I think there's a lot of things. And again, I mentioned that book Inclusion Nudges. And I love as they talk about our brains and how our brains are wired when it comes to talking about biases. And so I think that on one hand, there's some things that are automatic in our brain, unfortunately. And then there's some things that are learned that are behavior based. And I think if we can focus on understanding how our brains are wired, I think this will be an easier process in general, the problem that I've seen is folks think by doing, you know, bias training and doing all these different things that it's going to fix it and I don't know, if you've seen in research, it actually can make it worse. Depending on how they are doing, especially if they do it, like once a blue moon or once a year. This is like I tell my clients, or if I do trainings, like, you know, understanding the roots of unconscious bias or understanding the work that is ahead of us, when it comes to DEIJ is internal first, it looks it takes looking at ourselves to really do any impact in the workplace. So I just have to err that, like thank you, you can read all the books, you can, you know, go to all the trainings, but if you're not practicing this in your personal life, it's just going to be harder for you to practice in a workplace in a work environment. So that's PSA number one. Got that done. But I really think you know, what folks have to remember is, it starts with also the head. So if the leadership, you know, the ED, the board, if they're not on board, no pun intended, then it's really going to be very difficult to start this work in this process in the workplace. And when I talk to clients, and I do culture assessments, I always ask questions, especially with my nonprofits, what is the relationship, like between the board and staff, if DI or DIJ, is important to the staff. But yet it is not important to the board good luck, if it's important to the staff and the ED could care less about really doing the work and embedding these, you know, these processes and really diving deep and making things equitable and inclusive, good luck, it's going to be very, very difficult. So really, it comes down to you know, how deep do you really want to take this work? How are you going to foster this kind of environment? And also, my third point would be accountability. How is that going to look like within the organization, if someone is doing some of these things, and not correcting their behavior, if they're saying slurs if they are making folks uncomfortable, and not willing to correct and learn and educate themselves? What's the consequence for that? Or another option is how are how are you going to keep these efforts in the forefront? Are you going to have a committee with staff, board and leadership, who are going to make sure that there's trainings happening all year round, that there's resources for folks to refer to and utilize and have access to, you're bringing in experts to come in and share their, their knowledge, their ideas, and to help move this forward? You got to have buy in from everyone. You know what I mean? And so, you know, that's, that's what I see. I see a lot of folks talking the talk, but not walking the walk and then not willing to look at themselves, and also not willing to have any, any sort of accountability from anyone. So that makes it very, very, very hard to start this process of process of de-biasing the workplace. If you're not even willing to look at yourself, and you're not willing to even create a space for that to be fostered in the workplace, then, then good luck to you. It's going to be very difficult.