Thank you all for tuning in today to this panel on diversity inclusion issues in the asset management industry. Women and people of color are severely underrepresented in the asset management industry, particularly among the ranks of portfolio managers and executive leadership. Many firms have increased their focus on addressing this over the past year and a half, but the industry still has a long way to go. We've got a great group of panelists here to discuss this important topic. With us today is Jose Manaya, CEO of Nuvine. Jose also serves as the executive sponsor for the Inclusion and Diversity Initiative at TIAA, which aims to promote a diverse and inclusive environment throughout the company. We've got Rupal Bansali, Chief Investment Officer and Portfolio Manager of International and Global Equities at Aerial Investments. Rupal is also one of the 2% of female portfolio managers independently managing a mutual fund in the US. We've also got Seema Hingarani, Managing Director of Morgan Stanley Investment Management. Seema is also the founder and chair of Girls Who Invest, a nonprofit focused on increasing the number of women in portfolio management and executive leadership in the asset management industry. And finally Juan Martinez, Vice President, Chief Financial Officer and Treasurer of the Knight Foundation, which today released a research report on representation of asset management firms on by women and racial and ethnic minorities on the manager rosters of the nation's largest charitable foundations. Before we get started, I'd like to remind the audience that you can submit questions through the chat box on your screen. To kick off this session, I'd like to ask each of our panelists for their insight on why it has taken the industry so long to address this issue. Are the steps firms are now taking, firms and investors now taking enough? To get started Juan, what are your thoughts on this? So thank you, Daniel. I appreciate the invitation, the opportunity to speak to this great, among this great panel and to the audience. So, I just sort of lay the groundwork with a couple of studies and I foundation is done so in 2017 night looked at overall assets under management by women in diverse owned funds, you on US based assets, and that was about and the overall percentage was was 0.9% of all AOM in 2019 we repeated that study and found that it was 1.3%. That's a, that's a tiny percentage. Some have asked, well, why did you look at ownership versus in portfolio managers or folks within diversity within the investment management field or area specifically. And that's because that data is not easily not readily available and not broadly available. So, I would say that one of the things that I that I see is that because that data isn't broadly available. It's hard to measure it's hard, you know, and in a, in a highly quantitative field like finance. The other thing that that tends to be true is that you don't get what you don't measure. So, sort of lack of data is is one thing. And then I think understanding the criteria that investment that asset allocators used in order to make asset allocation decisions and what the basis is of those whether it's preference or actual quantitative effect I think is important and I think asset allocators are just beginning to think to ask themselves that question. Thanks Juan. What is your perspective on this. Well, you know the stats are not just ugly. They are embarrassing. I mean less than 1.5% of assets in our $63 trillion industry managed by diverse firms. I mean if that isn't the definition of tokenism. I don't know what is, but I think the question was, you know, why is it taken so long to address this lack of diversity. I think it's because our industry has accepted excuses as explanations. And we've settled for rhetoric in the form of speeches and pledges instead of results. So, here's what I think people who want to walk the walk, instead of just talking the talk can do. There was a CIO who had a vacant position in his team. And so he told his team that he wanted to recruit a diverse person and, you know, gave them the mandate to do so. They went back for a couple of weeks and tried, and then they go back to the CIO and told him well, can you relax this constraint this condition because you know we can't find anybody.  Miraculously, they found a person the very next month, a very capable diverse woman of color. So I think the reality is, when it starts hurting you personally, that's when it becomes your problem, and you suddenly develop a sense of urgency and intensity, you know, to fix it. So I think in my opinion, that's what it's going to take, you know, can people actually have incentives and disincentives. And I think that sort of agenda needs to be set by the top, just like the CIO did. And it's a question of setting targets and timelines and holding themselves and their managers accountable for missing or meeting them through a set of incentives and disincentives. So I think short of that will shortchange the industry, and we'll be having the same panel over and over again, unless that changes. So it's again to Juan's point, having metrics having disclosure making them measurable making them meaningful. That's what it's going to take. Thanks. Jose, what are your thoughts on this. Why is it taking the industry so long to address these issues and is it enough what firms are doing right now. The thing is, the industry has been aware of these issues for quite a while and I would say, you know, across the organizations across asset managers, there's been a will and an intent to, to change, to change the dialogue here and to change the narrative. And what comes down here is two things and we've all hit on one of them. It's the sense of urgency, right. I think the reality is that the industry is now realizing this is a bottom line issue, right, not just in terms of the profile of our clients and the demographics there. Firms who are not doing this well are quickly learning, you're not going to get the capital if you don't do this. So that sense of urgency and alignment to the bottom line is critical. That's been slow to happen. And I do think now there's kind of more appreciation and acceleration behind it. I think the other thing which is very typical of our industry. It's our process right we I see it in the same thing with inclusive capital. And kind of what our investment process is, we typically stick to the same process. And I think you have to reimagine the process and figure out their pools of talent out there. How do you get at them for us. It was recognizing that while we got diverse slates of candidates, the people doing the interview. We're not diverse themselves and they were often line managers that came in with their own biases. It's a realization that we needed to be more aggressive so often you're saying well there's a lot that turn over isn't big in the asset management space. And, you know, an iron we're growing my viewpoint is we're not going to go recruit based on a role. Right so we kind of we flipped it and said we're going to engage with recruiters and others and say, we're looking for top talent. I don't, I don't know we have roles available. Some are designed today some we will reimagine but if you find me strong talent that is diverse. We're going to reimagine kind of how we're stabbed and what we do to bring that to bring that talent in. I think the last one has been which is probably been the most affected is you know we often the other thing we do with our process we fish in the same pools, we go to the same schools. We go to the same associations. And to me was around how do we find broader pools and where we found our best pool was from aligning our staff and our people and say you are our best recruiters and making that be part of their roles and bringing that in. And look there's nothing like your own your own employees to hold you accountable as they're bringing people in who they feel are talented in the industry and kind of saying okay well why if there's no traction there why is there no traction. So, big thing is urgency, which is a bottom line issue and that's going to drive the urgency and the rest of it is, you have to change your process of the way things have been done for the last 50 plus years, and how you go attract that talent. Thanks Jose. And Seema do you have anything to add. Well, I mean everything that's been said so far as my completely agree with. And it's, by the way thank you for inviting me to join this panel and be amongst friends here. I think, you know, back in 2013 2014 when I was the chief investment officer of the New York City pension funds. This is where I started asking the question of all the asset managers who are then coming to meet with me. And at the time, you know I was managing $160 billion portfolio along with our team and our trustees. So we're the fourth largest US public pension plan at that time and still today I believe. And so every asset manager come meet with me sit down. You know, interested in managing, managing New York City's money I get to the organizational chart and look down on it and say, oh my God you guys where all the women on your investment team. Right so back then I was asking about not a lot of LPs. I don't think we're asking those questions, certainly not the way they are now you cannot get into a meeting with an LP without in the first five minutes, then asking you, what's going on here. The investment teams diversity and senior levels management, you know, promotion policies retention policies I mean now we're getting a lot more detail which frankly I think it's great. And now that I've been at Morgan Stanley investment managers one of the things that we're working on, you know with me there is is we want to take a leadership position on being more transparent and providing this data and basically saying to our clients hey look. I'm not so great right now these numbers but here's what we're doing to make them better. And here are our targets, because Rupal said this we've got to put out targets. Oh by the way, now hold this accountable. And I think the whole industry needs to do that we're not doing we were not doing this not even really talking about it as much, you know, seven eight years ago. Lots happened, which is good. You know, to Jose's point, girls don't invest in my starting that organization was because I saw what I saw in that seat as CIO and then I heard from all the leaders of our industry pretty much that said the reason why seem as because we don't get resumes from women. You know, of course, we know the women are out there I knew the women were out there it's just our industry to Jose's point was doing the same thing over and over again for decades in terms of how they were recruiting talent. They would go to these four colleges or five colleges to recruit, and they would go to two year investment banking programs. And so as I learned more about that I just, I just asked them I said well that's what you're doing no wonder having a problem with diversity. So, let's go do the work, you know, but he had to do the work and I found that at the time, they really didn't want to do the work. And so I did the work. So I started this nonprofit. I focused on college women to create this pipeline of amazingly talented women to go into our industry and stay in it for a long time. And we went to every college at an application process. We found we find we continue to find we're in our sixth summer now we continue to find gems across this country because we know they're out there. And that's what we're doing. And so if you look at the cohorts and you know, in six years we put nearly 1000 women through my college summer programs both online and on campus. 