So you might be wondering if I'm giving you advice to only work on supporting one community at a time completely, and I want to share with you some of the concurrent efforts that the teaching well endeavored towards. We wanted to get rid of that binary thinking. We can take small actions to support everyone who needs it. But our deep dive, just like your strategic plan, is what guides your work when all else fails, this is the focal area that's your equity Deep Dive. But there are other actions you can take. A couple of concrete examples for us, when we started our racial healing affinity groups, it was at a time at the peak of the pandemic, when there was a tremendous amount of Asian hate and hate crimes targeting our AAPI brothers, sisters and relatives. As a stance from the teaching well and to demonstrate that we wanted to visiblize this crisis, we decided not to lump all of the pan asian community into one affinity group, and instead decided to have three distinct groups to make sure that there was additional community that they saw that we were allocating resources and that there were highly skilled and trained facilitators who shared their identities, who could hold more complex space. We had an API and Polynesian group. We had a South Asian group, and we had a SWANA Mina group, which is our middle eastern and northern Africa, just an incredible group of beautiful humans. When we wanted to demonstrate our pro indigenous stance, we didn't want to just make land acknowledgements. Many organizations are stopping at the land acknowledgement it's important to know whose land you reside on it's important to honor natives are still here, and they will rise and thrive. But for us, going beyond a land acknowledgement meant that actually we do what's called land back donations. When we did our racial healing affinity groups, we made sure that we made a concrete donation. Yes, nonprofits, you can do that to all three tribes represented in our facilitator team, as well as to a local group to honor the Ohlone people, because this is the origin place of the teaching Well, Oakland, California, to visiblize the access needs of our latinidad community. We took concrete steps to begin translating our curriculum and ensuring that we could offer all of our services in Spanish, because sometimes people don't want to have to code switch or linguistically switch while they're accessing deep healing. Healing in our home language can be a extremely restorative, connective and liberating experience. And no, not everyone in the Latino community speaks Spanish, but for the ones that do, we wanted to make sure they felt at home in our services. And finally, we really started to work on articulating benefits for parents as a subgroup. If you haven't heard, go back to those original podcast episodes with We Are For Good. We talk about the first year of life. During that entire year, we want to promote nursing and bonding and connection, because the mental and emotional and spiritual health of the birthing person is deeply. Connected to having time with their baby. So we would provide resources to ensure that those folks for any mandatory travel were able to bring along their baby, as well as a care provider while they covered the travel of that care provider, we provided lodging and food for as many incidences as occurred with mandatory travel. There are also other small steps, like late start work days on the first day of schools for any parenting teammates. And I could go on and on, but my point here is that I'm not advocating for you to only work with one group. I'm asking you to get clear on which group you need to go deepest towards, and what other concurrent efforts you can lead as a human centered organization to meet the needs of the staff you have right now. There's a incredible power. There's a potency when teammates see that even if the struggle isn't theirs, the struggle will be met with compassion, care and community. This is the difference between thought leadership and change leadership. Y'all, it's not about having the perfectly crafted message on your website. I love your equity commitments. I'm not sure you're living them. It's time for action. What's coming through me in this moment is that we need empathy and action, not sympathy and shame. Don't feel bad for the folks in your org. It's time to link up in solidarity. So you may be wondering, well, what is this year's deep dive at the teaching Well, we have been focusing on becoming a queer safe organization, and yes, it started with a study of some of the strategies that promote psychological safety for queer identifying professionals. We do share our pronouns in writing and verbally as an identity forward organization, but we did a study at our last winter retreat, really asking the team, where are there indicators of success and belonging, and where are there areas where we can all improve internally or to externally, fortify queer teammates as they're out in The field? We worked really hard this past year to attempt to better align staff identities with client needs. We've seen a huge uptick in queer, trans, non binary folks requesting wellness coaching or mental health therapy through our programs, and whenever possible, we want to provide safety in affinity, I'll name we haven't yet figured out. How do we diversify our reproductive rights beyond a parental leave in some of our policies, and that's a place that we are really watching. We made sure that for parental leaves, it also included foster and adoption options, but we also know the cost of fertility interventions is very high. This poses a financial inequity for queer teammates, potentially, if that is the route that they're seeking. So we haven't landed. We haven't arrived. It's something that we are researching, and a commitment that I have is anytime we add and codify a policy, I want us to be able to financially sustain that support, so that it could never be pulled back. So there is a cautious advancement in a human, centered leader that's not just reacting, but is responding to the need of the staff, stewarding finances, appropriately, doing thorough research to ensure that once you launch a policy or practice, it's comprehensive and effective and research based, it's that balance of of heart and head work that's needed to demonstrate your values in action. A quick plug, our first ever offering. We are hyped about it. In the new year 2025 we will be launching our first ever national queer affinity group for educators. TK 12. We know they need space that is safe, and we're happy to provide that opportunity. So check it out. Keep tabs on our website. We're excited to bring in a new element to our affinity work. I want to close us out by just saying, this is the work. This is the work. Young people in our communities are watching us. They are more progressive, forward thinking, creative, innovative. They want to feel like they can bring more and more of themselves and dedicate less and less mental and emotional energy to masking fitting inside of a box. They want work that liberates, not work that consumes their entire life to be. Responsive to the next generation in our workforce, we have to figure out ways for both the business to thrive, for collective teams to find authentic, true balance and effective collaboration, but also individuals to feel like who they are and what they bring, the gifts they have and the potential of their impact is truly embraced. So a couple of affirmations that might inspire a bit of practice or reflection in the coming days and weeks, I will not contribute to the oppression Olympics, I'm steady and values aligned. I can hold boundaries and heal from prior employment trauma. My rest is resistance, collective liberation starts with me. For this session's homework, I'm inviting you, especially those of you who hold leadership roles, check out our pro black audit. We're going to make it accessible so that you could insert truly any identity sub group. But here are two question lines for you. Who is most on the margins in our organization?