up
even
when
you
feel
uncomfortable,
because
there
are
a
lot
of
times
when
things
do
get
uncomfortable.
You
transfer
the
benefits
of
your
privilege
to
those
who
lack
it.
So
you
recognize
where
you
have
the
power
to
influence
and
you
transfer
that
ability
to
be
able
to
help
the
circumstances
change.
B
B
Before
we
get
into
breakout
groups,
I'm
gonna
give
you
a
little
bit
of
information
on
some
tips
on
how
to
be
an
ally
and
I'll.
Give
you
a
couple
of
examples
to
support
some
of
the
areas,
so
you
want
to
be
able
to
identify
your
power
and
your
privilege.
So
again,
if
you
are
someone,
let's
say
we
are
looking
to
have
something
with
a
company,
another
partnership.
It
may
be
working
on
an
issue
internally
and
you
can
say:
hey
I
know
someone
over
at
X
company.
You
understand
that
you
as
individual
you
have
that
connection.
B
You
have
a
power
and
opportunity
to
be
able
to
influence
in
that
area.
You
want
to
follow
and
support
those
as
much
as
possible
for
marginalized
groups.
That
net
way
you
can
educate
yourself,
you
can
understand
what
it
is
and
the
knowledge
is
going
to
help
you
be
a
better
Ally.
You
also
want
to
recognize
when
you
make
a
mistake,
apologize,
correct
yourself
and
move
on.
You
want
to
take
the
time
to
think
and
analyze
a
situation,
and
that
goes
hand
in
hand
with
perception
and
reality.
B
Sometimes
we
tend
to
react
because
our
own
personal
experiences
have
led
us
to
leave.
You
know
and
respond
in
different
ways
make
myself
being
raised
here:
North
Carolina
things
are
all
you
know,
everyone
talks
in
a
very
hey.
How
are
you
doing,
but
someone
who
maybe
you
know
from
Upstate,
might
see
that
is
you
know?
Why
are
you
being
so
overly
friendly
or
the
reaction
again
perception
versus
reality?
B
Some
women
just
respond
in
a
way
based
on
their
surroundings,
so
understanding
that
your
circumstances
and
your
experiences
form
your
perception
versus
a
reality,
leveraged
others
authority
and
or
ability
to
influence,
and
also
understand
that
billet
being
an
ally,
doesn't
always
have
to
relate
to
a
marginalized
group.
It
could
be
again
an
individual
contributor,
and
this
is
both
in
your
personal
life
and
your
professional
life.
You
just
want
to
be
able
to
recognize
what
can
I
do
to
help
make
this
situation
better.
B
We're
now
gonna
get
ready
to
so
you
go
into
our
breakout
groups
and
we're
gonna
talk
about
15
minutes.
They're
gonna
be
set
of
scenarios.
Your
group
will
pick
a
scenario,
whichever
you
feel
is
best
most
have
averaged
out.
Maybe
one
or
two
you'll
discuss
it
amongst
yourself.
Have
someone
be
your
spokesperson
in
the
document
for
the
agenda?
B
C
All
right,
I'll
go
so
good
discussion
around
just
highlighting
that
everybody
has
a
role
to
play
like
to
serve
as
an
ally.
So
even
if
you
don't,
you
know,
associate
yourself
with
one
of
the
ER
geez
that
doesn't
that
doesn't
excuse
you
for
not
for
participation.
Everyone
has
an
opportunity
to
figure
out.
You
know.
How
can
you
help
be
an
ally?
How
can
you
support
the
diversity
and
inclusion
of
all
get
lab
team
members?
I
love.
B
That
that's
a
great
summary,
and
it
is
just
that
it's
it's
supporting
everyone,
we're
all
here
as
a
team
and
any
way
that
you
shouldn't
necessarily
feel
because
you
don't
identify
with
it
diversity
dimension.
That
means
you
can't
support
or
advocate
or
help
in
some
way,
because
there's
only
way,
obviously
you
can
be
leveraged
for
our
breakout
group
six,
who
would
like
to
speak
up
for
that
group
and
summarizing
the
thoughts
looks
like
some
great
discussions.
Hi.
