1 00:00:00,600 --> 00:00:04,400 Speaker 1: You know, during COVID we had the whole work from 2 00:00:04,519 --> 00:00:07,360 Speaker 1: home or hybrid for some companies, but work from home 3 00:00:07,520 --> 00:00:11,520 Speaker 1: proliferated and then over the last six months a year 4 00:00:11,600 --> 00:00:13,880 Speaker 1: or so, we have, you know, kind of a return 5 00:00:13,960 --> 00:00:18,800 Speaker 1: to office approach many companies are embracing. And when we 6 00:00:18,840 --> 00:00:21,640 Speaker 1: did the work from a home, we had a lot 7 00:00:21,640 --> 00:00:24,560 Speaker 1: of black people who felt like they were free from 8 00:00:24,600 --> 00:00:29,000 Speaker 1: the microaggressions that you know, happened in the office, and 9 00:00:29,080 --> 00:00:33,680 Speaker 1: a lot of for a variety of reasons, a lot 10 00:00:33,680 --> 00:00:38,360 Speaker 1: of workers appreciated that work model. However, it came also 11 00:00:38,400 --> 00:00:42,159 Speaker 1: with it downside in that, you know, sometimes proximity to 12 00:00:42,280 --> 00:00:46,080 Speaker 1: leadership is where you get elevation, and when you're not 13 00:00:46,800 --> 00:00:50,479 Speaker 1: seeing Tom at the water cooler or Sarah at the 14 00:00:50,520 --> 00:00:54,080 Speaker 1: water cooler, it may be difficult to recognize that talent 15 00:00:54,120 --> 00:00:56,680 Speaker 1: that they're bringing in order to provide opportunity for them. 16 00:00:57,320 --> 00:00:58,840 Speaker 1: And so I want you to kind of set a 17 00:00:58,960 --> 00:01:03,440 Speaker 1: landscape of what the next you know, twelve twenty four, 18 00:01:03,600 --> 00:01:07,200 Speaker 1: thirty six months look like for black people trying to 19 00:01:07,319 --> 00:01:10,319 Speaker 1: find elevation, and some of their companies are going back 20 00:01:10,360 --> 00:01:12,760 Speaker 1: to the office, some of them are remaining hybrid or 21 00:01:12,840 --> 00:01:15,800 Speaker 1: work remotely just what does it look like and how 22 00:01:15,800 --> 00:01:18,640 Speaker 1: should we position ourselves considering even AI is coming for 23 00:01:18,680 --> 00:01:19,640 Speaker 1: a lot of these jobs. 24 00:01:20,560 --> 00:01:23,840 Speaker 2: Yeah, no, for sure, thank you for that. And let 25 00:01:23,880 --> 00:01:31,400 Speaker 2: me talk about the AI part. You know, I heard 26 00:01:31,440 --> 00:01:35,440 Speaker 2: somewhere that you know, AI is not going to steal 27 00:01:35,560 --> 00:01:41,679 Speaker 2: jobs from people. However, people who know already use AI 28 00:01:42,400 --> 00:01:45,679 Speaker 2: and use AI is going as two people's jobs, right, 29 00:01:45,720 --> 00:01:48,360 Speaker 2: And I thought that was a really interesting difference there. 30 00:01:49,760 --> 00:01:52,800 Speaker 1: But I would say, I gotta pollause you that because 31 00:01:52,800 --> 00:01:55,800 Speaker 1: I've heard that also. But I'm like, yeah, I've there 32 00:01:55,800 --> 00:01:59,120 Speaker 1: are certain roles. I have not hired four because I didn't. 33 00:01:59,120 --> 00:02:02,160 Speaker 1: I have AI now, so it may not for buy 34 00:02:02,160 --> 00:02:04,960 Speaker 1: and large. You may not lose it, but you may 35 00:02:05,000 --> 00:02:09,080 Speaker 1: not have got it. Awesome, for sure, no doubt about it. 36 00:02:09,440 --> 00:02:11,520 Speaker 2: I think I think you're right. And here's how I 37 00:02:11,520 --> 00:02:15,800 Speaker 2: interpret that. Right, let's just draw some fake numbers. Listen, 38 00:02:15,760 --> 00:02:17,880 Speaker 2: it's one hundred jobs before AI came into the picture. 