statistically, it's also a scenario that people that are thinner, make more money, and men or women that are thinner, make more money than women that are larger. Race can play a part gender can play a part are those things can play for I don't take in any of those things, because that is a problem. I bet me to solve. And the idea for me really is about doing appropriate research. If you bring research if you bring data if you take the emotionality out of it, and really just talk about it at the level of numbers. When you talk about how you do your patient care when you talk about the outcomes you achieve. When you talk about the revenue they bring. I would always be very interested I'd be like hey, what exactly am I billing every month? I love to do that I love to correlate what I'm billing. I also like testimonials from patients. There's a lot of things that you can collect over time, but because of the fact that you are in a marginalized space, you do have to collect data first. Before you can just go and approach the situation it will reduce your anxiety. It will reduce your nerves because everything they will bring to you you will have Have a substantial set of research to help support you, in the spaces of SLPs as a, as an entire whole. I appreciate and love the fact that white women kind of take the charge, but white women are genuinely catered to historically, in in all spaces they're in, because they were the spouses and the mothers of every white man that makes any type of decision. So you're going to encounter them having more successes in being able to ask for something and receive it. We are the silent laborers, we are the ones that do a lot of the work as black women without any type of recognition, historically, that is ingrained in this society at the basic level. So when you take away the fact that you don't want to be considered a certain thing, which is really just a narrative, and not actually what we've ever been, if we were really aggressive, we would probably have ended this country in a manner that was really uncomfortable. But because we speak with such transparency, and not docile, and not, we speak very bluntly and directly about things is perceived in this manner of quote, unquote, aggression. So we kind of have to move a little bit differently so that we can understand just how catered to the your boss, for example, as an SLP, likely a white woman, she doesn't understand that kind of language. But when you go this this, this this is that, when you kind of discuss it in that manner, it allows you a to not feel anxiety, because you're bringing the honesty, now they can deny all of those things they can be like, we don't even care about any of those things. And you can fail, failure and advocacy for your pay is absolutely possible. I've had those moments as well. That is not the point. The point is to take yourself out of the space of being fearful that what you're asking for is a problem. It's not a problem, you're not aggressive, you're not an angry black woman, that's not what you're doing. What you're doing is indicating, here's what I've done for patients. Here's the historical data about what we make as SLPs. In general, here is inflation. Here is what CEOs make, here's what see, like when you bring all of that to the floor, and you indicate the cost of health care, itself has significantly grown, and you are a healthcare provider, you have to be in correlation with that. And if there's no changes in the SLP salary, you can bring that and say hi, from 1990 to 2023. This is the cost of Harris healthcare growth in correlation to the SLP salary. This is the SLP salary. I understand what I'm doing in terms of service, you also have to know how much you're billing how much they're getting from you as a laborer and all of that stuff, correlating all those things. I knew as a recruiter that I made my company $1 million in six months, or I'm sorry, nine months, nine months of working for them. I understood that because they were very transparent about their business, your boss may not know that information, which is why you have to have meetings with C suite people, they're not going to respect you, they may not even be interested in having this meeting. But when you also couple it with the turnover, everyone that keeps quitting everything that you keep seeing all of that, that is just like, we're going to plug somebody right in, and it makes you more of a churn person than a valued member. And so they don't recognize the importance of that. You do have to kind of bring the data to it. How much does it cost you to train somebody? How much does it cost you to orient somebody? Yes, their salary is low, how long are they going to be sustained in this business? What would it cost you to sustain me, make me happy and have an expert do the job. As we grow in speech language pathology over the years, 510 1520 years in the profession, we're actually less appealing because we are able to have these conversations we are able to bring our expertise, it becomes a difficult conversation because they would rather have a seat F that they can mold and adjust and keep it that low financial place. If we start earlier in our careers, to be able to speak intelligently about why it benefits patients and why it benefits read. revenue, then it becomes a situation where they become too, they perk their ears up. But you do have to explain that to them. Because they don't know the revenue of having someone who can help a patient within 234 weeks in comparison to another sop that might take 610 12 weeks, they don't know the financial benefit of that they don't even pay attention to that. So you have to pay attention to that. And you have to have those discussions that way to allow yourself to be empowered in your ability to have these conversations.