So I it's funny, as you were talking, I remember that last night, I had to go, I'm having sort of a family experience where I had to access the like family documents that I have in my burn proof bag. And so I was going to burn through a bag last night. And I gave her and I stand by this. But I came across this letter, or it was a memo from the workplace that I was in where I reported sexual harassment, maybe more than one time, and generally sexism. And they conducted an investigation and I came across the memo from it and just read it. And I was like, I don't I can't articulate to you why it's in my burn per bag. But I find it so funny, like the amount of times that they say, we didn't do anything, and we can't tell you what we did. But we welcome all future reports that you might want to give. And like I had specifically asked them not to do an investigation because it only seemed like it would harass other people. But they were like we talked to all these people. Like it just wasn't very typical memo. And it's very typical of what I see, when folks report to any kind of HR, any kind of organization that has a structure that it even deals with harassment, discrimination, they often go, you report in good faith, what you're seeing, the HR person says, I'm going to launch an investigation, and the person reporting sort of says, Oh, that's not okay, wait is who's going to be involved in that? Does that mean you're gonna go tell everybody that I'm having this problem that I'm embarrassed about? Like, what does it mean? And they, the HR person often says something like, Well, do you want us to just do nothing like we can't do anything unless we conduct an investigation, which is really not how we handle most other workplace problems. We don't investigate them. But because we have a culture of disbelieving people with any characteristic that's not dominant. So any women anyone who's not male, white, sis, straight, Christian bodied, able bodied, exactly. Anyone who doesn't have those dominant characteristics, we sort of start out not believing them. So we have to conduct an investigation and say, What did everybody else think about this, and then the investigation has some kind of result that usually is like, people had a lot of different experiences, everything was difficult to determine. And we couldn't say that any discrimination really happened or that anyone wanted to be discriminatory. You're welcome. And that feels like like the workplace doing something to the HR person, to the person complaining, and even to the person accused of something, it doesn't feel like resolution, it feels like a lot of added angst and bird anyway. So um, so just in reading that I that document was so much closer to me at that point, because to me, it was a statement of we're gonna continue to behave in the ways that we have behaved in the past. And it was an opportunity I given them to them to change and to me the memo was such a moment of word. We're gonna keep being who we are, and who you know, we've been the whole time. So I think Did you love that?