39 00:02:18,080 --> 00:02:22,520 Speaker 2: One hundred jobs exists pre AI. I do believe, like 40 00:02:22,560 --> 00:02:26,600 Speaker 2: many people believe that out of those hundred jobs, about 41 00:02:26,840 --> 00:02:30,239 Speaker 2: maybe sixty percent are going to be are going to 42 00:02:30,280 --> 00:02:33,800 Speaker 2: be gone because AI is now being in the picture. 43 00:02:34,360 --> 00:02:38,600 Speaker 2: But I do believe another one hundred jobs will be 44 00:02:38,680 --> 00:02:42,280 Speaker 2: created by people who want to use AI. So now 45 00:02:42,320 --> 00:02:45,560 Speaker 2: you're going to see one hundred and forty jobs. However, 46 00:02:45,600 --> 00:02:49,680 Speaker 2: you lost sixty. Does that make sense for me? Yes, 47 00:02:49,800 --> 00:02:52,639 Speaker 2: without a doubt, Like you know you're hearing companies or 48 00:02:52,720 --> 00:02:55,200 Speaker 2: you talk about Hey, listen, how can AI make a 49 00:02:55,280 --> 00:02:56,800 Speaker 2: job you know, more efficient? 50 00:02:57,240 --> 00:02:59,880 Speaker 3: How can you eliminate certain roles? How do you listen? 51 00:03:00,080 --> 00:03:01,840 Speaker 3: We're not gonna be gonna be on the hiring freeze. 52 00:03:02,440 --> 00:03:04,480 Speaker 2: If if you have a job to get done, I 53 00:03:04,520 --> 00:03:06,520 Speaker 2: think you think about how AI can be doing right. 54 00:03:06,520 --> 00:03:07,920 Speaker 3: So, yes, these things are happening. 55 00:03:07,960 --> 00:03:10,399 Speaker 2: But without a doubt, I still think that knowing how 56 00:03:10,440 --> 00:03:14,400 Speaker 2: to utilize AI, it's going to make you so valuable 57 00:03:14,480 --> 00:03:18,480 Speaker 2: in this market. And I think black folks, we must, 58 00:03:18,919 --> 00:03:22,280 Speaker 2: we must become experts. We must become the users of it. 59 00:03:22,560 --> 00:03:25,519 Speaker 2: We get creative with it, make music with it, make 60 00:03:25,560 --> 00:03:28,800 Speaker 2: movies with it. Like let's bring it into our culture 61 00:03:29,120 --> 00:03:30,799 Speaker 2: where when I talk to you, well, if I send 62 00:03:30,800 --> 00:03:32,400 Speaker 2: you an email or a text message, I run it 63 00:03:32,400 --> 00:03:33,959 Speaker 2: through AI. Hey, we write this because I want to 64 00:03:33,960 --> 00:03:36,520 Speaker 2: talk to Lucas about this, Like, let's make it our 65 00:03:36,560 --> 00:03:38,800 Speaker 2: habits because I think what that allows us to do 66 00:03:39,360 --> 00:03:44,280 Speaker 2: is develop the competencies right for this new building industry, 67 00:03:45,680 --> 00:03:49,120 Speaker 2: right that the market is begging for. I mean, I'm 68 00:03:49,160 --> 00:03:51,240 Speaker 2: sure you've seen the news around Meta and all this. 69 00:03:51,360 --> 00:03:57,880 Speaker 2: Other big companies pay millions of dollars for telling, right, 70 00:03:57,920 --> 00:03:58,760 Speaker 2: why can't we be that? 71 00:03:58,840 --> 00:04:02,360 Speaker 3: Because we go get this, go get this if we're 72 00:04:02,440 --> 00:04:03,760 Speaker 3: the ones holding the skill sets. 73 00:04:03,800 --> 00:04:06,280 Speaker 2: I mean, and before I get like your other question, 74 00:04:06,640 --> 00:04:08,360 Speaker 2: you know, I'm passionate about this because I remember and 75 00:04:08,400 --> 00:04:09,760 Speaker 2: you remember this because we're old enough. 76 00:04:09,800 --> 00:04:12,680 Speaker 3: Well like the dot com era when the Internet was 77 00:04:12,720 --> 00:04:14,960 Speaker 3: just becoming big. I remember AOL. 78 00:04:15,400 --> 00:04:17,760 Speaker 2: You know you've got mail where someone calls your mom 79 00:04:18,440 --> 00:04:19,840 Speaker 2: the in and of a cut off. 80 00:04:19,880 --> 00:04:22,120 Speaker 3: I used to be so made like mom, jet uf 81 00:04:22,160 --> 00:04:22,600 Speaker 3: this phone calls. 