D
D
I,
really
liked
one
particular
piece
about
how
Ally
ships
really
just
about
being
empathetic
and
acting
with
empathy
everyday
and
just
creating
a
place
where
any
one
who
might
identify
with
a
particular
ERG
feels
welcome
and
I
think,
particularly
in
an
industry
like
security,
where
there
are
just
systemic
issues,
broadly
in
the
community
and
us
being
an
open
source
software.
We
kind
of
have
the
responsibility
to
push
that
alibi
ship
and
to
really
create
a
safe
space
for
people
to
contribute.
I.
B
Love
that
because
you're
thinking
about
the
company
externally
in
what
we
do
internally
so
I
think
that's
super
important,
because
we
want
to
be
the
face
of
what
we
want
to
attract
and
how
can
we
have
empathy
to
your
point
if,
if
we
don't
try
to
find
a
way
to
be
an
ally
and
support?
So
that's
great
great
great
great
great
point
looks
like
there
aren't
any
more
responses
to
that.
We'll
make
it
move
on
to
maternity
leave,
I'll
break
out
Group
one
who
would
like
to
summarize.
E
So
I
can
do
this
one,
so
we
discussed
in
the
call
that
we
would
probably
recommend
that
she
still
be
considered
said
she
sis
me.
We
also
discussed
that
maybe
don't
make
that
assumption
and
I
personally
share
it
and
experience
myself.
My
sister,
you
know
my
nephew
is
six
months
old
and
she's
trying
to
travel
with
him
around
the
world.
So
we
just
don't
know
what
you
know
how
they
think.
We
also
discuss
how
that
applies
to
fatherÃs.
B
Love
that
cat
I,
like
how
you
all
thought
about
it,
not
from
a
perspective
of
just
the
female,
but
you
know,
fathers
as
well,
so
we
want
to
make
sure
that
we
look
at
this
inclusively.
I
love.
That
great
great
great
summary.
Thank
you,
breakout
group
3,
who
would
like
to
speak
up
and
summarize
some
of
the
points
that
they
were
made.
B
F
We
thought
that
it
was
important
to
make
sure
that
we,
that
that
we're
not
making
decisions
or
allowing
other
people
to
make
decisions
when
it's
the
person's
individual
decision
and
that
they
should
have
the
respect
provided
to
them.
In
order
to
make
that
happen,
her
voice
should
be
heard,
and
she
should
have
that
choice.
You
have
no
idea
what
her
home
situation
is.
B
Love
that
I'm,
not
assuming
that
you
know
someone
isn't
available
assumptions,
really
change
things
based
on
what
we
think
versus
what
we
know.
So
it
looks
like
we
can't
break
out
group
six
that
put
something
in
there
and
you
put
just
put
breakout
group
six
I,
don't
think
they
chose
it.
So
I'm
gonna
go
ahead
and
move
on
to
scenario
C
for
age
bias
and
less
there
any
objections.
B
G
Contribute
for
this
one,
so
we
thought
without
jumping
to
any
conclusions
about
what
the
person
meant.
We
should
first
seek
clarification
that
way
if
they
were
caught
up
with
saying
something
that
maybe
they
didn't
mean
to
that
was
that
was
not
nice
towards
somebody
else.
They
could
either
come
back
on
that
by
thinking
about
how
they
would
explain
what
they
really
meant
or
if
they
continued
to
defend
what
they
meant.
Then,
maybe
following
it
out
by
saying.
G
H
H
I
H
Questions
ourselves
and
saying
his
redirecting
the
conversation
strong
enough
of
a
response
on
that,
so
we
started
to
go
down
the
road
of
saying.
Well,
maybe
it's
not
so
there
should
be
potentially
a
direct
challenge
to
say
what
about
X
being
the
person
that
we're
talking
about
makes
you
feel
this
way
you
know
of
challenging.
What
do
you
mean
by
keeping
up
on
that?
So
I
think
that
actually
goes
to
our
point.
H
C
B
That
is
so
many
great
points.
One
of
the
things
that
stand
out
most
is
the
tip
where
you
said
that
you
X
for
Q
and
X
for
clarification,
and
that's
what's
important
than
some
time
is.
Is
that
tip
from
think
and
analyze
it
before?
You
react
pretty
much
and
if
you
take
your
time
to
ask
for
clarifications,
sometimes
you
know
you
get
the
true
understanding
so
that
your
acted
in
authenticity
and
that
you're
acting
in
what
is
the
true
reality
and
you're,
not
assuming
so
I
love
the
way
that
you
know
you're.
