Absolutely. Thank you. Well, when Steve talked to me about being on the panel and and I wanted to be very upfront with him to say well, you're talking about er, G's and affinity groups and based on my experience, I believe that er G's affinity groups, Business Resource Groups are very effective, particularly with a strong governance and perhaps in really mature organizations from a culture standpoint, but I have spoken on many panels where I'm often the minority that says, I'll do er G's but Diversity Council if you consider it, when you have an event, let's take pride, for example. And you have people who come together to say we're going to support the LGBTQ community and Piedmont healthcare do that, then people who feel a part of that will work on it. Well, one of the first things that we did when I started last year is I said, we all should support product, because these are our patients. These are our providers. And we're saying that Piedmont supports its employees. So even people who were not a part of that group came together in the Diversity Council model because you can be more than one thing. You could be an African American, male or female. veteran somewhat especial disability lbgtq you so many things. And so that has been the model that I have utilized my previous organization and now at Piedmont healthcare to say we're saying everybody can be a part of the Diversity Council. So how do you become a member? One of the things that I was really keen to when I joined Piedmont healthcare, people will say, Well, is there an application? Do I need to submit an application like I have to do to be a safety coach or this or that? I said, No, because an application could symbolize I'm going to pick you, or I'm not going to pick you. And again, it's all about diversity and inclusion. So you don't apply. There's an interest form that we ask people to fill out. So just stay, why do you want to be a part of the Council. And as long as the individual did not have any type of, you know, HR, disciplinary, automatically, you are on and people will say, thank you for picking me, Joanne. No, you picked yourself by saying, I want to be a part of something that's bigger than me. And originally, my goal was that I was hoping we'd have about 150 people across the healthcare, we had about 23,000 employees, who would say, sign me up. I mean, I want to work with you, I want to understand, because it's celebration, and it's education. So we can't just celebrate, but we also have to educate, why we're different how our differences can come together. The first week, first day, I had 150. And right now, we have roughly 500 people who said, I want to be a part of this. And so so that was sort of the Genesis behind it. I tell people all the time, again, I believe that there is a place for people to say, hey, I want to associate with this person. But for me, I pretty much know how most African American women feel. But I want you Lydia to understand the nuances about me. I'll just say this briefly. I met Carrie Lam, because she was my instructor and new leader orientation. And I connected with her and she'll talk more about her story about being from South Africa, some of the words she says. And so I was intrigued to learn more, because my mind I think of South Africa, I remember the days of Nelson Mandela. So we can all learn from each other. So we're finding that through this council, and it doesn't matter what your level of the organization is, the only thing that I asked is that if you are going to be a chair or co chair, that you will be a non people leader. And the reason is because we can also use this for promotion and mentoring, to give other people an opportunity to learn how to lead so that they can grow in the organization is to Carolyn is one of the people but it's been amazing the last 10 months.