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From YouTube: EDU.SIG - DEI Subcommittee Meeting (May 9, 2023)
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A
Yeah,
you
know
what
I
I
I
joined,
because
for
some
reason
this
meeting
is
still
on
the
calendar.
B
Like
I
know,
you
all
discussed
it
because
of
open
source
day
tomorrow,
when
I'm
sure
people
traveling.
A
Well,
yeah,
it
ain't
just
it
ain't
just
open
ssf
day,
so
I
had
to
change
my
flight
because
Christine
and
I
we
got
the
lightning
talk
this
evening
and
I
didn't
even
I,
I
didn't
even
yeah
it's
this
evening
and
I
and
I
I
didn't
even
know
it
was
this
evening.
So
I
ended
up
having
to
change
my
flight
just
to
make
sure
that
I'm
there
this
evening,
let's
make
sure
I'm
there
this
evening
for
it.
A
So
it's
not
an
openness
is
up
days
tomorrow,
but
this
stuff
going
on
all
week.
So
I
don't
even
know
hell
this.
All
these
meetings
are
still
on
the
calendar.
For
some
reason,
I
could
have
swore
that
we
canceled
that
all
of
the
meetings
were
canceled
all
week
for
this
all
right,
but
all
the
memes
are
still
here
so
I
said.
Well.
Let
me
join
anyway
just
to
make
sure.
B
A
Gave
us
they
gave
us
five
minutes
today.
I
had
to
change
my
flight
for
literally
five
minutes.
Now,
that's
terrible
yeah!
No,
it's
ridiculous!
I
was
like
man
come
on,
I
was
like
come
on.
Man,
I
I
had
I
was
supposed
to
get
there
this
evening.
I
had
to
change
my
whole
routine
or
I'd
change
everything
around.
A
A
A
A
You
know
it
might
especially
how
to
start
off
yeah
Mike,
we'll
see
we'll
see.
Are
you
gonna,
be
there.
B
A
B
How
I
guess
what
is
the
stance
of
I
know?
There
was
talk
about
moving
Bei
up
a
level,
so
it
get
better
work
across
open
ssf.
Was
there
any
progress
with
that?
Oh.
A
There's
a
lot
of
progress
with
it.
We
have
a
lot
of
buy-in
for
it
too.
I'll
be
doing
a
lot
of
that
conversation
this
this
week,
still
working
out
the
proposal
for
it.
Now
that
we
have
a
fully
a
fully
functional
attack
and
catch
this.
A
Our
working
group
chair
probe,
is
now
the
chair
of
the
tax.
So
no
that's.
A
B
A
But
he
but
he's
the
he's
the
chair
of
the
attack
now
so
so
he
so
we
have
the
not
only
the
buy-in
that
we
need.
We
also
have
the
support
at
the
tack
level
to
to
actually
get
something
pushed
through
like
this.
We
have
to
dot
the
eyes
and
cross
the
t's,
but
we
have
what
we
need
now
at
the
tech
to
to
get
through
what
we
need
to
get
through.
So
all
good
stuff.
B
Just
my
thought,
because
I
do
have
a
bit
of
free
time
over
the
next
two
weeks
and
I
wanted
to
make
sure
we
kind
of
had
some
better
one
pagers
for
you
and
Christine
about
this
group
and
kind
of
where
we're
going
right
and
I
realized.
We
probably
might
need
one
I'll
go
ahead
and
definitely
do
one
for
the
list,
because
I
think
we
talk
about
and
everybody
gets
it,
but
I
do
think.
B
If
we
have
everything
on
one
page
about
the
benefits
of
that
and
why
that's
such
a
big
gap
that
that
could
be
beneficial
and
I
actually
think
that's
something.
Once
we
get
the
initial
data
down
to
potentially
do
a
web
crawler,
maybe
a
potential
project
to
work
through
yesina
with
her
College
groups,
so
for
something
automatically
adding
on
to
it
and
then
because
I
really
see
the
utility
of
this
group
of
kind
of
making
itself
to
be
a
hub
right.
B
Yeah,
like
I
know
you
all
like
talk
about
mentorship
and
I,
really
hope.
That's
linking
into
some
other
group's
mentorship
because
I
don't
know.
I've
ran
a
lot
of
programs
like
from
a
service
program
standpoint
before
throughout
my
life
and
I,
think
mentorships.
B
Full
ownership
sometimes
can
be
messy.