B
I
This
is
Joyce
we
we
actually
had
a
couple
of
people
in
the
group
with
this
resonated
for
including
myself
something
I
didn't
put
on
here,
but
occurred
to
me
when
you
said
that
is
one
of
the
things
that
comes
across
as
age
bias
is
you're
overqualified
for
the
job
or
your
salaries
too
high.
These
are
two
very
key
code
phrases
for
you
are
too
old,
and
so
people
are
very
sensitive,
I.
Think.
I
On
the
employee
side,
people
are
very
sensitive
age,
but
we
had
a
lot
of
conversation
about
how
age
bias
isn't
necessarily
a
well
understood
bias,
as
opposed
to
say
gender
bias
or
skin
tone
or
accent,
or
something
like
that
on
that
might
say,
you're
from
a
different
culture
or
perspective
age.
Is
it
something?
People
are
necessarily
aware
that
they're
having
a
bias
and
so
sometimes
to
kind
of
point
that
out
may
be
necessary.
I
One
of
the
folks
Mike
talked
about
helping
people
focus
on
observations
rather
than
judgments,
so
saying
I,
don't
think
you
think
they
can
keep
up
as
a
judgement
and
the
question
would
be.
Was
there
something
you
observed
that
led
you
to
make
this
judgment,
because
the
observation
may
be
a
valid
statement
which
I
think
it's
back
to
some
of
the
things
some
of
the
other
people
were
talking
about
which
Matt
described.
As
you
know,
let's
look
at
facts
rather
than
opinions,
I.
B
Love
that
and
that's
what
this
what's
important
is
that
we
do
look
at
the
facts
in
if
we
hired
everyone
that
was
in
the
same
age
group,
we
would
have
a
company
that
thought
like
the
same
age
group
and
we
want
to
make
sure
we
hire
diverse
talent.
We
want
to
make
sure
that
we're
considerate
and
we're
not
just
choosing
someone
to
check
the
box
that
we're
choosing
someone
by
merit
and
that
they
have
the
requirements
to
meet
the
job.
So
thank
you
for
that.
B
Joyce
I
appreciate
it
so
breakout
group,
3,
I,
see
breakout
number
five,
but
I
didn't
see
words.
I'm
gonna
go
ahead
and
go
to
the
next
one.
I
mean
nothing
next
scenario
about
the
next
group
that
wrote
a
summary.
So
anyone
from
breakout
group,
three
Sylvia,
Tracy
or
Robin,
or
Amy
or
Adam.
That
would
like
to
summarize.
B
Traci
had
input
that
you
know
she
can
relate
to
this
one
as
she
is
starting
to
feel
a
little
older
than
most,
but
we
all
have
different
forms
of
experiences
and
niches
that
we
bring
to
the
table
so
part
of
valuing
a
person's
respecting
their
experiences
and
that
she
would
respond
in
that
way
and
note
that
it's
illegal
and
we
need
to
consider
that
Robyn
had
some
input.
Thinking
that
you
know,
thoughts
that
maybe
they
don't
realize
there
is
a
bias
in
what
they're
saying
so.
B
Helping
others
to
become
allies
is
important
and
also
expand,
give
an
expanded
viewpoint.
It's
a
great
way
to
collaborate
as
well
and
get
results.
She
would
counter
with
that
and
what
they
do
offer
Adam
had.
You
know
thoughts
that
focusing
on
the
value
that
they
bring
to
the
role
again,
some
of
the
same
similar
thoughts.
So
we'll
move
on
to
our
last
scenario,
being
mindful
of
time
we're
at
5:37
and
that's
perception
so
team
member,
a
I'm,
strongly
disagrees
and
everyone
has
read
it,
but
I
wanted
to
know.
J
I
can
answer
this
one,
so
we
responded
in
a
similar
way
that
we
did
to
C,
which
is
to
first
start
with
sort
of
asking
clarifying
question
or
make
the
person
be
more
clear
about
what
they
meant
right.
So
in
the
in
the
stated
response
here,
I
think
it
says
they
know
that
team,
a
members
tone
was
strong
or
they're
sort
of
speaking
any
sort
of
vagaries.
