AACRAO 2024 Highlights!

Portia, Tashana, and Ingrid walk through some of the sessions they attended at the 2024 AACRAO Annual Meeting that focused on DEI topics. This year's conference was a reminder of how important it is to be in community with colleagues, and the ladies look ahead to season 3 and the need to dig deeper.

An important show note: 
This session was originally recorded at the annual meeting and included several AACRAO attendees' thoughts on self-care, DEI resources, and what makes them feel included. Due to technical issues with the recording track, those conversations are not available, nor is the original recording of this conversation. The ladies extend their sincere apologies for that loss and extend their gratitude to those who took the time to sit down with us and share their thoughts. 

Transcript

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This is not an opera. This is not a ball, this is homecoming, this is a family reunion.-- This is homecoming.-- What Ingrid is referring to was the Coachella homecoming performance.-- That's not a HB. See you home comments.-- Yeah, the basics is the band. You got the majorettes which she had all of that. Tashana. Please. I know this is, this is not that podcast, but you will easily make. Are you snoring? Hi Acro community. Welcome to another episode of Herd. This is Ingrid Nuttle and in today's episode, you will hear Porsha Tashana and I reflect on some of the sessions we went to at the Acro annual meeting and thoughts we have for the season ahead. I want to note that we actually recorded the same episode at the annual meeting in Columbus. And at that time, we had the opportunity to sit down with many of you to talk about your tips for self care, what you do to take care of yourself in distress and also de i resources that you wanted to share with the community. It was a really great conversation at the annual meeting. However, due to some technical difficulties, we do not have the audio from that conversation. So I wanna make sure that I put out there into the universe that as we look to the season ahead, we really wanna make sure that we have an opportunity to sit down with many of you and talk about what you're doing. It was a rich conversation. It was such evidence of why Porsche Sean and I want to do this work. So please note that as we move forward with the next season, we're looking for more opportunities to sit down and connect. But without further ado, here is the conversation we had redoing our reflections on the 2024 Acro annual meeting. All right, let's get started. How can you call out for help or reach out for help? Is, is hr there for you? Are they not there for you? Because I think we all know what that answer is. Um She also talked about Exit Interviews, um actually giving that feedback there. And I, I, when she commented when she said that I made a comment and I was just like, how do you get over the fact of I don't want to do no Exit interview because you're not gonna change it. You know what I'm saying? It's not gonna be changed. So what's the purpose of me wasting any more time with you all? There is one thing that she did point out which this has been on my mind since I probably started working. Why can't employees do a performance evaluation on their supervisor? Why does their supervisor, which is often time like the provost or somebody like that do an evaluation when they don't hardly work with that person on a regular basis? So why can't the direct reports and or staff evaluate their managers? So in my previous positions, we kind of did that on an annual basis, we gave not necessarily my boss, but like for me, um we would give the names of people who we wanted our bosses to reach out to or we would just put it wide, wide open to everyone. So like I would write my whole team. Um So my not just my direct reports but like all of their direct reports and be like you, this is a part of this process. Um You can contact Stacy and reach out directly to her about my performance. Sometimes I've done it in official like a Google form, like creating a Google form so that people could do it anonymously. I've done it like a few different ways, kind of like an ongoing mini 360. I do think that is a really good practice but I think the higher up you, I just, I do wonder about that Tashana, like the higher up you go, I think there is a part of performance that is, are you making my job easier if you're making my job easier, you're doing a good job and if, and maybe I don't pay a lot of attention to how you're doing it. And if I don't hear from anybody, I assume it's going well, I think the higher up you go, the easier it is to kind of get lost in thinking about what kind of an impact is this person who is making my job easier? How are they doing those things? Do I care about the person four levels down? And I think that like good leaders do like good leaders have some way to be visible through even if it's in frequent skip level meetings or something with the people who like they, they make themselves accessible in some way to people in order to have a connection to how people are leading like a system of humans doing work. I, I totally agree with you. Yeah, because it's not only um because just because one person may lack the constant check in or, or in your case, like you just said, like I know you're doing your work and you haven't reached out to me. So that's fine. But there could be someone else on your team who that's not fine with. They are doing their work but because you don't check in, they feel some type of way. So it is knowing each individual person and how they work and, and addressing that. So yeah, hopefully we can get Kristen on here. Definitely, we'll