60 to 70% of these women are staying in the investment business getting multiple offers from the great firms out there amongst many of us right here and firms we're at. But, but importantly, the diversity of our cohorts are women is the most meaningful to me personally, especially. So, these women come over come from over 60 different colleges across the United States, 25% of those schools are public universities. 20% of the women have identified as historically underrepresented minorities of black women Latina women and we're going to get better and better on that metric as well. And we're measuring all of this stuff of course 25% of the women identified as socioeconomically disadvantaged in over 50 different majors of study so we're taking the English majors the biology majors chemistry majors and the business and finance majors. I was a psychology philosophy major undergrad I never took a finance or a kind of class ever till I got to business school I love being an investor. So that was the plan and that's what we've been executing on. And look the firm has the industry has responded. We now have 110 partner firms around the world hiring our women. And this is just going to continue we have 150 women full time in our industry in five years working on investment teams right now and there's hundreds more behind. We're investing the pipeline right I think many more of us have figured out that now you know we need to recruit more diversity in. And how can we do that and we have organizations like girls invest in Tweego and SEO and the Greenwood project in other areas. And that's fantastic. But clearly now we have an issue of how do we keep them in the industry and we all need to focus on that too so I look I, I've, I've been encouraged by what I've seen in our industry for the last six years and what I've done with girls who invest, but we clearly have a long way to go and to the point of the amount of capital that women manage. I mean, I put out a 30 by 30 vision for girls who invest have 30% of the world's investable capital managed by women by 2030 you've heard the numbers are ready I mean these numbers are low single digits right now and and ruffles a shining star of the incredible talented women we out there we have out there managing money and I mean again you think about it, more diverse teams get better outcomes we've read all that research, we've actually lived that I've lived that in my career and so either firms believe that and they've been moving forward on it, or they don't really believe it yet, and yet their clients are pushing them right now and saying if you don't do it, you know you don't believe it if you don't do it, I'm going to pull my money from you and I'm going to put it over there. So I think some of the asset owners out there and why and I were talking about this earlier need to keep pushing a lot of the asset managers and now that's I'm where I am right now and I think it's great for our industry. If I have one second I just wanted to follow up on on the point that SEMA and Jose were making with regards to the market, and the question that allocators are doing, or the questions that they're that they're asking. We just published another study today that really looked at that is night foundation that that really looked at the use or the investment by the top 55 foundation US based foundations, the investment their investments with women and diverse firms. And what we found was that about six, a little bit more than 16% of their of their US based assets were managed by women and diverse owned firms and so to me, that's not where we want to be and I think that they're still significant room for improvement. But it does show at Jose's point about the signal the market signal that that asset managers should be receiving that professionally managed sophisticated endowments are moving dollars are making commitments, and we hope that will be in an increasing rate with firms that value diversity. And so I think that in the long run those types of signals matter. But to Jose's point, this is not the this issue is not an issue that the asset management world has just discovered this is something and a SEMA point out. When she was when she was at New York. This is something that folks have known for a long time and and they need to be more proactive and intentional in addressing it. Follow up on that one. What are the challenges that are holding back some investors from moving more assets toward diverse managers who are aiming to do so. And why isn't the kind of why are investors moving more uniformly to do this. I'll, I'll, I'll point to three one, and I'll leave the I'll leave my least favorite in for the for the for the last right one is an issue of internal processes. That's the point right looking at what what your allocation criteria are with regards to size of initial investments how you structure those initial investments. I think that is, in many cases, it's almost like the old saying that you know you only get credit when you don't need credit. The asset allocator sometimes create rules for the way they want to allocate capital where new newer firms or firms that don't have a specific size. Don't, you know, can't qualify basically for for for the in those investment criteria. And it's interesting because in many cases asset allocators will say, well, some investment strategies are better or more optimal at lower fund sizes. And so it, it's a some way that in some regards as a sort of a cognitive dissonance there right in that argument. The second thing is that the sort of you're fishing from the same pond. The question of how do you find new managers, and what is the network of new manager of of that you're looking at where are you trying to find new managers we constantly say that we're trying to identify new and uncorrelated sources of alpha, but we asked people who have the same exact pedigree to deliver those uncorrelated new returns. And the last one as I mentioned this is my least favorite of all is that there continues to be a sort of in the back of people's minds this pernicious idea that you have to have a concessionary return, or accept concessionary return to come with diversity. Statistically, that's been disproven. Right. We, we did in the last study of the field wide study we did in 2019. We asked the folks who were conducting a study Josh learners group fellow research. Josh learner out of Harvard Business School. We asked them to do some additional statistical analysis on performance of diverse own firms that what we found was that the firms behaved statistically the same as non diverse firms that is the top quartile performing firms fit right into if not exceeded or overrepresented in the top quartile of all firms. And so you have this pernicious idea that that. Well, I would love to do this but I can't afford to give up returns when the evidence points. I do want to jump in on wants points because I think he he had all three points really well and I feel pretty passionate about these in that one is the whole point of again you go back to the process. And you know we we've tried to launch inclusive capital initiatives and that challenges is that investment process typically track record might be lacking at times. Typically there might be earlier stage type of investments. The structures may not fit in that traditional kind of private equity type of box so they look different and you have to kind of reimagine that so that's that is step one that's probably in my opinion. One of the biggest issues with it with inclusive capital is okay you have to look beyond that in some points it's okay how do we evaluate track records differently because there's a little bit of the chicken or the egg here in driving this. I think the other one is network, because I will tell you. Yeah, there are exceptions where we make investments in certain in certain vehicles that didn't have a track record, or had a very unique structure. But they came recommended through very reputable sources. And for investment professionals there's career capital and then there's investment capital. Career capital is says, how do I de risk this so nobody says what in what the heck when you thinking when you did this. Those those networks and those recommendations and referrals de risk a process for for an investment team very well in in doing that. And the last one is this whole point about returns and you know there's no more annoying question for me when I'm asked how many basis points are you willing to give up in order to improve diversity, not a single one. I have a fiduciary duty, I am not willing to give up a single basis point of return to improve our diversity profile, but I also have a strong belief that I don't have to that by increasing my diversity profile I keep looking at ESG as a whole. It's an alpha tool, you're mitigating risks, you're bringing in different ideas. Look at like look at your client segments look at where demographics are going alpha and diversity and it's tied together with investment performance and it's tied together to the bottom line I think those are these three big points that have kind of slowed down the ability to to to improve these numbers. So let me share my experience with you, because you know, I actually, when I joined aerial about a decade ago, I actually had a top decile track record. When I had the track record people said well build your team. I build my team. Then when I had the team and the track record they said, Oh, well, you're too small for us. You know some assets, you know, and and were somewhat successful. Then they said, Well, now you're too big for us. This is the emerging manager programs. I mean, this is an industry that has found a thousand ways to say no. And I will just say that it is about now creating accountability. It's about creating targets, you know, with defined timelines, because all of these excuses and I want to underscore. It's really excuses because there are people like me. Just last