Yeah
I
think
it
can
be
messy,
sometimes
just
from
the
standpoint
of
supply
and
demand
what
people
are
supposed
to
get
out
of
it
and
just
kind
of
focusing
that
I
think
that's
a
little
bit
more
of
a
mature
thing.
That's
just
my
experience
with
it,
and
especially
since
the
first
thing
I
see
with
all
of
these
groups
are
redo,
mentoring
and
I.
Don't
see
statements
after
the
mentoring
as
far
as
what
they're
trying
to
achieve
right.
A
So
so
what
one
thing
that
we're
probably
going
to
end
up
trying
to
do
and
and
I
guess
it's
to
your
point
is
making
sure
that
we're
in
alignment
with
LF
on
whatever
on
whatever
they're
doing
so.
B
Like
I
know,
Yesenia
is
doing
the
college
program
and
filtering
people
for
that
college
program
makes
a
lot
of
sense
to
me
right,
yeah,
building
on
that
on
that
engagement
with
that,
like
that
makes
sense
right,
but
I
just
also
see
that's
a
another
side
benefit
of
that
list.
B
We
can
literally
see
what
people
are
doing,
so
we
can
try
and
maximize
I
guess
kind
of
impact,
but
I
do
just
think
for
a
group
as
we're
moving
up
just
to
show
people
we
kind
of
got
a
plan
of
where
we're
going
and
just
to
get
everybody
speaking
the
same
language
right
well,.
A
A
Wise
I
want
to
make
sure
that
we're
in
alignment
with
the
with
the
with
the
LF
with
the
higher
LF,
because
that's
going
to
help
us
Branch
out
to
other
foundations
under
the
LF,
that's
going
to
help
us,
you
know
create
the
message
we
need
to
create
across
the
board,
especially
when
it
comes
time
for
us
to
ask
the
dollars
like,
for
instance,
one
of
the
things
I
want
to
get
to
one
of
the
places
I
want
to
get
to
is
we're
bringing
out
people
from
high
schools
or
colleges
to
these
conferences.
A
I
want
to
get
there,
I
want
to
get
to
where
we're
paying
for
underrepresented
communities
to
show
up,
and
that
takes
that
takes
buying.
That
takes
a
lot
of
buying.
That's
not
that's,
not
something
that's
going
to
happen,
because
we,
because
we
think
it's
a
good
idea.
That's
going
to
happen.
That's
going
to
happen
because
we're
saying
hey,
we
have
the
numbers
and
we
have
the
data.
The
support
us
doing
something
like
that
where
we
can
get
those
individuals
here
and
it's
it's
sound,
it's
it
makes
sense
for
them
to
be
here.
A
A
That's
going
to
be
a
that's
going
to
be
a
a
larger
animal
to
tackle
I,
I
I
think
you
know,
but
once
we
get
to
that
once
we
get
to
that
level,
though,
once
we're
able
to
up
level
the
Deni
group
to
that
level,
I
think
it'll
be
a
lot
easier
to
then
Force.
The
conversations
right
momentum.
B
A
Yeah
I
think
you
know
we
we
raise
up
and
then
we
I
like,
for
instance,
today,
I'll,
be
give
so
not
today.
A
Thursday
I'll
be
giving
a
talk
with
the
with
the
VP
over
training
and
development
of
over
training
and
development
in
the
LF
me
and
him
will
be
given
a
talk
on
Thursday
around
Talent,
Around
Talent
and
how
to
you
know
recognizing
talent,
talent,
pools
and
the
current
state
of
play
as
far
as
the
recent
layoffs
and
everything
else
right,
but
that's
an
excellent
opportunity
for
me
to
actually
engage
with
him
on
Deni
education
across
the
board
right,
so
whether
we
do
in
educate
the
training
and
development
wise
on
Deni
initiatives,
are
we
really
identifying
and
targeting
the
real
concerns
in
the
Deni
training
right?
A
You
know
we
just
saying:
hey
recognize
blind
spots:
hey
do
this,
or
are
we
actually
saying
hey
whether
it's
true
allyship
actually
mean
what
what
you
know
are
we
just
saying
hey,
be
you
know,
look
out
for
the
for
an
underrepresented
Community
or
are
we
really
enforcing
hey
underrepresent
communities
have
the
talent
and
we
don't
need
you
to
hold
hands.
A
What
we
need
you
to
do
is
provide
Equitable
situations
right.
So
what
does
that
mean?
What
does
real
Prejudice
real
racism,
real
bigotry?
What
are
those
four
things
actually
mean?
What
do
those
things
look
like?