reach out to her to see if she can come on the show and hey, Kristen, if you're listening, reach out to us too. Uh I think uh one that I went to that I thought was really good and I was so happy to see and be there was um the a round table with H BC US. Um For those that may not know H BC U means historically black college or university. So they were present and I loved every bit of that. Um These uh this round table was led by Keisha Campbell, executive director for Enrollment Services and university registrar at Morgan State University. I knew you was gonna do it this time. Doctor Reginald Garson, who was associate vice president of University Maryland Eastern uh shores. He is a uh associate Vice President of Enrollment Management and student experience and intern registrar into Tashana again, who, who and Doctor Kimber Lee Sanders, assistant VP for Strategies and at Prairie View A and M University. So yes. Um I thought it was really good. I know that. So uh the reason why I felt that this is good, it was my first conference. The goal was to try to get more H BC US present in Acro and to see and that was about two years ago and to see, you know, here we are with a roundtable session. So you had people in attendance that were from Clark Atlanta, which was awesome again to sha to go right for those that don't know, just trying to got connections to all these places, which is awesome. Um It was people there that, you know, may have been from schools that wanted to learn how to connect more with H BC US. Um It just gave space to talk and I thought it was an excellent idea. Um I do not work at an H BC U but I am an alum of an H BC U Tennessee State University. Thank you. Yes. Who, who? So it was just great to be in the room and to hear people share ideas and to uh talk things through and just hear that um if you've ever been to one or know of one, the approach is a little bit different on an H BC U campus. Um a lot more not to say that other schools aren't like this but uh is it just a lot more hands on a lot more of family, family feeling? Yeah. And you don't have no relation to the person but that's, that is what it is. Um So it was, it was good to, to hear everyone share talk and think of more future things for Afro and H BC U to, to uh collab together. So I thought it was really great and I would actually love to have some of them on the, on the episode too to talk more because I wonder do those, those students who attend, go through something different or something that we don't know or something that we can use in, in research schools or, you know, big 10 schools like something. I just, I just don't know. I feel like if we lay it all out there on the table, it can help someone. So we'll stand by, we may have a H BC U interview coming up soon. Not to put out too many details. Stand back. That is great. Did you, did they talk about the impact of the affirmative action decision over the summer on like how H BC us will or won't be responding to that? That is a good question. And honestly, I don't remember that, but that doesn't mean it doesn't happen. But then I'm thinking about it like, how can you take somebody's like you does that mean like you just wiping the whole school away? Like how would that work? Like it is nothing but living and breathing, you know, diversity there? Um So, and that, that's another takeaway um For those that may not know H BC U because it's historically black does not mean it's only for black students, it's for all anyone and everyone can apply and go and attend. I highly recommend you try to step on somebody's homecoming game and, and, and experience that at the very least. Um I know that side talks, we have uh try to, we're gonna try to plan an H BC U homecoming to have Ingrid come tell me what this is all I know about homecoming is Beyonce. Like all I know is about Beyonce.-- That's like that is kind of like that-- is an accurate statement. And let me tell you why-- because it's based off of H BC U homecoming.-- I disagree with you, Porsha. I would not think Beyonce is an accurate for homecoming. I would think more goodie mob outcast. That's more good mo coming because that's Atlanta-- but even-- I would even do,-- she's coming from Texas.-- But no, this is not an opera. This is not a ball, this is homecoming, this is a family reunion. This is homecoming.-- What-- Ingrid is referring to was the Coachella homecoming performance.-- That's not an H BC U. Homecoming.-- The basics is the band. You got the major. She had all of that Tashana, please. I know this is, this is not that podcast, but you will easily make. Are you snoring? Yes, snoring. I cannot believe I say at Coachella. Oh my goodness. You know what? Let me calm down. Um Oh gosh. OK. So the basics are, you know, you got the huge band and we are very performative. Um You got your majorettes and that's who you saw there. Her dancers were mimicking all of that. Um And you just got a AAA pro-black event. Now, if you actually go to each different campus, they're gonna have each individualized things that they do and traditions, which is why I felt like the China has mentioned some, some great Atlanta artists because in Atlanta, that's what they have. Um In Nashville, we didn't have that. We had, we, we love our band, aristocratic bands. Um We love our, our um are major s we love the school. And what you really get is, is still the sense of people who were there coming back home and celebrating through football, through bands, through gatherings, through cookouts, through all kind of stuff. And it happens throughout the whole weekend family reunion. I didn't attend the H BC U but I did work at A H BC U for over 10 years and actually was uh I worked at one