82 00:04:22,640 --> 00:04:25,760 Speaker 2: So I'm gonna lie like right, like thousand days of 83 00:04:25,839 --> 00:04:28,320 Speaker 2: dial up in X, Y and Z, and I wish 84 00:04:28,360 --> 00:04:31,760 Speaker 2: I would have invested in building skills as a software 85 00:04:31,880 --> 00:04:34,600 Speaker 2: developer or a design because you think about the nineties 86 00:04:34,600 --> 00:04:38,320 Speaker 2: to two thousands, that's who made all the big money huge, 87 00:04:38,640 --> 00:04:42,120 Speaker 2: right and thankfully when you think about who came into 88 00:04:42,160 --> 00:04:46,200 Speaker 2: the industry at the time, think about India. India caught 89 00:04:46,279 --> 00:04:51,280 Speaker 2: on quickly and invested tremendously. Their high schools, their universities. Right, 90 00:04:51,360 --> 00:04:54,359 Speaker 2: they built software developers. Look around most tech covering today, 91 00:04:54,440 --> 00:04:55,240 Speaker 2: who's leading them? 92 00:04:56,240 --> 00:04:56,400 Speaker 3: Right? 93 00:04:57,040 --> 00:04:58,839 Speaker 2: We can do the same exact thing with our community, 94 00:04:58,920 --> 00:05:00,400 Speaker 2: Like we just need to make sure we put pus 95 00:05:00,560 --> 00:05:03,080 Speaker 2: alseolf in a place early on, and it's not too 96 00:05:03,160 --> 00:05:05,400 Speaker 2: late to do that. So so my point about about 97 00:05:05,520 --> 00:05:09,560 Speaker 2: AI is and I love that Morgan Morgan and or 98 00:05:09,680 --> 00:05:13,560 Speaker 2: Glavity is doing with building a community abound AI. 99 00:05:13,600 --> 00:05:16,359 Speaker 3: Is exactly what we need everyone to do. 100 00:05:16,640 --> 00:05:19,120 Speaker 2: Like we all, like my daughter is eleven years old, 101 00:05:19,480 --> 00:05:22,560 Speaker 2: listen with jack question, I don't know. I'm like that, 102 00:05:23,120 --> 00:05:25,440 Speaker 2: tell me what it says, like we have to do 103 00:05:25,480 --> 00:05:29,360 Speaker 2: this because I think that's a way for Okay, Now 104 00:05:29,360 --> 00:05:31,160 Speaker 2: what was the question, because that was the question? 105 00:05:32,680 --> 00:05:35,280 Speaker 1: Yeah, yeah, talking about like this the whole work from 106 00:05:35,360 --> 00:05:38,320 Speaker 1: home model. You know that COVID spurred on and then 107 00:05:38,520 --> 00:05:42,040 Speaker 1: return the office and what that means dynamically for. 108 00:05:42,040 --> 00:05:44,960 Speaker 3: Sure, for sure. Here here's here's the truth is this 109 00:05:45,480 --> 00:05:47,360 Speaker 3: is that we are seeing. 110 00:05:47,080 --> 00:05:51,760 Speaker 2: There a strong wave of RTO in the next three 111 00:05:51,760 --> 00:05:54,680 Speaker 2: to four years, maybe even five years, the majority of 112 00:05:54,720 --> 00:05:56,320 Speaker 2: confidence will be back in the office. 113 00:05:56,960 --> 00:05:58,760 Speaker 3: That's just the wave. Okay. 114 00:05:59,600 --> 00:06:02,400 Speaker 2: And to your point earlier, the way you introduced a question. 115 00:06:02,440 --> 00:06:06,080 Speaker 2: I appreciate it because you're right. You know, many of 116 00:06:06,160 --> 00:06:10,200 Speaker 2: us have found a sense of safety being away from 117 00:06:10,240 --> 00:06:15,920 Speaker 2: an environment that maybe produced a ton of microaggressions or 118 00:06:16,040 --> 00:06:18,479 Speaker 2: biases or what have you. Like that is that is 119 00:06:18,520 --> 00:06:21,159 Speaker 2: a very very fair statement to make without a doubt. 