week, I'm on a nonprofit hundred women in finance, you know, where we try to empower women in finance in particular the investment management industry. And we just hosted a free cap intro fund women week conference, you know, for an entire week where we were able to match up, you know, 300 female fund managers, you know who looking to get introduced to capital allocators. And so the talent and the capabilities out there. It's the opportunity that's lacking. And I think exactly what Juan and then frankly Jose have been saying the process needs to change. Not the expectations in terms of the outcomes, I completely concur. This is not a mutually exclusive proposition, but in order to exceed your DEI objectives, you somehow have to sacrifice your investment return objectives. It's simply not the case. In fact, this is one instance where you can have your cake and eat it too. I think we just need to hold our capital allocators and our customers accountable for moving the needle now. And frankly, it's not just enough for a capital allocator, you know, to say that we want to do this and create targets. I think it's exactly what Jose said, you know, clients are demanding this. So I'm sure in your audience are a lot of people who are not capital allocators and we think, well, this is not my problem. It's for someone else to solve. I would say not at all. If you don't speak up, and there are three ways in which you can express, you know, your attitude and your desire for more diversity equity and inclusion hits through your voice. If you ask the questions, make yourself, you know, the squeaky wheel gets the most oil, right? So be that gap fly, ask those tough questions of your money managers and of your capital allocators and your employers as to what they're doing specifically. And beyond your voice, express your vote. There are lots of times where you can actually vote on these topics in surveys, in sort of internal employment engagement surveys or external surveys, express your vote. And then more importantly, vote with your wallet. I mean, move your dollars. And I think that's kind of what capital allocators will be attention to exactly as Jose said. I think all of us have to play a role. It's not the responsibility of just the manager just the process just the, you know, allocator or just the client, we all have to sort of get the sense of urgency and intentionality around doing something and just like Seema did you know she sort of realized, here's the problem and instead of complaining about the problem she kind of came up with a solution. We all need to do our bit. I would agree with that. Yes. And, and Rupa, I think you're right. This is an entire industry effort. And that's even how I saw girls invest, right, solving a pipeline issue getting more diverse talent in the door. It's clearly needed to be an industry wide effort. And I think going back to this idea of allocating capital to women and diverse own funds and managed funds. I call them constraints. So Jose talked about, you know, you have to have a certain track record certain level of a when you said the same thing and Rupa you've lived right so these are constraints though that some of the largest US public pension plans put on themselves. Right. And, and, and, you know, some people come guard rails was no these are constraints. They have to have a certain three year track record at least right to have different certain level of a when in order for them to even be considered. And so I actually before joining Morgan sailing investment management one of the reasons why I even met Dan Simcoe to run our business because I started a fund called seven step capital, which was to do day one investing. So seating women alternative managers who wanted to start their own funds, because New York City had a mandate to invest in women and minority on funds, not every fund out there not every public plan not every university and dominant foundation has a mandate specifically because that's what we did. And we did okay in public equities investing in that kind of manager and not so great in public fixed income and then alternatives it was like good luck trying to find and again it wasn't that they weren't out there, like just with girls invest they're out there. I knew we're all the women were right and they're super talented great pedigrees great track record just like people had and house and yet you know when these women think about hey you know what I want to start my own business. I want to do I want to be an entrepreneur I'm ready for that.  You know but then this is goes to get a little bit what Jose was saying in terms of what he's calling, you know, a network well men they have this great one. And you know they may not even know the guy right so they got introduced my buddy introduced me to this guy over here and they sit down and have a coffee together a bunch together and this guy across the table may not have even managed money before. Literally I've seen this happen. Right.  I'm going to invest $100 million with you and don't worry about it. Don't worry.  I'll be there for you. I'll help you along the way and we won't pull our money if you sort of stumble a little bit and that kind of thing. Whereas a woman. I've seen this they will have an incredible track record of performance. They'll actually been managing money for years and have a great track record and yet they won't get that shot. And so there are biases that, you know, are still here.  Right. But yeah one of the questions gets and they're all men across the table that's fine but one of the questions that gets asked across the table is. So realize you know you have young kids. Yeah.  I mean this is a rock star hedge fund manager who's literally got incredible track record and that's a question that an allocator is asking her you think that he would have asked that of a man. So there are still things going on and even within that hundred women finance. That's amazing organization. I love those guys they gave girls on that's one of our first grants in the beginning. When they when you have those kinds of conversations around to be amazed at what you hear still to this day what you hear so there's there's a lot of undercurrents here that still exist and and I would say that the playing field is not level. And and so you know one I would love to have more women be allocators of capital so part of girls to invest is to put these women in all these positions and so ideally there's many more of them sitting across the table. But not just not to say that you know women want to invest in women just because they're women. None of us would ever say we don't. There's no way I mean although I've I've heard some women actually say that they were nervous about going into their investment committees to present an investment recommendation to invest in a woman because they're afraid the trustees would say well you're only want to invest with her because she's a woman. Right I mean can you imagine that that kind of stuff is still happening and maybe that's just because there are fewer women out there I don't know but to invest in but. But again a man going in to say to his investment committee I want to invest with this man they would never say that they wouldn't think that that was the thing right but yet some women feel that way when they go in to present and that's just that's just a shame and we need to we need to help fix that too. We've heard a bit about some of the biases and structural impediments to institutional investors allocating more capital with diverse asset managers. One what strategies have been most effective for investors to get around these and what are the best practices that institutional investors should be considering to be able to actually move the needle here. So I, I, I hesitate to say that we are that night foundation particular has a list of best practices but I can talk a little bit about what night foundation did. And within this context of you know if you were to look at the study, or to provide a little more context if you look at the study we just published, there's a whole section a whole appendix in which we give each participant in the study on opportunity to discuss how they're addressing issues of diversity and how they what what what are their approaches. So as for blog we have we're going to have four blog posts that are going to be provided at the same time because we know that there are different the same way that there are different strategies with regards to building a portfolio. There are different areas of focus and different strategies with regards to diversity. So I could say from night foundations perspective, one of the things that helped us was a first identifying the level of diversity within our portfolio, the sort of inward facing we did we wanted to know where we were and where we started. And we looked at our internal processes that is as I was mentioning the idea about what and see what was just discussing and RuPaul RuPaul was was bringing home this issue of what are what are your criteria constraints associated with how you make and your decisions, and making sure that they are not preferences, but rather kind of true, true criteria that are necessary. And then, for us, it was a we as opposed to other other organizations where a mandate is is vitally important for us it was for us, the mandate was, we want this to be we want diversity to be an included an important part of the whole investment process. So that I think was facilitated to see this earlier earlier example was facilitated by the diversity within our Board of Trustees, and in our C suite. For us, the idea of diversity is not a foreign concept. It is the story of the folks who govern and manage the organization. And so, I think that that is something that helps to facilitate an environment of, of looking outside of the sort of strictures that have been put in place and examining those strictures appropriately. So that I, you know, I think that's what's worked with night foundation and for us it's led us to grow the assets under management by minority women owned firms from, you know, one firm with seven and a half million dollars under management in 2010 to almost 40% of our portfolio today. So nearly a billion dollars of our portfolio being managed by women and minority owned firms. And frankly, you know, what stands out to me it's really less about practices because ultimately look we know how to invest money what we look for it's awareness and transparency right awareness in that this is a bottom line issue.  