J
So
the
first
step
could
just
be
to
say
like
ask
the
person:
what
did
you
mean
by
that
or
sort
of
more
clearly
identify
where
the
problem
is
and
that
sort
of
forces
them
to
either
be
explicit,
which
would
clarify?
Maybe
they're,
not
you
know,
being
prejudiced
or
clarified?
Maybe
perhaps
they
are
which
would
be
unfortunate
or
maybe
they
they
meant
something
specifically.
That
would
be
okay
or
appropriate,
but
nonetheless
would
be
better.
J
If
stated
explicitly-
and
we
we'd
noted
that
both
in
this
and
in
a
prior
example
a
lot
of
times,
these
sort
of
prejudices
that
happen
with
privilege
sort
of
can
function
with
innuendo
and
indirect
speak
right.
So
if
we,
you
know
if
a
group
is
sort
of
the
empowered
group,
usually
their
way
of
speaking
or
their
preferences
or
the
default
right,
so
really
obvious
examples
like
if
you're
left-handed.
Thank
you.
That's
not
protected
class.
J
In
a
way,
that's
maybe
somewhat
specific,
but
also
generic
like
hey
like
as
we
sit
up
previously
on
the
call.
That's
sort
of
thinking
needs
to
be
taken
as
a
prejudice
statement,
but
also
probably
want
to
follow
up
that
person
individually,
depending
on
your
relationship
with
them,
to
make
sure
that
things
are
sort
of
buttoned
up
and
also
follow
the
team
member
that
might
feel
excluded
that
to
make
sure
the
date
that
they
feel
like
they're
in
a
you
know
a
secure
place
where
they
can
share
I
like.
B
That
Justin
I
like
how
your
group
kind
of
covered
different
steps
and
phases
and
how
you
know
from
open
it
up
getting
clarity,
closing
it
up,
but
falling
back
up
to
make
sure
everything.
Okay,
so
you
kind
of
covered
each
steps
and
also
thinking
about,
as
you
say,
the
innuendos
and
just
continuing
that
we
need
to
be
able
to
have
a
voice
or
whomever
needs
to
be
able
to
have
a
voice.
That's
not
the
same
as
the
room.
So
that's
that's
very
important.
So
thank
you
for
that.
K
No
worries
I'm
not
going
to
read
every
bullet
just
of
what
we're
getting
towards
is
one
make
sure
we
understand
and
we
put
out
kind
of
the
the
point
of
the
disagreement
right.
The
person
spoke
out
because
they
had
something
that
they
they
wanted
to
say
and
no
matter
what
whatever
they
had
to
say
is
valid.
Everybody's
opinion
is
valid,
but
then
really
try
to
highlight
them.
Kind
of
it
says
here
the
mechanics
of
the
dynamic
right.
K
K
Maybe
I
might
follow
up
with
the
person
who
did
the
complaining
in
the
meaning
to
say
you
know
we
are
not.
We
but
I
understand
what
you're
getting
at
and
maybe
just
help
them
understand.
It
be
conscious
of
their
tone
a
little
bit,
because
we
want
to
be
as
dispassionate
as
possible
when
we're
trying
to
convey
a
disagreement
so
that
our
words
are
heard
and
not
necessarily
our
emotions,
but
certainly
not
isolate
that
person
either
I
like.
B
That
and
I
like
the
fact
that
you
containing
it
and
you're
not
letting
it
kind
of
become
you
know,
things
becoming
contagious,
and
so
what
someone
else
complains
it's
like
the
next
person
complains
and
it's
slowly
kind
of
sometimes
it'll
die
out
at
some
point,
but
it's
just
another
thing
that
could
be
addressed
and
so
being
able
to
control.
That
is
awesome
and
I
love.
How
the
way
that
you
all
show
the
ally.
B
Another
thing
is,
you
know,
you're
talking
about
the
tone
and
that's
so
important,
and
what
the
biggest
thing
is
that
sometimes
someone
who
doesn't
have
a
voice
normally,
whether
it's
an
individual
contributor
versus
someone
who's
more
junior
on
the
team,
once
the
team
is
junior
or
whether
it's
a
particular
diversity
dimension,
that's
only
one
of
that
particular
one.
When
they
speak
up.
It
sometimes
sounds
loud
because
they're
used
to
them
not
saying
anything
and
so
having
a
voice
sometimes
sounds
louder,
so
there's
so
many
ways
and
angles
that
we
can
take
that.