120 00:06:22,320 --> 00:06:23,480 Speaker 3: I think what we have to. 121 00:06:23,360 --> 00:06:30,880 Speaker 2: Remember is that being isolated, being outside of proximity does 122 00:06:31,000 --> 00:06:35,640 Speaker 2: have unintended impacts on our careers. It really does, and 123 00:06:36,160 --> 00:06:38,320 Speaker 2: we have to be careful of that. Not because we're black, 124 00:06:38,400 --> 00:06:40,400 Speaker 2: or not because we're white, or what have you, just 125 00:06:40,440 --> 00:06:42,680 Speaker 2: in general, it's just the way that it is. Like 126 00:06:43,440 --> 00:06:48,360 Speaker 2: you know, proximity builds relationship, and relationships is what makes 127 00:06:48,400 --> 00:06:52,120 Speaker 2: a difference in corporate America. Those who have strong relationship 128 00:06:52,160 --> 00:06:54,840 Speaker 2: with people, they're the ones that get the opportunities. 129 00:06:55,279 --> 00:06:58,080 Speaker 3: Think about you and your friends. You know, the best 130 00:06:58,080 --> 00:07:01,200 Speaker 3: friends get the best of you. Your best siblings get 131 00:07:01,200 --> 00:07:01,680 Speaker 3: the best of you. 132 00:07:01,720 --> 00:07:04,560 Speaker 2: I know, you know it shouldn't be favoritism at the point, right, 133 00:07:05,400 --> 00:07:07,559 Speaker 2: It's no, It's a human nature thing. It's no different 134 00:07:07,600 --> 00:07:10,440 Speaker 2: when it comes to work, and so you know, I 135 00:07:10,560 --> 00:07:13,320 Speaker 2: encourage and again, for example, my role is fully remote 136 00:07:13,960 --> 00:07:15,200 Speaker 2: and so but. 137 00:07:15,160 --> 00:07:16,920 Speaker 3: I do seek every opportunity to. 138 00:07:16,840 --> 00:07:19,480 Speaker 2: Get in the office, because I do know now one's 139 00:07:19,480 --> 00:07:23,960 Speaker 2: better for me selfishly. I think it also is better 140 00:07:24,000 --> 00:07:25,520 Speaker 2: for others to be able to see me and for 141 00:07:25,600 --> 00:07:27,920 Speaker 2: me to see people and learn from people. And it's 142 00:07:28,080 --> 00:07:30,800 Speaker 2: easy to talk to me walking across the hallway than 143 00:07:31,200 --> 00:07:34,040 Speaker 2: sending me a zoom meeting to talk for thirty minutes, right, 144 00:07:34,320 --> 00:07:36,000 Speaker 2: And so these are the things that I think we've 145 00:07:36,080 --> 00:07:38,560 Speaker 2: we've lost some of those things, and I think our 146 00:07:38,600 --> 00:07:42,360 Speaker 2: community needs to, you know, gabblize together and say, hey, listen, 147 00:07:42,480 --> 00:07:45,960 Speaker 2: how can we find a bridge where we're able to 148 00:07:46,200 --> 00:07:49,000 Speaker 2: get back into forgive me for the sake of this example, 149 00:07:49,280 --> 00:07:51,960 Speaker 2: into this war zone where there's my proggressions and biases happening, 150 00:07:52,000 --> 00:07:54,200 Speaker 2: Like sure, those things are real, but how can we 151 00:07:54,880 --> 00:07:57,680 Speaker 2: create carbon space where we could be effective and to 152 00:07:57,800 --> 00:08:01,440 Speaker 2: slip out right or if it's happened at a rate 153 00:08:01,720 --> 00:08:04,240 Speaker 2: that's a bit much, maybe consider that we're in the 154 00:08:04,320 --> 00:08:07,600 Speaker 2: right organization and can we start to look and find 155 00:08:07,640 --> 00:08:10,640 Speaker 2: companies that maybe will provide less of that kind of 156 00:08:10,680 --> 00:08:13,240 Speaker 2: environment than we'll we currently have. So I do think 157 00:08:13,240 --> 00:08:16,720 Speaker 2: there's a sense of like self bootstrapping that we must do. 158 00:08:18,240 --> 00:08:19,800 Speaker 2: But I also do think that we also have to 159 00:08:19,800 --> 00:08:23,040 Speaker 2: be very keenly aware of what is a trend, what's 160 00:08:23,040 --> 