But when every RFP looked at their like Seema said looked at their orchard and said, we're not okay with this. Yeah, they quickly woke up and within reaching out to us and you got to help us here, because these questions are coming in on every RFP that we're getting. The other one is transparency and that in our Colorado firm for this. I think, you know, we're very diverse for right our parent company TIA has as a black female one of only two in the fortune 100. I'm Hispanic CEO of our asset management business and so on and we'll pat ourselves out we're doing great but then when we dug deeper and did a people index or equity index and said okay, sometimes, you know, it could be okay you're doing better with females but you're not doing as well with people of color and and vice versa and there's things that mask your numbers and you'll sell we're doing fine. But when you really start peeling young ego. Wow, when we look at ourselves I go well how are we doing in terms of, you know, African American female investment manager abysmal, like, you know, unacceptable yet for a while we're like, look at all the female managers we have and we're ahead of the pack. We feel pretty good.  Now you shouldn't feel pretty good and sometimes, and this is where the urgency comes in. It is your clients showing up asking you this question.  This is where it comes at if. If you don't do this while you're not going to get the capital and it is those asset allocators it is those investors and clients that come in pushing that issue that will wake up the industry because it's capitalism at the end of the day. Thanks. So with less than 10 minutes left I want to pivot the conversation a little bit to look at what asset managers should be doing within their own walls to improve these issues. We hear a lot, as you mentioned, Jose about companies taking a look and realizing that they're not very diverse in certain areas or that there's particular gaps and industry level looking at portfolio manager ranks as well as executive leadership overall. And one thing that we hear come up a lot is people talking about challenges in their recruiting pipeline or not being able to find enough diverse talent. When firms say this what are they doing wrong. I know Seema you touched on this a little bit in your and your response to the first question. What are firms doing wrong in the industry when they say they can't find diverse talent. They're not trying hard enough after not doing the work. I mean, there are, and there are now organizations out there more so than there were before who are actively doing this and doing it pretty well. So, you know, I found I met someone recently who had never heard of SEO before in our industry. It's like how can you not know that organization, you know, they've been around for over 40 years and they've been helping get more minorities into our business and much more broadly okay fine sales trading research investment banking but also asset management and so I just, I think I just think they're not working hard enough and and again, but from my vantage point I think overall our industry is doing a much better job recruiting more diverse talent in. But I think it's what our industry still has a tough time with figuring out is the then what you know once you've recruited all this great diverse talent in, then how do you, you know develop them advance them, retain them right that's a still a huge problem for us as an industry. And that's one of the things I'm focused on at Morgan Stanley investment management being on the senior leadership team there is, is that piece of it. And, and if I feel like we don't do that piece then we're going to be in the same place where we are today. Right, and I even when I think about girls on best I would be a total failure. If all I did was find these women we trained them up we send them off into the industry and they all left. Right, so very much part of what we're doing as an organization there is we're going to, you know, keep these women in and how we're going to do that we have an alumni council we're building on a great alumni community. We're putting in a lot of continuing education type content and programming into this, so that what you experienced one year out of school fires out 10 years out 15 years out is very different. And no one was really with me helping me navigate along the way and how to do that and so we're going to do that for these women and that's where we're trying to raise a lot more grant money around that as we as we do that. So that's what we're doing there but you know all of us at our firms need to be doing this inside it's much easier to manage teams that look the same that's why many of them didn't want to change. Right, it's much harder to manage diverse people to manage diverse teams, but, but we got to do it because of the benefits right I mean the bottom line benefits of it. And so, I mean some of the things that we're thinking about internally and starting to do internally is yeah one you got to start with transparency what are our numbers so that's Jose was saying you got to look inside and see what's going on. And then again here's our plan to get better, put out some targets, and then really work hard to get there and so developing all kinds of things internally that are going to help you get there and coming up with new programming. I created this thing out of nothing again, like to accross from fast but inside of our firm. We started calling it a junior investment talent development program well I thought that was not such an inspiring name and I like to name things so we call it now the rising investors program. And we decided to target those investment professionals on our teams globally and morning sailing investment management that are zero to six years of work experience. This is men women everybody. That's about 160 investment professionals for us. And I created programming around and this is an evergreen programs isn't just a training program and then send them off to their teams and you're done. This is a this is an all year round type kind of programming and content, and this is all designed to help this younger talent become more productive more creative become better investors, but become happier people, and want to stay in MSM for a long time. And then the other piece is to create more collaboration across our asset classes in our businesses globally these a lot of these folks don't know each other and not certainly not collaborating with each other and how do we get that going. So that they're also building friendships and relationships and community with their colleagues. Again, so they're happier and stay at MSM a long time at the core of what we're trying to do in this is, is if we do this right which I'm counting on we will that then these folks will stay at MSM for a long time. They'll become more senior start managing all of our businesses. It then will never seem unusual for a white man colleagues across table for his black female colleagues Indian woman colleague is black male colleague it'll just be how business gets done. And that's I think you structurally change cultures long term is as you know we start young they bring them in and you develop them and advance them and and everybody has to be a part of that conversation. I've seen a lot of places where they just have talent development programs for women minorities or diverse talents, and they, and it's over here. This is core to us as business and everybody, I think needs to be involved with that and I just think the industry reason industry needs to do a whole lot more of that, so that we have more ruffles who are you know going to be get to that spot managing you know billions of dollars. If I may, I think I applaud you for what you're talking about and creating this pipeline, but you know that sort of addresses what I'm going to call a partial supply side issue. I think from a demand side, ultimately allocators just like you did you know at your prior firm when you were the CIO, and thankfully you even have the mandate to do it. You just got to become a compulsion. It's got to become a mandate, you know for the senior leadership to have x% of assets managed by diverse owned or women managed firms etc, or women manage portfolios without that compulsion without that target setting. I think that what I what I fear is that while people talk about you know recruiting the pipeline, they always focus on recruiting at the lowest rungs of the ladder and and to be candid, you know it's very easy then to demonstrate that you're doing something I mean you I just mean in the industry at large, by recruiting you know women and minorities in junior positions you know administrative positions in clerical positions, as opposed to leadership positions, and unfortunately, you know hiring at the bottom does not move the needle. It's a start, but it also becomes a source of deflection of the lack of diversity at mid and senior practitioner levels, and I think that we cannot let allocators get off the hook. I work, I mean I I'm a board member at Harmony and Finance and I can tell you, we have 20,000 followers on LinkedIn. These are all practicing women mid career senior career, you know, been in the industry, lacking the opportunity. I mean if people have a job posting just give it to us. If you can't find the talent will find it for you. So there are resources out there if people are intentional. There is no supply site challenge that can't be figured out here and now we don't have to wait, because just as delayed is just as denied. So I would just say allocators wake up this is a call to action, set the targets, mandate them, you know have a very defined timeline, and we are all here to help you get there. Thank you, and we are about out of time for today. But I don't want to cut this panel short on this important topic. Jose, any final thoughts. Yeah, you know, I have to say we're at a time I would just say like the bottom line is you hear this story that there's not enough time to pull us then the pool is large enough. I mean, it's not or pretty this so at the very least when you look at the talent pool that's out there relative to the diversity that's in place. There's a big mismatch, and it is around thinking differently, looking at different areas to to fish. I think Seema mentioned affiliations like SEO, I'm a board member and a fellow alum at Twigo, for example, and I can again I'll look at our firm. We engage with Twigo SEO through giving money and speaking and engaging with students and then when you would follow up with this amazing example, there was a disconnect with our HR teams of why are we not capturing a return on our capital of investing these firms and dry drawing in that pool so there's an example like the pools in front of you're already engaging with the organization. And these organizations are still under penetrated at the firms who are actually giving money and supporting it and going to the gala is in the life. Thank you all for joining us for this panel. Please stay tuned for the next one which will explore how the hunt for yield will shape product development and investment strategies.