but we were in a community of other H BC us. Um shout out to the A UC um in Atlanta. So I did experience and I actually took classes while, you know, when I was doing my undergrad. So I did get to experience a lot of homecomings and it's just like not a Beyonce homecoming, but it's more like a, a down to earth family homecoming hamburgers, collard greens, whatever they got on the truck-- to eat-- on stage. Is that what she was missing? No, she was performing. She barely got in the outfit because she didn't have babies. Oh my God, I can't for the, for the listeners, Porsha is pushing the vein back into her skull and Jan is trying to make it come out. Oh, I love it. Hilarious. But yeah, so that was, it was a good, it was a good H BC U roundtable and I loved everything about it and I can't wait to have future future presence of H BC. Us out there in Acro. I think the for the record podcast did, I should do a shout out, I think for the record podcast did do um There's an episode on H BC U. So I want to make sure we uh circle back to that and listen to it so we can build off of that conversation too. Um I can talk about what I did. I went to. So um I was doing a lot of presenting this last conference. So it was my attendance was restricted kind of by what I was able to get to at the time. But I went to a session um accessibility and inclusion considerations for students, faculty and staff in the deaf and hard of hearing community. And it was presented by Andrea Houston from the Ohio State University and Rhonda Kitsch at Cornell. And a few things about this session. I went to it because um it's a topic I know precious little about and I will just kind of own that I don't think about. Um I think about accessibility and inclusion from a technology standpoint, a fair amount. You know, we had that. We, we've done a previous episode on that and like how you take accessibility into consideration when you're thinking of technology. But I wasn't, I haven't really sat back to think about the policy pieces or um the overall student experience, I would say at a high level for um deaf and hard of hearing students or, or faculty or staff. So the presentation kind of grounded everybody in the law um and what laws are in play and kind of where rights reside um and who's protected by them. So that was like a nice grounding piece of the presentation. And then they talked about um the difference. So there was a slide in the presentation. What is the difference between de with a capital D and deaf with a lower case D? Um And Andre and Rhonda, I'm just gonna kind of pull from your slide a little bit if you're listening. So um deaf with a lower case D is used to describe anyone who has hearing loss, typically used to refer to people with moderate to severe hearing loss and deaf with a capital D refers to people who have been deaf all their lives or since before they started to learn to talk. And this is one of the things that um that I think is important to remember is as like you, not everybody is born with, not everyone is born deaf. Some people become hard of hearing or deaf later in life or hard of hearing later in life. My um I have members of my family, right? That just got hearing aids and, and it was totally like a different experience. So those people don't know sign language. Yeah. And I've also heard that they don't, I won't say they, but I heard that it's, people don't always associate themselves with the deaf community. I, well, and that was part, that is part of what? So with deaf capital d um, that community identifies as culturally deaf and tend to be engaged with the deaf community. So that was, again, I'm still pulling from Andrea and Rhonda slides, they tend to communicate in sign language as their first language and it has like its own culture and sense of identity. So that's deaf capital D and that is I, so this like was a really important nuance distinction because at least for me, when I think about the broad range of people that I work with and serve and communicate with, I just think of how large, like if you're taking both of those definitions into account how large that population can be. And that, of course, like I might myself could be affected by it someday. Um I have, again, like lots of family members who have a variety of issues with their hearings that affect their ability to participate in conversations or like, understand what people are saying. And that was so one of the really powerful things that Andrea walked us through was a simulator and I didn't look to see if you can like access this online, but it was a simulation where there was language that was being read through a speaker and you were listening to it, it was a conversation between two people and you were listening to it as though your hearing were normal. And then you could click a button that would have an effect that would layer over that conversation. So you could hear what it sounded like for someone with moderate hearing loss or severe hearing loss and like essentially like that on the way that someone would be experiencing that. And then we reflected on what that was like and it was really sobering for me because as we were listening to that text, it was a fairly long piece of text. I just, when you can't hear the words, I just wanted it to end, like I just wanted it to be over and that sense of exclusion and that sense of being kind of left out. It just made me think about the impact that that really has on the experiences of people who we work with, who we serve. Um And in thinking about, you know, so we went into strategies for managing that. But the big takeaway for me was that awareness and trying to break habits that I have that I don't even think about as