00:08:26,080 Speaker 2: the market shifting to its and allto Again, it's gonna 161 00:08:26,080 --> 00:08:28,160 Speaker 2: be something that and ALLTM has studied for a return 162 00:08:28,200 --> 00:08:30,840 Speaker 2: to to office. It's something that a lot of companies 163 00:08:30,840 --> 00:08:35,560 Speaker 2: are doing across the nation. And again, the next five 164 00:08:35,600 --> 00:08:38,280 Speaker 2: to ten years, I think this will look like pre 165 00:08:38,559 --> 00:08:39,720 Speaker 2: COVID days. 166 00:08:40,400 --> 00:08:43,000 Speaker 1: Yeah, you said something there. I'm going to attempt to 167 00:08:43,200 --> 00:08:46,120 Speaker 1: eloquently formulate the question because you just had something that 168 00:08:46,360 --> 00:08:48,480 Speaker 1: sparked my interest, and that was, you know, these thirty 169 00:08:48,520 --> 00:08:50,679 Speaker 1: minute meetings. And I've heard this is kind of more 170 00:08:50,760 --> 00:08:53,040 Speaker 1: like a you know, just a way of working that 171 00:08:53,720 --> 00:08:57,280 Speaker 1: is efficient, you know historically at least in my experience, 172 00:08:57,640 --> 00:09:00,440 Speaker 1: my days in corporate which were not for me, but 173 00:09:01,960 --> 00:09:07,079 Speaker 1: people schedule our long meetings and and you just easily 174 00:09:07,120 --> 00:09:09,520 Speaker 1: said thirty minute meetings. And that made me think about 175 00:09:09,720 --> 00:09:11,839 Speaker 1: the way I work now, Like I do not accept 176 00:09:11,880 --> 00:09:14,200 Speaker 1: meetings over forty five minutes. I'm just I'm gonna ask 177 00:09:14,240 --> 00:09:16,680 Speaker 1: you to resend the calendar invite because I'm not doing that. 178 00:09:17,360 --> 00:09:22,440 Speaker 1: And it just made me think about the relationship between 179 00:09:22,640 --> 00:09:26,800 Speaker 1: your office and HR and how you work with people 180 00:09:26,880 --> 00:09:30,520 Speaker 1: and the I don't know if it's an integration between 181 00:09:30,559 --> 00:09:34,200 Speaker 1: the two or collaboration between the two departments, But how 182 00:09:34,240 --> 00:09:39,520 Speaker 1: does it work with your office and with people operations? 183 00:09:40,360 --> 00:09:46,640 Speaker 2: Yeah, and so it's so d I comes in many 184 00:09:46,640 --> 00:09:51,720 Speaker 2: different forms, right. There is the I that does community facing. Uh, 185 00:09:51,920 --> 00:09:54,920 Speaker 2: there's the I mean customer and community facing. There is 186 00:09:55,040 --> 00:09:59,679 Speaker 2: the I that is people I mean employee facing. And 187 00:09:59,720 --> 00:10:02,040 Speaker 2: so at Axon, I JEDI is. 188 00:10:02,679 --> 00:10:03,520 Speaker 3: All of the above. 189 00:10:04,400 --> 00:10:09,600 Speaker 2: But the largest part of where we find the most 190 00:10:09,640 --> 00:10:13,320 Speaker 2: opportunity in our company is through our talent acquisition. We 191 00:10:13,320 --> 00:10:18,720 Speaker 2: want to hire the best talent in all communities. We 192 00:10:18,800 --> 00:10:20,960 Speaker 2: also want to make sure that once that talent comes 193 00:10:20,960 --> 00:10:27,400 Speaker 2: to Axon, they have a culture is able to harness 194 00:10:27,559 --> 00:10:32,640 Speaker 2: their diversity of thought and perspective and produce betterformance. And 195 00:10:32,679 --> 00:10:34,160 Speaker 2: the last piece is to make sure that we have 196 00:10:34,679 --> 00:10:39,240 Speaker 2: colleagues and managers and leaders who have the capacity and 197 00:10:40,080 --> 00:10:45,720 Speaker 2: intellectual understanding on how to lead diverse individuals globally. And 198 00:10:45,800 --> 00:10:47,800 Speaker 2: this is