Welcome back. Jeff Rick here on the floor at AWS Summit San Francisco 2014. It's our second year in a row coming back to AWS Summit. We're excited to be here as 4,000 people at this free event. It's one of 14 events that AWS holds all over the country, actually all over the world. They're going to South America, Australia, Europe. They're starting out here in San Francisco. So as we always do, we go out to the events, we get the smartest people in the room, we get them on the cube. We ask them the questions that you want to ask them and we really extract the signal from the noise. So we're excited to be joined by this segment by Mark Nunicobin from Trend Micro, the VP of cloud and emerging technologies. Mark, welcome to the cube. Thanks for having me. I think we had your colleague JD on last year, right? You did? Yes. Did he tell you any scary stories about being on the cube? Yeah, he said watch out for Jeff. With smart advice. So let's just jump into it. So you guys are specialty is security. Absolutely. And the big knock always on cloud and Amazon specifically at AWS is it's not secure. Enterprises aren't comfortable. It's not secure. It's not enterprise ready. So yeah, what are you guys doing about that? Well, it's not just us. It's us and AWS. We have a very strong partnership with AWS. And a lot of what you just said is it tends to be a myth. It's just a lack of understanding. People don't understand that when you're moving to the AWS cloud, security works in a shared responsibility model. So now you're partnering with AWS to provide overall security. So they take some of the heavy lifting and then you have still have work to do. People just kind of expect the hands-off experience and that's when they get bit. So you need to know what your responsibilities are and then work with Amazon with AWS to make sure that you're meeting that and have a complete model. OK, so then we're how do you kind of help direct that process? What's the what's what's the typical thing that people miss? And then how do you how do you basically provide some guidance to make to make it secure for them? Yeah, it's a good question. So what we do is we take over where the customer needs to adhere to their responsibility. So the shared responsibility model means you as a user of AWS need to secure the operating system, your application, and your data. Everything underneath that AWS takes care of. So Trend Micro provides products and guidance and professional services help to help people secure the operating system with advanced controls like anti malware, integrity monitoring, intrusion prevention, as well as encryption for their data at rest. And then we also have a product that we call Deep Security for web apps that helps validate all those controls as a security scanner. And then we're happy to announce today that we received pre approved status for AWS, which means you can scan all your applications and data in AWS without getting permission ahead of time. That's not something that every scanner has. You have to normally ask AWS for permission.  And in our case, we've got pre approval so you can scan. OK, so diving a little bit deeper. So you're basically basically people want to run security scans on what they have, but you are the only app in this week that's approved for this process. No, there are others. What we're excited about ours is that ours is a complete solution of packages. So our defensive controls also talk to our scanner. So you get an additional layer of intelligence there. And it's all backed by our global intelligence network. We call the Smart Protection Network, which has our over a thousand researchers contributing every day to new information. So it's a huge pool of data and that can leverage to protect your applications. OK, so talk a little bit about kind of two things that define cloud. One is this infrastructure somewhere and how that has really impacted security and what you guys do because you've been around for a while. And then the other piece is all these remote devices. Right. We want to access every application, not only from just my device, but any of my six devices that I have, whether it be my iPad or my tablet, my iPhone, my Windows 8 PC, whatever. So talk a little bit about how those two trends have really impacted security and what you guys do both as a strategy and in some of the specific detail. Sure. At a strategic level, I think the biggest difference has been that we've had to shift away from protective stuff to focusing on protecting on your information. So previously, we used to like to erect all these big castle walls and say everything in this box is good. Now, just like you explained, you've got all these different points where you want your data and a copy of it lives everywhere. So you've got a copy of your data on your iPad, a copy on your Windows 8 PC, a copy lives on the server. So now we are trying to address and we've shifted our products to address where the data is living and that data itself. So we know that if you have your private credit card information or your billing information or health information, that's something that you want to protect at a certain level regardless of where it sits. So there's been a big shift that way of thinking about the approach. And that means that our products need to talk to each other a lot more to coordinate defense. Interesting. So it's really not it's not so much about the walls because everything gets through the walls. It's really what they get to once they get through. That's a good way to put it. Yeah. And with the theory of one big giant wall to protect everything, no longer holds water because you have so many different areas. Right. So a good example is the Amazon, the AWS workspaces. Right. Which launched public availability this morning. Right. Exciting news. Yeah, very exciting. And that's a project that we were in on the ground floor with. So the plus level packaging, when they get access to additional level software, they get trend micro protection with that. And with that structure, why it's relevant to the point you brought up here is that your data now lives in the AWS cloud and they let you access it from any of those devices. But the data always stays in that one place. So they've tried to solve that problem of having your data everywhere by giving you access everywhere but keeping the data safe in one location. It's like the old Sunray machines. You remember the old Sunray machines? You stick your ID card as my brother-in-law worked there. You stick the ID card at any machine and your desktop would just appear. It is. It is. And then Google's doing a similar thing now. It seems like with Chrome and you log into Chrome. Yeah.  Obviously, your email follows you along. Your bookmarks and those. What else are you keeping track of in Chrome? I don't really know. I'm sure it's all kinds of stuff. And really, that's the concept here, right? Whereas your access is distributed but the actual application is distributed at all. Yeah. And there's two ways to approach it. It really depends what the specific app is. But distributing access, if you're not going to give your users access where they want it and when they want it, they're going to route around you and figure out how to get it themselves. And as a security provider, we want to make sure that we're providing tools that enable people to provide that access so that you can access a document on your Windows laptop, go sit on the couch and access it on your iPad, and then get it from a browser somewhere if you don't have your device. Because that's how you as a user want to work. That's how I want to work. Right.  So that's been a big push. And that goes back to your original question about security as a blocker in the cloud. When you address security in the right way with the right tools, it's really an enabler for all these types of solutions that we've been talking about. And where does the LDAP, the single point of truth live? Where do I knock somebody out if they're no longer with the company? Is that tied into back into the enterprise or is that managed on the inside the Amazon portion? Where's that piece of data? That's a really good question. And the answer is everywhere. We've got clients who do it both. It really depends what they're more comfortable with. So again, back to Workspace is a good example. One of the things they announced today was the ability to tie it to your existing enterprise directory. So that now you can use your normal active directory LDAP that you have stood up today to manage a cloud asset. And they're doing those same types of bridging with IAM, which is the identity and access management. So they're trying to do that single point of truth which is really good way of putting it. And for most enterprises, they're more comfortable having that within their own walls. And that's just sort of a cultural legacy artifact. But we have people who are standing them up in their own VPCs and things like that as well. But it's got to be somewhere. Well, the other thing that you think is cloud is kind of a fundamental operating philosophy is it's all distributed. So it's really easy to distribute and make copies and move things around. But knocking them down is a little less clean, it seems like. Yeah, well, I didn't mean it's that old adage with the internet, right? Even if it's up as long as it's up once for a little bit, it's up forever. It's up forever, yeah. So talk a little bit about the dubbys book. I thought that was kind of funny when I was doing a little homework before you came on. We've got the trend micro version of cloud security for dummies. So can dummies really do this stuff? Or are we to a point where dummies really can? I mean, how far kind of down the curve has this technology or has this technology enabled people to manage these types of things? Yeah, and I think that the dummies book is really interesting because it's a hook, it's something interesting. There's a lot of good information in it actually. I was surprised when I looked at it for the first time. But what it is, it's a push and you see you walk around the floor here at the summit. It's not the traditional enterprise buyers. It's not the traditional enterprise groups that we're used to interacting with. It's mainly developers or operations folks or DevOps folks. So we're talking at people who are actually doing the heavy lifting and security is not their number one job. They know they want secure applications but at the end of the day, they're responsible for delivering a social app or a mobile game or something like that and that's what they wanna focus on. So part of the push for the dummies book was to highlight that we've got a lot of intelligence and advanced controls available in our products but we've tried to make them as simple as possible for the end user to use because we know unless there's a problem, you don't wanna worry about security. You just wanna know it's there. So that was the big push with the dummies book. I like it. The other thing I think is interesting that doesn't come up enough I think in the cloud discussion about security is how much time security breaches are from internal people and luckily most of your internal criminals don't work at Amazon. So they don't have the same access that they do if they're