being able list or as being exclusive, like how intentional you have to be to do that. And I think simulations like that, like going through that regularly and reminding yourself of it can, can help you become more aware. It was super powerful. Um And um and meaningful and I told, I told Rhoda as much. Yeah, I mean, well, first of all, you know, um we love us from Rhonda. Um because I felt like she was like one of the first people to actually like, congratulate us on this podcast and just talk, talk. I mean, I was just like, who is she talking about? How great she had talked about us in this, in this podcast. And I've worked with Andrea and she's an awesome person. So I'm, I'm so glad you got to, to, to hear this and share this information with us because I'm actually like, dang it. I'm gonna have to go through those slides to, to see through that. I know when pan, when the pandemic hit and everybody was switching to Zoom. I was wondering how and was there anything that we needed to do in zoom? But even in zoom, we don't have, make it a custom to have closed captions. We don't make like it is a lot of things that we just assume and you just assume everybody's like me and keep it moving. But then also, like you said, what stood out to me and also we've had this guest on Whitney West and when she talks about disabilities, she's like, everyone will encounter something along their life. And I'm like, you don't, yeah, you never know. You never know until, you know, and it's, and I wanna know beforehand. And I'm like, how can we get there? Shout out to Doctor Whitney. Yes. And Doctor Tiffany Robertson also who we interviewed, who is now an official and she had some good sessions. It was so great that it's, she had a workshop and thinking about building on that. So that was, that was a good thing. But um was there anything uh Ingrid that you walked away with from that session that you wanted to? Yeah, I think so. One thing was circling back to um we way early interview, we had done an interview with Keith Mays at the University of Minnesota and we were, it was about the history of de I and we had this question of like, what can we do? And he said, I think a place to start is language. Uh I would say a big takeaway from me is language either that like that I speak that people speak or in policy around hard of hearing deaf and hard of hearing people. So there was a what term should not be used to refer to deaf and hard of hearing individuals, piece of it. Um And one of two of them stood out to me as like things that I sort I like would think about as being offensive. Um But one of them was hearing impaired and I did not like that never would have occurred to me a hearing impaired to me sounds what I, you know, sounds quote unquote fine, but in hearing about that and recognizing that the things that I might assume are fine in terms of language are not. OK. So that was one big takeaway. How can I look at policy or look at language that I'm using? And how can I involve the community that's affected by like a broader range of people to be like, what is the right language for us to be using? I think we've made progress on this on the um like pronoun kind of space. But I think like extending that circle more is important to use more inclusive language. So that was one takeaway. Um I think the I already sort of mentioned the um like thinking about that sim like how can I expose more people to that simulation so that it's just like a little bit of a light bulb moment? That would be, that would be another one. And there was a link, if you go to the slides, there is a link to the simulator in the slide deck. So I'll make that call for as long as those slides are available. Um The the other topics that they talked about were like thinking about things like campus visits, classrooms, commencements. Um You already mentioned like Zoom chat, like what kind of functionality is there to be more inclusive orientations? Um What are we putting on our websites in terms of videos, how is your institution handling or is it handling priority registration for students with approved accommodations, things, things like that. So those are like lots of big takeaways there for me. And I think expanding the circle of um identities, it just like that continued thing that we're doing. What are all the identities we could be um talking about lifting up, thinking about as opposed to um some sort of, I have one of my close friends, she's actually going through to be an interpreter and she tells me things like even your facial expressions can be offensive. So, you know, and like you said, it just brings more awareness to me to break bad habits. But the way you move your eyebrow has a whole totally different meaning than if you don't move your eyebrows. So there are very, those are sensitive topics and we do need more knowledge on that on a wider scale, not just in education, but across the just everyday living. Rhonda talked, Rhonda talked about how important body is and like face is to communicating language. Like when you're actually signing that you, you sort of like emote your whole, what you're the, the feeling that that sign is creating as a part of it, which is why the visual like being able to see for people who use sign language, being like being able to see that person um is so important to communicating, like to the language process. Sorry, Porsha No, it's fine. I was, I just, you know, hearing you to talk about that. I remember my, my exposure to signing real close up and personal was in church. So I was in the choir and you had a signer on the side and I would always like, oh, I wanna do that so bad. And I know they went through training. I know you have to, you know, do a