not just about color or gender. This is 199 00:10:47,880 --> 00:10:50,200 Speaker 2: like folks who work from a different tree who have 200 00:10:50,280 --> 00:10:53,760 Speaker 2: different communications hos high context, low context, right, And so 201 00:10:53,840 --> 00:10:58,280 Speaker 2: for us that work is done within people operatings. Like 202 00:10:58,360 --> 00:11:02,280 Speaker 2: my role is president of Jedi and People Experience, and 203 00:11:02,360 --> 00:11:06,200 Speaker 2: so I have to be under the people operations and 204 00:11:06,360 --> 00:11:10,000 Speaker 2: under older Elizabeth who leads people operations here. That's on 205 00:11:10,520 --> 00:11:14,160 Speaker 2: because my day to day partners are head of Transition, 206 00:11:14,600 --> 00:11:17,520 Speaker 2: our head of culture, our head of internal communications, our 207 00:11:17,520 --> 00:11:21,440 Speaker 2: head of talent management, ahead of L and D. These 208 00:11:21,440 --> 00:11:23,480 Speaker 2: should be my partners on a day to day basis, 209 00:11:23,640 --> 00:11:26,440 Speaker 2: where our conversations I'm able to influence your thinking vice 210 00:11:26,600 --> 00:11:30,000 Speaker 2: versa and build something that is integrated in all that 211 00:11:30,040 --> 00:11:33,239 Speaker 2: we do and it not be like I'm this independent 212 00:11:33,280 --> 00:11:37,400 Speaker 2: third party like the CIA that has to work with 213 00:11:37,840 --> 00:11:41,440 Speaker 2: the state police. Some people do that in my work 214 00:11:41,480 --> 00:11:45,800 Speaker 2: for them, but for us, we find that unity and 215 00:11:46,120 --> 00:11:49,640 Speaker 2: collaboration in terms of being colleagues allows us to kind 216 00:11:49,640 --> 00:11:53,960 Speaker 2: of have a single strategy that has embedded work, and 217 00:11:54,040 --> 00:11:56,440 Speaker 2: for me, that seems to work a lot right. For example, 218 00:11:56,600 --> 00:12:00,360 Speaker 2: in my former company, I reported into the chief marketing 219 00:12:00,400 --> 00:12:03,920 Speaker 2: officer right now. It was great because I was really 220 00:12:03,920 --> 00:12:07,240 Speaker 2: really customer focused and community focused. Alls about like how 221 00:12:07,280 --> 00:12:09,040 Speaker 2: do we get small business doing better? How do we 222 00:12:09,080 --> 00:12:11,920 Speaker 2: make sure that black businesses are getting highlighted just. 223 00:12:11,880 --> 00:12:13,240 Speaker 3: As much as any other businesses. 224 00:12:13,360 --> 00:12:15,120 Speaker 2: How do we make sure that women own businesses are 225 00:12:15,120 --> 00:12:17,400 Speaker 2: gammed opportunities that other business are happening, right, So it 226 00:12:17,480 --> 00:12:20,040 Speaker 2: was very and I still also have the employee piece, 227 00:12:20,360 --> 00:12:24,320 Speaker 2: but the biggest piece of my budget was spent around 228 00:12:24,600 --> 00:12:30,439 Speaker 2: community and our partners, Whereas here it's a bit different, Right, 229 00:12:30,480 --> 00:12:34,079 Speaker 2: our customers are law enforcements and so for that they're 230 00:12:34,120 --> 00:12:36,040 Speaker 2: focused more on how to recreate a sense of safety 231 00:12:36,080 --> 00:12:39,800 Speaker 2: in our communities. And so that's a type of conversation 232 00:12:39,880 --> 00:12:43,720 Speaker 2: that I think it depends on the organization the product 233 00:12:43,760 --> 00:12:47,120 Speaker 2: and Sertagy provide or solutions you provide, and with that 234 00:12:47,200 --> 00:12:50,520 Speaker 2: information begin to align where you can make. 235 00:12:50,440 --> 00:12:52,640 Speaker 3: The most impact. And for us here as people operations