How
are
we
enforcing
change
in
those
areas
and
then
how
are
we
eliminating
now?
The
blind
spots
that
we're
that
we're
talking
about
is
that
in
the
training
and
if
it
isn't,
should
it
be
right,
so
so
that
so
this
so
there's
things
like
that?
Have
an
area.
B
I
would
I
would
further
expand
upon
some
of
your
areas.
There
I
mean
since
you're
going
to
be
talking
to
him
and
I.
Don't
want
to
keep
you
too
long,
because
I
know
you
changing
flights
and
getting
ready
to
go
down
to
up
to
Vancouver
where
it
goes
down,
but
I
think
you
should
also
expand
it
to
say
not
only
in
light
of
layoffs,
but
in
light
of
many
things
being
available
across
the
internet.
B
A
B
Then
the
other
part,
I
I,
would
also
say
just
from
from
being
black
and
working
in
Tech
is
I
know
we
talk
about
fighting
racism,
but
I
feel
like
and
especially
in
the
black
community,
that
we
don't
efficiently
Target
some
of
those
incidents.
Unless
someone
was
actually
called
a
derogatory
term.
A
Okay,
let
me
let
me
let
me
let
me
put
Let
me.
Let
me
let
me
let
me
sprinkle
you
with
some.
This
is
something
I
do
so
I
do
this
and
any
D.
In
any
conversation
they
put
me
in
where
we
have
our
you
know
usual,
you
know
yearly.
A
Let's
talk
about
The
Great
Divide
I
sit
in
a
room
right
and
they
put
me
in
there
and
the
Very
and
the
very
thing
I.
The
first
thing,
I
start
off
with
the
first
thing.
I
start
off
I
say,
is
you
know,
I'm
not
gonna
point
the
finger
at
white
men
in
this
room;
I'm
not
gonna.
Do
that
I'm
not
gonna
point
the
finger
at
white
men
in
the
room
right
now,
because
that's
too
easy,
the
very
first
thing
I
do
is
I,
say:
hey.
A
We
have
a
lot
of
black
VPS
in
this
room.
A
lot
of
black
general
managers,
yeah
sure
question
over
the
last
year,
how
many
people
from
underrepresented
communities
have
you
hired.
A
I
start
off
like
that,
and
what
I
do
and
the
reason
why
I
do
that
is
because
I
need
people
to
understand
if
I'm
in
that
room.
This
is
what
I'm
in
that
room
to
do.
I'm,
not
in
that
room
to
point
the
finger
at
anybody,
but
I'm
in
that
room
to
cast
to
cast
a
net
over
everybody,
because
it
puts
us
all
on
the
same
speed
of
music
right
there's.
There
is
a
difference
between
saying
you
know:
there's
systemic
racism.
Okay,
so
we
already
know
that
we
already
know
that
now
what
my.
B
Point
wasn't
going
to
be
to
call
out
systemic
racism,
it's
more
so
on
really
working
with
people
plans
and
strategies
to
speak
up
about
it
and
create
a
paper
trail
for
change
and
I
would
explain
and
I
would
I
would
go
not.
This
is
not
just
racism.
This
is
this.
B
Is
gender
and
and
other
isms
that
exist
out
there
most
people
either
they
get
fired
and
and
run
away,
even
though
there
might
be
a
clear
pattern
of
people
or
particular
people
of
a
gender
or
of
a
of
a
race
who
literally,
are
not
allowed
to
make
mistakes
on
the
job
and
they
just
run
away
and
nobody
ever
rights
or
puts
anything
down
that
a
lot
of
time.
It
comes
down
to
it.
B
If
you're
struggling
to
go
to
another
job,
you
don't
have
the
money
to
afford
the
lawyer,
because
employment
lawyers
will
tell
you
real
quick.
Unless
you
have
evidence
of
someone
calling
you
a
racial
slur
or
you've
got
evidence
of
someone
doing
a
physical
act
of
violence
against
you.
The
employment
lawyers
are
not
going
to
be
able
to
do
it
pro
bono
because
they
know
they
don't
have
a
lockdown
case.
B
They,
you
probably
will
be
able
to
win,
provided
you
can
show
a
pattern
but
like
there
are
videos
on
YouTube
that
tell
people
like
if
you
think
something
screw
here,
are
some
basic
things.
You
need
to
do
and
just
kind
of
making
sure
that
information
is
available
for
people,
so
they
can
understand
the
difference
between
a
discriminatory
pattern
versus
a
personal,
grievance
or
personal
grievance.