lot and I wasn't mature enough to understand then, but you couldn't have nails like the nails that I'm accustomed to having because it was a distraction and I was just like, like, it didn't make sense to me like what it's nails like I should be able to. But I, it is not about me. It is not about me. It is about I'm the vessel to communicate to someone. So I, I totally get that and understand what you're saying with body language and everything. Yeah. There's so much opportunity to, I don't know, be in better community with people. I think that is like, that's the thing about this conference is that um being able to connect with the ideas that people are having about what other people need to hear about is the thing that is so energizing about going to acro um I made an effort this year to go to stuff I wouldn't normally go to. Um And to Shai, you're saying you did too. I did too. I, you know, made it, my business to go to things outside, like the digitization and financial aid stuff and although it affects me, it's just not my area but I, you know, just needed to know I went to a graduate and professional school round table and I've never, like, I've always only been to the, the large school registrars round table. But I was like, I, maybe, I mean, we have graduate programs, we have professional programs. Maybe I can get something out of it. And it was fantastic. It was, um, I don't know, I think putting, I, I have made a mistake, I think, or, um, maybe not a mistake, a limited view. I have gone when I have gone to Acro in the past, I have gone to things that feel like they apply to the world. I know and skipped other things. And I think my takeaway is that I'm missing an opportunity to think about serving. So I should be going to, um, I should be learning about processes that I'm not involved in and about problems that I think I quote unquote have solved. Like, that's my big takeaway. And if I could, could encourage people to approach, approach acro one way I think it would be that go to at least one where you're like,-- we don't do this, but I'm gonna go anyway.-- Yeah. Yeah. I, I went to one and I was thinking like, wait, did I do that? But I did, I went to one that uh rocking rock hall did, we've had him on the show as well and it was him and Chris Hung and Michelle Weller, all great people. Um And they had one which does not apply to me, but I'm like, why couldn't it? And it was um too quiet or too loud, a candid discussion about leadership style and culture context and this was dealing with um they're all cc suite level execs, you know, and, and, and, and what they go through. So, so we talked about us to sha in the session that you were, you know, with destructive leadership, but then we don't even think about, well, what is the leadership going through? They have their issues as well. So it is all, it's, it, it's a do no domino effect, you know, if, if leadership is going through some issues and Rob put it very well because he made a comment. He was like, I'm the only brother. He was like, it's not that I'm out here and there's like AAA secret waiting room and I can go and talk to the other executive brother like man, this is, he was like, no, it is just me. So I have to maneuver and, and, and do things in a manner that doesn't upset someone and all. So it's just like it is all a trickle effect, you know. So it gave me a good perspective of what their lifestyle is and how hard it is once you cross that leadership threshold and become that executive level and it's, it's a different ball game up there. It is a totally different. Ok. So they had some really good insight and again, I'm not part of that. Do I want to be? I don't know, but they gave me insight so well. If you allowed me to evaluate my manager, y'all might wanna be having all them problems up there joking. I'm just saying push of that ties to one of the things that brought us all together is the webinar you hosted at this point literally years ago. That was about me years ago. You were, I didn't say you weren't 21. I was OK. I know I'm not gonna not even, I am a proud former four year old person too. I, you did, you did the, the webinar for the black caucus on why people were leaving, why black leaders were leaving the profession? Or I think one of the things you were pointing out is even when you get that role, you don't stay. And I think that was like one of the things about that session that stood out to me, it wasn't because it wasn't just about visibility. Do you see rock hall in that position? It's about who else is there and what does that community look like? And the things you have to do along the way to get there to fit to switch to fit to what, to try to change, to make a difference, but also to make sure you're navigating. And do you have the sponsors or do you have the community, like all of those things, they don't come free, they come at a cost of something. And that cost is generally borne by the person doing the work. And, and it's, it's sad. It is sad because if, you know a recent, uh, to, uh topics that we hear about in the news about, you know, presidents stepping down um and unfortunate other incidents going on. But yeah, which, which led to another great session on, on Wednesday the last day. And it was real talk, black women in higher education. It was literally just putting it all out there saying everything, what we're going through. This was uh led by our wonderful Sarah Reed uh University Registrar at UC Berkeley, um Doctor Tina Dine Woohoo, our Afro executive and Marissa Darby E Edman. I'm so sorry if I'm not pronouncing your name, right? But um assistant vice president at University of Dayton. So that was everybody just letting it go and breathing