sitting inside the network. So I wonder if you could speak a little bit about how security plays in the cloud because of that type of attribute versus worrying about guys inside the firewall. Sure and guys inside the firewall unfortunately are still a concern because at the end of the day you're enabling your employees to work with your data and if you don't give them that access they can't do their work. So there's still a concern there but I think what you're referring to more is if somebody got inside your data center and tapped a main network switch they get to see everything. Because it's common that you don't run encryption within your own data center and though that's becoming less and less common because of recent media revelations and Snowden and all that which is a good thing. So yeah, you're getting AWS is taking care of that infrastructure for you now and they have very public assurances as to what level they do that and external audit evidence that are available. So now you get to focus a little bit more on making sure that I've only given you access to what you need to be. And that's really the best approach you can take. It's a combination of people and of process controls and it's about giving you the least amount of privilege you need to do your job. And that's nothing personal against you or people in general, but the idea is if you don't need admin rights, you shouldn't have them. If you don't need rights to delete a file you shouldn't have them because mistakes happen. I make mistakes, you make mistakes, everyone makes mistakes, right? So it's not just that threat it's just common mistakes as well. Yeah, it's a great quote the other day I saw people fail, hardware fails, software fails. So unless you have, is it Randy Bias actually? Randy, shout out to Randy, his deck about basically cloud and you need to have a software defined process that can deal with those three failures and act accordingly as opposed to pretending that that never gonna happen. Absolutely. Yeah, it was great. So what are we gonna be talking about next year? If we get JD on or Mark can come back on next year. What are you looking down the road at? What's the next big hill to take or trend? The biggest hill that we're pushing now is our core competency. We have a lot of products that do defense. We help customers secure their cloud deployments. But really what value you get from trend is our global view and of our smart protection network and our understanding of the criminal underworld and what's happening there. So you see we've had a couple of release, press releases lately where we've helped Europol and the FBI put away bad guys. All that information goes into our products to understand that not just that this is an attack but this is an attack by the underground based out of Eastern Europe normally targeted towards governments and things like that. So we have a whole bunch of threat actor information and which really sets us apart as threat defense experts and that's now getting pushed even further into our products and we're trying, if you go back to your dummy's reference, we're trying to make sure that we can do as much heavy lifting for our customers as possible and leverage all this intelligence that we've gathered to create custom defenses for them on the fly based on real behaviors we see in their environments. And then what about the industrial internet? I mean internet of things. It's a huge new opportunity, a huge explosion in endpoints if you will, both for distribution as well as access. Is that on your roadmap? What are you guys doing in that area? We have active research. Protect that engine on the 747 I don't want to make sure that they keep spinning. Me too, I fly on enough of them, I want to make sure that's good. Yeah, so we have uptrend wearable 5,000 people, 1,250 of those are full time threat researchers. So if you can think of a top 100 out of 5,000. Over 20% of the people are. Yeah, we are really strongly focused on technology and research. And so you think about that, anything you can bring up as a topic, I guarantee you I can find a guy in one of our labs who's looking at it. And that's really the fun thing about trend and working for trend is I get to see a lot of that. And internet of things is it's the wild west right now. So we've got seeing incumbents who have had invented systems for years who haven't worried about security and now they're realizing, ooh, we connected that to the internet. I've been on my piece since we were on there. Yeah, and then there's other things where it's impacting people privacy and Google Glass is a question. So we will have something for sure. But I think it's super exciting because it is absolutely wild west. Yeah, it just keeps evolving, right? Yeah, things keep changing. So Mark, thanks for coming on theCUBE. Thanks for having me. Mark Nunnicoven from Trend Micro, VP of Cloud Security. We're here live at Amazon Summit 2014 San Francisco. We'll be back after the short break with our next guest. Thanks for tuning in.


Struggling with blood sugar spikes? You're not alone. Millions manage this daily, and these surprising natural-age shows promise the apple cider vinegar, lemons, and soursop. Research suggests that apple cider vinegar, with its unique acidity, can be a powerful ally in blood sugar control. Studies like one revealing a 34% improvement in insulin sensitivity for diabetics showcase its potential. Now, this isn't a magic bullet, but an intriguing tool to enhance your existing efforts. Science suggests the vinegar's acidity slows down food breakdown, allowing your body to process sugar more steadily. This translates to stabilize blood sugar levels after meals, a key goal for anyone managing their sugar intake.


Four score in seven years ago our fathers brought forth on this continent a new nation conceived in liberty and dedicated to the proposition That all men are created equal now. We are engaged in a great civil war Testing whether that nation or any nation so conceived and so dedicated can long endure We are met on a great battlefield of that war We have come to dedicate a portion of that field as a final resting place for those who here gave their lives That that nation might live it is all together fitted and proper that we should do this But in a larger sense, we cannot dedicate We cannot consecrate we cannot hollow this ground The brave man living in said who struggled here have consecrated it far above our poor power It's out of the track the world will little know nor long remember what we say here But it can never forget what they did here is for us the living rather to be dedicated here to the unfinished work Which they who fought here have thus far nobly advanced It is better for us to be here dedicated to the great task for any before us that from these honored dead We take increased devotion to the cause for which they gave the last full measure of devotion That we hear highly resolved that these dead shall not have died in vain That this nation under God shall have a new birth of freedom and that government of the people by the people For the people shall not perish from the earth


So at all times in your body right now there is a balance between substances that are anticoagulants and substances that are pro-coagulants, cragulants. And it's constant. There's a constant production of anticoagulants, but there's also a constant like, no, we might need to clot. We don't want to lose blood, so there's this push-pull that is constantly happening. Pro-coagulants are produced by damaged tissue, pro-coagulants result here and initiate clot formation. Anticoagulants are constantly saying, hey, dude, it's just a little issue. Let's settle down, platelets. You don't need to be doing your thing. Anticoagulants are produced by healthy endothelial cells, so they just chill and produce anticoagulants, which is how you don't end up with a crazy clot that gets rolling over here in clot formation land and basically clots your entire blood supply, as all that stuff starts happening and all of a sudden your whole system is clotted, because the healthy endothelium away from the damage is saying, it's great over here. Anticoagulant action, like no need to be clotting right now. Let's look at some mechanisms for how anticoagulants work. You can imagine. We have a whole process here. We have a bunch of molecular events. We have a mechanism by which we're getting clot formation. If you block any one of these steps at any part in here, you are going to function as an anticoagulant. An example of an anticoagulant is aspirin. Aspirin is a blood thinner. It's actually recommended for people to take a baby aspirin a day if you have heart disease, because thinner blood means fewer clots.  That's a good thing. Let's avoid that. Aspirin is a cox inhibitor. You know what that is, right? Inhibit, inhibitor. No, you don't know what that means. Cox is an enzyme that produces thromboxane A2. If you inhibit the enzyme that's making thromboxane A2, you're going to inhibit vasoconstriction. You're going to inhibit activation of platelets and the platelet plug formation and all the chemical craziness that happens when platelets get activated. In that way, aspirin acts as an anticoagulant. There's an anticoagulant called cumidin or warfarin. I don't know which one is warfarin. I don't know which one is the term that's the most... One of them is like a generic term and one of them is a name brand term. I got nothing. This guy, it impacts potassium levels. I got to make sure that I got this right. Oh, no, no, no. I knew there was a K involved, but potassium sounded weird. Vitamin K, it blocks vitamin K.  Vitamin K is required to produce pro-thrombin in the liver. So if you don't have vitamin K, you're not going to make pro-thrombin. If you don't make pro-thrombin, you're not going to be able to have it activated by pro-thrombin activator and turned into thrombin, but you're not going to do fibrin. So anything that reduces vitamin K functionality is going to reduce your ability to form a blood clot. And I have one more for you. This one is called citrate. I mean, citrate is just a chemical name, like it's just a substance, but citrate actually comes in and combines with calcium and it renders calcium inactive. And you might be like, but calcium, like why do we care if calcium is inactive? I'll tell you why. Calcium is required for almost every single one of these steps over here, except for like three. All the rest of the chemical cascade crazy madness requires calcium in order to take place. So if you take calcium out of the scene, like if you render it inactive, then you can't form a clot.  Calcium prevents clotting from happening. Holy moly, how's that? That makes perfect sense. You should know the mechanisms for those different anticoagulants and be able to relate them to the processes that are happening under normal circumstances during clot formation. All right, we just hemostaced and now we're going to look at the last, like little bit of blood function and that's the immune system. Now take a deep breath because for the most part it should be pretty straightforward but we're going to spend another two entire lectures talking about the immune system. So nothing, nothing in physio is ever straightforward. All right, I'll be right back.