L
L
It
doesn't
come
quietly,
so
we
really
focused
on
the
necessity
to
speak
with
team
member
B
directly
to
address
it
and
get
some
clarification
and
and
make
sure
that
they
understood
that
the
dissent
can
be
difficult
to
voice
in
in
that
scenario,
and
that
it's
really
important
to
you
know,
hear
all
the
opinions
and
that
the
you
know.
Diversity
of
opinions
is
a
healthy
part
of
natural
discourse
and
discussion,
and
then
we
need
to
take
that
in
consideration,
regardless
of
the
tone
that
they
perceived
I.
L
Think
we
thought
like
it
was
important
to
acknowledge
the
perception
of
the
tone
and
and
say
that
that's
a
valid
opinion,
but
it
is
subjective,
and
you
have
to
also
consider
that,
given
the
the
power
dynamics
or
whatever
the
dynamics
of
the
room,
that
may
have
been
the
only
way
that
team
ever
a
felt
like
they
could
be
heard.
And
if
you
assume
positive
intent,
there
could
also
be
other
scenarios
may
be.
L
You
know
there
are
other
reasons
that
their
tone
was
taken,
the
wrong
way
and
and
give
them
an
opportunity
to
to
find
some
some
empathy
there
and
then
also
just
bringing
it
back
to
the
discussion
on
its
merits
and
and
find
a
way
to
find
common
ground
between
the
two.
Regardless
of
the
tone
maybe
say
like
you
know,
maybe
other
people
felt
the
same
way
and
they
didn't
feel
like
they
could
raise
their
voice.
L
B
That
I
love
that
Gold
Star
for
the
portion,
especially
on
assuming
positive
intent.
That's
one
of
the
things
that
I
feel
like
resonates
through.
All
of
this.
We
want
to
make
sure
that
we
do
is
so
impossible
in
10th
I've
heard
people
in
the
earlier
discussions
and
when
the
recorded
sessions
earlier,
where
they
said
that
this
has
happened
and
the
person
was
deaf,
her
husband
was
deaf,
so
he
was
talking
loud
because
he
was
deaf
or
what
the
person
said
that
you
know
that's
where
they
grew
up
and
that
that's
their
just
loud.
B
B
But
I
hope
that
you
are
all
able
to
understand
in
some
way
how
you
can
be
an
ally,
because
there's
so
many
ways
here
at
get
lamp
to
influence,
whether
you're
in
a
recruiting
role
or
whether
you're
hiring
people
and
whether
you
sit
back
and
you
realize
in
your
personal
life
or
your
professional
life.
Wow
someone's
voice
isn't
heard,
and
you
know
how
can
I
help
better
support
in
some
way,
and
hopefully
you
determine
what
your
power
to
influence
is
and
I
hope.
B
A
Awesome
thanks
everyone.
It
sounds
like
there
are
some
really
great
discussions.
So
at
this
time
does
anyone
have
any
questions
that
they'd
like
to
ask
that
either
Candice
or
myself
can
answer?
If
not
Candice
is
a
really
great
resource
and
you
can
always
reach
out
to
her
with
your
questions
as
they
pertain
to
you
know,
being
an
ally
or
different
tips
and
tricks.
I
A
Yeah
we're
working
on
it,
yeah
training,
yeah
great
point.
So
if
you
tended
the
occlusion
training,
we
had
kind
of
like
a
quiz
we
sent
out
after
we're
working
on
getting
it
kind
of
automated,
so
they
will
be
up
in
the
future
near
future.
We'll
probably
announce
on
the
company
call
when
we
kind
of
get
things
worked
out,
but
yeah
that's
a
great
point
and
we
have
a
quiz
for
this
one
as
well,
and
we'll
also
have
a
badge
of
some
sort
for
this
which
freak
out
group.
One
wasn't
really
a
competition.
B
But
now
you
a
great
job-
and
you
know
I,
just
think
that
you
know
it's
easy
when
people
love
diversity
and
and
just
want
to
learn
more
and
I,
see
so
many
faces
that
really
represent
your
desire
to
want
to
learn
more.
So
you
know
it's
not
just
owned
by
this
is
owned
by
everyone.
So
it
looks
like
this.
We
will.
We
want
breakout
group
number
one
consonants,
so
you.