and it was a really good, a really good session. You had allies in there. You had uh black women just talking and, and saying the highs and the lows and it was, it was really, it was a really good session that I think that regardless, like I said, there were allies in there and regardless if you're not a black woman, you can come in there and, and, and listen, but it's not for you. You know, I know that Ingrid, you, you take that philosophy, uh, very to heart where like I'm here as an ally and I don't, I'm not here to, to, to control the conversation. So it was, it was really a really good conversation that could have gone on for hours. I, um, I'm so sorry, I missed that session. I, um, I had to leave the con, I had to leave the conference to catch a plane, but I do think I'm, I'm really grateful that Acro has prioritize that kind of space and, and same thing with this podcast. I mean, so I guess I'm thinking about what we do going forward. So this, we kind of like our kicking off our third season. Um, we had some adjustments to our calendar. We've had some friends, we've had some technical difficulties. We've had some changes to the calendar. We've had some changes in job changes in life, right? So how do, how do we want to show up, um, for conversations? What kind of conversations do we need to be having this season? I think we need to dig deeper. I think we honestly need to dig deeper. I think these past two, uh, seasons have been great. I don't want to take away from that. Um, but that was surface scratching and I feel like we need to now get, get into the nitty gritty and, and find people who are comfortable and talking about it, getting co uh, getting uncomfortable so that we can get comfortable in talking about it, you know, busting, busting the, the, the norm and really talking about some things. I don't, I don't know specifically what topics. I know. I feel like I, I really, we really need to get the, um, I, I, what's weighing heavy is the LGBT Q plus community. Uh We haven't had anyone or anything or any topics really cater to that and I, I really want that. Um because what, what also this conference showed me is these rooms were empty. So it's people who want to learn or it's people who are going through and I want to be an aid in that. There was a lot of people, I don't know how many people, but even at the round table that I was at one evening, we had to pull chairs from down the hall just to sit at this round table because there was a standing room only at a lot of sessions. I was in, there's rules to these books, pick and all I ask is that it's audible because I, I sit down and read a book.-- I do not do.-- We can put together guidelines. We work in Registrar's office, we can do guidelines. I think it would be a great, I think it would be a great idea if that's, I, if, if, if we have people that want to volunteer and, and do that. Um But I think maybe we, we can also choose some, some books or if not a whole book, like snippets or chapters of a book and really do a deep dive in that. Well, if we're saying we're gonna put the challenge out there, let's put the challenge with a cap date because if we don't receive anything, then we just pick our own book or, you know, go our own route. But let's maybe put a, yeah, put a, you know, a cap challenge on it. I like it. I like the idea of expanding the circle of engagement and I agree with you about the digging deeper. I'm thinking, I um I think one of the things that I have learned through being in this conversation with the two of you is how in my, how in my head, I have been about diversity, equity and inclusion because I've been reading a lot because I've read a lot and I've, you know, I'm gonna, again put in quotes like studied a lot. None of that, none of that. Um is any kind of a replacement for like actually being with people just period. It really, it's not that, that isn't valuable. But if you aren't, if you don't have people in your life that are not you, you are missing, you are missing how to support people. If, if I could go to all of the Black caucus meetings and sit there and listen all I want if I don't have people like Porsha and Tashana in my life who are like my people, it doesn't, it doesn't, if I don't have someone to take me to home-- corn-- rolls, I'm not, it's still never happening. It's still never happening.-- I got to draw a line somewhere.-- We can keep your bangs, it's fine. Keep my bangs on that note. Um I do wanna say the last thing you know, thank you to acro, thank you for this conference. It was cool to have this in my backyard. Um You know, y'all know I'm from Cincinnati but I live in Columbus. So it was cool to have it. Thank you to Molly and Chris. Um They, they were, yeah, they were the head of getting all this together. It was awesome. They were everywhere doing everything. Um It was great, Chris. I, I hope you hear me. I hope you hear me now. You did a fantastic job, Molly. You did a fantastic job. Thank everyone. That was part of all of this getting us together. I think I had a unique perspective this year because I was a little bit more behind the scenes and it is a lot-- to get this together. So everybody, we appreciate-- you too. You too, Porsha running around doing the things, making everybody-- feel-- comfortable considerable and welcome.-- So shout out to you as-- well and looking so good at the honorees reception. Oh, you know what? I, I'll say that for after recording conversation, but yes. All right. Thanks everybody. Thanks for listening to another episode of HD. We'd love to hear from you. Please send us an email at HD at acro.org with any feedback you have for us or show ideas. This episode was produced by Doug Macky. Thanks Doug.