That
happens
to
show
up
in
a
discriminatory.
A
B
Right,
I'm,
just
just
just
point
blank
period,
because
sometimes
there
are
some
people
who
are.
It
might
be
personal
right,
but
I
think
when
you
talk
about
some
of
these
issues,
people
base
it
on
very
clear
incidents
and
if
they
are
really
concerned
about
changing
the
culture
being
cognizant
and
relevant
of
those
things
to
help
determine
which
is
which
right
because
I'm
arguing
the
same.
A
I'm
with
you
I'm
with
you
on
that
what
I'm,
what
I'm
saying
is
I
think
some
of
that
stuff.
Some
of
that
stuff.
We
need
to
figure
out
how
to
to
to
put
into
a
a
piece
of
training
or
put
into
a
conversation,
because
because
you
always
have
to
operate
from
a
position
of
Earnest
right
and.
B
And
I
think
so,
because
I
I
mean
I've
seen
cases
where
there
have
been
some
people
who
said
they
were
being
discriminated
against
and
they
actually
just
weren't
doing
their
work
right
right
versus
some
cases
where
somebody
thought
it
was
their
work
and
there
was
a
clear
pattern
right.
I
mean
I'm,
just
saying
like
if
you're
going
to
talk
about
Dei
issues
at
the
heart
and
having
resources
available
if
you're
going
to
Target
some
of
the
working
force,
I
just
I
feel
like
nobody
really
goes
at
that
angle.
Really!
Oh.
A
B
Apartment
is
an
overall
retention
of
talent
area.
I
said
that
before
there's
so
much
effort
trying
to
recruit
people
to
go
in
cyber,
but
I
can
also
tell
you
there's
a
lot
of
people
running
outside.
A
A
Our
assumptions
are
this.
This
is
how
I
would
go
into
that,
and
this
is
the
all
like
in
my
mind.
It
would
be.
You
can't
start
from
a
place
of
all
unknowns
right
before
you
go
down
that
road.
There's
a
few
knowns
that
have
to
take
place.
We
know
your
work
is
exemplary.
We
know
you're
at
the
right
place
at
the
right
time
in
the
right,
uniform
and
I'm
just
you
know.
We
know
that
that
you
have
evaluations
that
have
been
documented
and
are
Stellar.
A
The
positive
must
be
documented,
as
well
so,
for
instance,
teaching
something
like
hey
at
the
end
of
a
great
meeting
at
the
end
of
a
of
a
great
meeting
or
at
the
end
of
a
project
that
that
you
completed
and
the
project
was
done
across
multiple
teams,
and
it
was
done
successfully
you
let
that
work
or
you
led
a
task
or
you
let
a
function
in
that
work
and
that
work
was
done
done.
Why
don't
you
send
out
a
quick
note
to
the
PM
or
send
out
a
quick
note
to
your
managers?
A
I
want
to
highlight
some
of
the
things
that
were
accomplished
and
then
ask
them
to
send
you
something
back
that
that
confirms
that
right
there
there
is
a
lot
of
leg
work
before
any
negative,
even
occurs
before
any
wearing
of
any
ugly
heads.
There's
leg
work.
That's
happened
before
right
to
teach
that
accurately
there's
a
whole
like
slew
of
things
that
need
to
happen
before,
which
is
the
reason
why
things
that
you're
talking
about
is
so
hard
to
to
prove
at
the
end,
because
you
don't
know
the
beginning.
B
A
A
You
got
to
act
from
the
place
where
no
one's
out
to
get
you
like,
like
it
like,
because,
theoretically
no
one's
out
to
get
you
you're,
not
you,
you
can't
it's
it's
very
difficult,
and
this
is
and
understand
the
reason
why
it's
so
difficult
is
because
the
person
who's
being
affected
is
the
one.
That's
crying,
there's.
A
No
one
else
crying
on
that
person's
behalf
and
what
you
want
is
those
allies
to
notice
and
then
act
on
your
behalf,
because
that
corroborates
your
story
no
one
likes
when
something
is
being
done
to
them
or
the
perception
of
something
being
done
to
them.
But
the
perception
is
exactly
what
it
is.
Everything
could
be
different
on
the
outside
of
you
being
in
it
on
the
outside.
Looking
in
that,
whole
situation
could
look
a
whole
lot
different
than
from
the
inside
of
that
situation.
A
You
have
to
be
able
to
have
all
of
your
ducks
in
a
row
so
that,
when
the
turn
is
made
you're
able
to
point
back
at
something
that
says
well
hold
on.