Recently, the prominent science journal Nature editorialized that we are now swimming in information about genetically modified crops, but that much of that information is wrong on both sides of the debate. But a lot of this incorrect information is sophisticated, backed by legitimate-sounding research, and written with certitude, equipping that with GMO's good gauge of a statement's fallacy is the conviction with which it is delivered. To many in the scientific community, GMO concerns are dismissed as one big conspiracy theory. In fact, one item in a psychological test of belief in conspiracy theories asked people if they believe food companies would have the audacity of being dishonest about genetically modified food. The study concluded that many people were cynical and skeptical with regard to advertising tricks, as well as the tactics of organizations like banks and alcohol, drug, and tobacco companies. That doesn't sound like conspiracy theory. That sounds like doing business. Minorities are blamed for conspiracist ideation for crackpot theories about AIDS, but we must remember there is a long legacy of scientific misconduct. Throw in a multi-billion-dollar industry, and one can imagine how hard it is to get to the truth of the matter about GMO's. There are social and environmental economic food security about diversity arguments, pro and con about GMOs, but those are outside my area of expertise, so I'm going to stick to food safety. And as a physician, I'm a rather limited veterinarian in that I only know one species, human being, so we'll skip the lab animal data, which may inform what to feed one's pet rat, but not necessarily what to feed one's family. What human data do we have about GMO's safety? This study was purported to confirm DNA from genetically modified crops can be transferred into humans who eat them, but that's not what the study found, just that plant DNA in general may be found in the human bloodstream with no stipulations of harm. This study, however, did find a GMO crop protein in people detected in 93% of blood samples in pregnant women, 80% of umbilical cord blood, and 69% of samples from non-pregnant women. The toxin they're talking about is an insecticidal protein produced by BT bacteria, whose gene was inserted in the corn's DNA to create so-called BT corn, which has been incorporated into animal feed. If it's mainly an animal feed, how did it get into the women? They suggested maybe through exposure to contaminated meat. Of course, while I get GMO secondhand, when you can get them directly, the next great frontier is transgenic farm animals, genetically modified salmon was first a vie for a spot at the dinner table. And then in 2010, transgenic cows, sheep, goats, and pigs were created, genetically modified for increased muscle mass, frankenfurters, one might say, based off the so-called mighty mouse model. But back to children of the corn and their mothers. When they say it's a toxin, it's a toxin to cornworms, not necessarily to people. In fact, I couldn't find any data linking BT toxin to human harm, which is a good thing, since it's considered one of the few pesticides considered so non-toxic, it is sprayed on organic fruits and vegetables.


Greetings and salutations my esteemed laddingtons. Today I'm comparing a book recommendation Gates of fire by Steven Pressfield Shout out to my good friend Johan who borrowed me this book actually a few years back And I only recently got around to read it But before I begin to talk about the book I would just like to encourage you all to follow me on Telegram and the legugloria Instagram account We will release this fine hammer of Thor tomorrow So if you want more information about that I will post on Instagram and also on the newsletter that you can sign up for on legugloria.com Now anyway, oh also a second thing I will mention before I begin to talk about this book I know everyone is always eager to comment something in the beginning of the video So I might as well throw out a suggestion now Let me know if you have read any Historic fiction or any history books set in ancient Greece after all it's summer and we need to optimize our Motivation levels and I always find that reading something about Greece or Rome in the summer. It's it's a good fit So comment down below if you have any book recommendations on ancient Greece so true to my word I've read this fine book and As you might discern from the title it's about the battle of Thermopylae now a note on the film 300 I saw it when I was 17.   Yeah, how Leonidas look in that film. So anyway, the film is based on a comic that is based on the battle So it's not super historically accurate But it's a nice film anyway that you can watch before hitting the gym This however is more historically accurate. So if you want a good, you know somewhat brief overview of Spartan society and Spartan relationship with the Subjugated slave cast of the helots How their military structure looked like this is a good book The only critique I have in terms of it as a fiction novel. It's a bit gruesome at times I don't really need to have, you know, any sob stories to make the main character more appealing But other than that, it's a very good book very immersive. I read it through quite quickly It's not overly thick, but it's also very immersive so you want to read through it in in one go and Basically, it follows a guy who's not a Spartan, but he fights as a squire for the Spartans So you get sort of like a third-person view of Spartan society And it follows ten years Previous from and it follows from ten years before the Battle of Thermopylae up until the battle itself And yes, it's my custom. I have picked out a few segments Which I thought would be good motivating quotes for you to partake in so let's delve into the book So this is a quote on Spartan mentality in terms of Individualism and it's a quote from a man in the booker Have your instructors taught you why the Spartans excuse without penalty the warrior who loses his helmet or breastplate in battle But punish with loss of all citizenship rights the man who disregards his shield and That is because a warrior carries helmet and breastplate for his own protection But he's shield for the protection of the whole line So basically it's a good you know metaphor also for putting your tribe or putting your men are bund putting your Military unit putting your brothers first, you know, you can be careless with your own security But dropping your shield dropping the dropping the defense of your brothers It's inexcusable. So that is also something to keep in mind in this day and age of, you know, super Hyperindividualism so, you know, take care of your brothers Don't be a liability and this can also be if you are, you know in a group of men And you know yourself that you are weak. It's the same thing as dropping your shield You become a liability to others. So it's not okay Anyway, that was just a nice little quote there. I thought Moving on to a very interesting term so do Andrea and what this means is basically a faked courage and the Example they use here is when the enemy starts banging their shields start shouting start behaving really aggressively and this is something I've talked about before as well that it's usually not the Most confident guy that needs to you know posture up and act all tough the truly tough guys They have no need to You know posture in that way They have no need to act tough because they have that calm confidence The best example I know of this is Fedor Emilia Nenco. He was the best MMA fighter in the world 15 or 20 years ago and It's quite fun. I remember one a classmate I have when I went to school He said because we talked about him and he was like, yeah this guy looks like he's going out for a grocery shop when he was going into the ring and It's completely true. He was completely untouched by any emotionist walked into the ring got the job done Didn't you don't need to have an intense stare down etc. Now, of course, I understand certain fighters They have intense stare downs to you know hype the fight and everything but Fedor here's the No, so do Andrea at all calm as could be walked into the ring no emotion show on his face and yeah got the job done Same thing with the Spartans, you know, they don't need to hype themselves up overly much Um, so that is