We
just
talked
about
this,
but
you're
doing
this.
Why
are
you
doing
this?
You
know
I'm
in
the
best
position
for
this
because
of
these
things,
and
we
talked
about
this
and
we've
and
we
have
the
the
documented
conversations.
A
So
now
you
have
a
place
to
go
without
that.
You
don't
have
that
and
now
there's
other
people
that
can
cooperate
that
because
now
you're
on
the
side
of
right,
rather
than
being
on
the
side
of
perceived
right,
there
was
something
somebody
told
me
one
day
that
made
all
the
difference
in
the
world
to
me.
What
I'm
telling
you
right
now.
Sometimes
it's
not
enough
just
to
be
right.
B
A
Oh
I
mean
true
that,
and-
and
you
know
thinking
about
that
training
like
I
said,
there's
a
whole
I
I
would
like
us
to
to
not
train
towards
the
negative
I
would
like
for
us
to
train
towards
the
positive
meaning
before
we
get
to.
This
is
how
you
protect
yourself.
We
get
to.
These
should
become
normal
habits
and
practices.
A
B
B
A
I
mean
absolutely
so
Contracting
and
all
that
stuff
needs
to
happen
as
well,
and-
and
that
is
something
that
we
can
do
externally.
We
can
use
this
form
for
that
right.
So
we
can.
We
can
address
all
parts
we
can
address
the
parts
when
you're
in
FTE.
We
can
address
the
parts
when
you're
Consulting
to
organizations
and
how
to
protect
yourself
there,
and
especially
when
you're
cons
this
the
stuff
that
I'm
talking
about
is
especially
important
when
you're
Consulting,
because.
B
A
Know
that's
how
statements
of
work
get
created
right.
You
know,
I
mean
statements
of
work
be
created.
How
do
you,
how
do
you
perform
against
those
statements
of
work,
we're
not
talking
about
okrs,
now
we're
talking
about
kpis
and
then
leading
into
okrs?
So
how
are
you
performing
against
that
statement
of
work
right?
Do
you
what?
What
is
your
check-in
period?
How
do
you?
What
is
your?
What's
your
Milestone
like
right
when
you
get
to
certain
Milestones?
Is
there
a
check-in?
Is
there?
Is
there
a
check
and
balance
on
Milestones?
A
What
does
success
mean
right
so
so
these
are
things
that
we
could
teach
and
I
would
rather
us
form
our
training
around
teaching
those
things
on
the
positive,
rather
than
addressing
what
happens
in
the
negative.
We
can
address
that
later,
based
on
learned
lessons
in
the
positives.
B
I'm,
not
in
any
disagreement
with
you
I'm,
just
bringing
it
up
as
if
we're
going
to
talk
about
training
and
and
Dei
outside
of
skills,
both
ways
right
people
teaching
them
what's
available.
What's
effective,
targeting
certain
groups
right,
I,
think
I
think
the
first
meeting
I
was
in
where
Max
was
like
soft
technical
skills
right
knowing
how
to
use
GitHub
two
and
pull
requests
properly,
and
things
like
that.
B
Like
but
I'm
saying
like
as
far
as
it's,
it's
training
I'm
just
saying,
like
both
ways
with
things
that
are
out
there
right,
but
I
I'd,
also
say
when
you,
when
you
bring
up
Dei
I,
just
think
that
whole
angle
and
aspect
needs
to
be
handled
if
you're
actually
trying
to
do
something.
Impactful
right.
Well,
absolutely
I'm,
not
I'm,
not
disagreeing
with
with
your
Approach
at
all
right.
A
Yeah,
the
Soft
Schools
definitely
need
to
get
handled.
I
mean
you're,
also
fighting
a
pill
with
a
bunch
of
individuals
that
by
I
mean
look,
and
that's
not
everybody,
but
you
know
most
Engineers
are
are
introverts,
so
so
you
so
you
you've
got
to
consider
that
aspect
as
well,
like
I,
said,
operate
from
a
place
of
earnest.
It
ain't
that
you're
getting
ignored
and
ain't
that
that
I
mean
they're
introverts
right,
so
so
they're
very
territorial,
very
protective
of
themselves.
They
like
closed
spaces.
A
They
don't
like
to
be
around
a
lot
of
people
or
talk
a
lot
or
be
social
right
and
and
this-
and
this
is
a
social,
a
social
construct.
I
mean
it's
in
every
sense
of
the
word.
So
so
the
perception
might
be
one
way
when
it's
clearly
another
and
we're
talking
about
up
and
down
the
hierarchy.
So
remember
you,
you
have
your
your
engineer,
one,
the
engineer,
two,
your
senior
engineer,
your
engineering
manager
and
then,
and
then
you
have
your
your
general
managers
and
your
VPS
and
everything
else.
A
How
to
develop
that
social
muscle
to
be
able
to
tackle
those
those
these
issues
that
need
to
be
time?
That
gets
incredibly
harder
too,
and
that
might
be
a
whole
different
set
of
training.
How
do
you,
how
do
you
teach
an
introvert
engineer
with
20
30
years
of
experience,
a
new
social
construct
to
engage
better
with
underrepresented
communities
that
he,
by
all
accounts,
has
never
worked
with
before
engineering?
A
A
A
What
does
that
mean?
That
means,
while
I
was
well
I
mean
I'm
using
myself
to
see
I
had
I
earned
mine
jumping
on
the
planes,
and
you
know
in
the
military,
but,
like
you
know
the
average
good
job
good
job,
the
average
underrepresented
community,
that's
and
they're
Engineers.
Right
now
they
went
to
school
for
six
years
right
bachelor's
degree,
master's
degree.
Maybe
they
went
to
school
for
an
additional
four
years
right,
ten
years
to
earn
a
PhD
to
be
an
engineer.
A
Well
guess
what
that
engineering
manager
that
they
report
to
who's
been
in
the
same
company
for
that
same
10
years,
didn't
go
to
school.
They
just
happened
to
have
a
talent
of
they
just
happened
to
learn
coding
and
they
learned
it
enough
to
get
hired.
Somebody
gave
them
a
chance
and
then
they
made
their
mistakes.
A
They
they
were
able
to
learn
on
the
job
they
were
able
to
grow
in
the
company,
and
now
here
they
are
everybody's
10
years
later,
where
you
had
where
you
went
to
they
weren't
letting
you
in
you
were
doing
the
same
code
and
they
was
doing,
but
they
didn't,
let
you
in
so
now
you
have
to
go
to
school
and
earn
your
bones
in
school.
Get
that
piece
of
paper
so
that
they
say:
okay,
you
can
code,
but
guess
who
you
have
to
work
for
now.
A
A
A
B
B
Be
comfortable
that
is
good,
so
then,
outside
of
that,
is
there
anything
else,
I
guess
pressing
for
this
group.
A
Oh,
no,
no!
No!
No!
We
we!
No!
We!
We
got
the
presentations
this
week.
Oh
Sal's
Zine,
that's
the
the
the
the
she
and
her
and
her
mint.
He
did
I
think
it's
fantastic!
If
you
haven't
had
a
chance
to
look
at
and
I
think
she
put
it
up
in.
If
she
didn't
send
it
to
me
directly,
I
think
she
might
have
put
up
a
version
of
it
in
the
slack
it.
B
A
It's
fantastic
man,
I
all
the
quotes,
yeah,
the
all
the
quotes,
all
the
the
way
it
was
done.
It
was
very
nicely
done.
I
I
was
like
wow
I'm
impressed
and
I
get
to
meet
I
get
to
meet.
What
did
she
do?
It's
a
presentation?
It's
called
the
zine.
So
basically
it's
it's
just
yeah
magazine
like
like
a
e-magazine,
but
but
it's
a
it's
a
it's
a
it's
very
artfully
done
around
cyber
security
and
around
you
know
like
like
it's
in
the
round
cyber
security
and
Deni
and
cyber
security
too.
A
A
No
I'm
still
I
mean
I
live
eight
minutes
from
the
airport,
but
I
gotta,
I
gotta
quickly
get
myself
together,
finished
my
bag
and
then
and
then
I'll
get
on
the
ride.
I
have
everything
else
packed
into
my
main
back
so
I
put
my
toiletries
out.
So
I
could
get
myself
together,
get
the
toiletries
in
this
bag
and
get
out
the
door.
A
A
No,
no
pushback,
no
pushback,
but
also
also
no
pushback,
but
also
I'd
like
to
see
the
buy-in
I
like
to
see
the
buy-in
increase
and
improve,
though
no
pushback
I'd
like
to
see
more
buying,
though
that's
a
that's.
That's
where
that's
where
my
that's,
where
that's
that's
the
direction
I'm
headed
in
I
want
I
want
to
see
more
buy-in.
No
pushback.
Definitely
a
need
for
more
applying,
though.