something to keep in mind as well and a term you can Remember pseudo Andrea if I pronounce it correctly. I don't know but keep that in mind also When you see a guy who's posturing really much in uh, you know, he wishes to appear dangerous It's one thing to be you know posturing in a You know cocky funny way in a charismatic way That is one thing but if someone tries to be intimidating by being all Um obnoxious You don't have so much to worry about if you know how to fight so anyway moving on to a Motivating quote if you want to hit the gym. I thought this was a bit fun. Yeah, just you know well written to explain how Aesthetic someone is so I'm jumping right into a quote here Polynykes supreme physical beauty in every aspect of his person Face as well as physique the night was formed as flawlessly as a god Naked in the gymnasium even alongside scores of youths and warriors blessed in comeliness And elevated by their training to the peak of condition Polynykes stood out Without equal surpassing all others in symmetry of form and faultlessness of physical structure Clothed in white robes for the assembly. He's shown like adonis and armed for war With bronze of his shield burnished his scarlet cloak Across his shoulders and a horsehair crested helmet of a knight pushed back upon his brow He's shown forth pairless as a killer So if you have Need of some extra motivation to push through some reps in the gym Just envision yourself as um such a character And then a last quote Also by said the beautiful man and he explains why he hates a younger man and is a bit harsh with a discipline So um So he's asked why do you hate the young man so much and he responds because he does not love glory It's a good reason as any to hate someone because they don't love glory So anyway, that was just some Epic quotes I found but all in all, you know I've talked about historical fiction as a genre before and This is a great example of it that you can gain so much wisdom from it by just reading a good fiction book So all in all, I can definitely recommend it. Um, you know, it's not overly long as I said It's very immersive. So you'll probably read through it quite quickly. It gives you a good insight into spartan society and You know in reawakening a sense of european identity Uh grease the cradle of civilization and um, yeah, why not take the opportunity when it's sunny outside to Read about some ancient glorious spartans So anyway, that was just a book recommendation and again follow me on telegram and instagram and all the usual social media And I will see you in the next video. So thank you for watching xoxo


Yep, I'm the same person Yeah, the same person What is up Marvel Squad welcome back to our channel if you guys are new my name's Mariah and my name as always is bill We are doing the drive-thru swap prank. So this is what we're gonna do We're gonna like pick something small and they're gonna be like, oh, can we have a water so when they're going back to fill The water we're gonna switch spots. I'm not sure how my car is gonna work her car is very small Just like my car, but my car is worse. So her car. We have a little bit of a chance like a little easier chance But I like this because they can't really look back. They can't look back in the window They won't be able to go back. Yeah, it's all it's like all in clothes Make sure you give this video big thumbs up and if you are not already be subscribed to our channel It's on your post notifications because we do give out shout-outs in the beginning or video at the end our post on vacation shout-out goes to Aisha can a shout out to you. Thank you for being a part of our channel. That's how you say your name I'm so sorry if I said it wrong. I you should can Kham yeah, all right, so bear with us because now is the time we are going to attempt to switch Yeah, I think I'm gonna take off my shoes because I don't want to like I could just like slip in and out, you know, I agree.  All right, so I'm gonna be in the back Yeah, you get your little butt over there. You're gonna have to move all this stuff out of the way You're smaller than me. What do you mean? We're gonna have to make it work. All right, so we're pulling up You know at the drive-thru. Can I get a water? No, right. Can I add a water to that? All right, so we're pulling up, you know, hey, can I get a water? You know what he goes in there. So ready? Yeah, we got to do it right away right when he right when he turns Right when he turns, right? Hey, can I get a water? We'll have to practice a little more that was that was pretty good though. All right take number two. Hey, can I get a water? This is not about me. This is about you. Okay, so I want to see you do it.  Well, should we just both sit in the back seat and be like the driver left? Perfect see that was good. That's good. I think we're good. It can't be obvious Can't be up there and be like I think we're as prepared as we can be so I guess we're just gonna go out and do it now Alright guys, so we will see you guys at the first drive-thru, which I think is gonna be McDonald's because McDonald's right over here So wish us luck. All right guys, so we just arrived at our first place How nervous That's me scared. What are we gonna order a cheese fry? Here we are ready Hey, can I just get one cheese fry a regular? Thanks, I think there's only one one. Oh, yeah, please. Anyway, I can get a water like a nice one. Thanks Oh Is it working? Thank you Don't think they noticed you noticed she might have done all it did They noticed she's looking at me weird Well, I mean right now it's cool Spot one No, it was perfect because the stuff was on the left, you know, and you're like switch switch I was like no wait cuz she was grabbing a cup and right when she walked over there. I was like now My shoe came off. I have one shoe on I think we did good. I have one shoe on my pants spelled out This is the hard part You know couldn't do it. Bill cannot do that. I lost a shoe. I I put the shoe over there Okay, I'm to drive through number two. All right spot number two guys. Here we go Parfait. Hey, can I get a Parfait? That'll be it. Oh, can I pull up? Yeah, she can't pull up. Okay. No, you're all good Geez, she's she like what stolen cold dead God, I love pranks We prank in the public guys Yeah, I didn't put it in park right on it. Hey, I was wondering if I could get a water. Did you see it? No That was so slick. Don't smile. Don't talk He gonna be hella confused. Yeah, he's like a kid already Little luck. Oh that lady already looked at me like whoa, look look look. He's already looking at me funny. I think he thinks No, I have a water Thank you. Yep. We just had a camera malfunction. He gave you the next lady's order. Yeah He was how does how to get free food 101. He literally I think that was an accomplishment. That was perfect. Yeah, literally. I feel so bad for that kid I got him hella confused. Oh, they just gave us The other person's order. Yeah, you should have took it and just dipped So our goal now is we have to get someone to actually like physically make an emotion You know, yeah, all right, so we will see you at the next spot, which is Panera bread. Is it? Yeah. Okay. See you at Panera What should I order? A cup of orange chicken. A cup of orange chicken Okay, thank you remember that helium prank we did here No, thank you Um, can I get like a small cup of orange chicken? Yeah, and that'll be it No, thank you. All right, you can pull up. Thank you All right, here we go This guy I feel this guy I'm gonna was about to ruin this whole prank. No, but he'd be staring us down Yeah, we got a camera. We pulling up a prank Yeah Oh, no, thank you She looked at me though. Yeah, she looked on the back Guys, this was a fail Come on She literally no, I don't know why I think it was a guy in front. He said something She literally like she like looked in the back of the car like she was acting weird I bet you the guy in front of us told I think cuz I was adjusting the camera and the guy in front of us was like I could see him smiling in his Mirror this is proof not all pranks go as planned. They're they're gonna fail. There's gonna be accomplices always We've had two good ones. We had one that failed now. We'll make the fourth one. Yeah We'll make the fourth one the best one. All right guys. We're at our final destination Dunkin Donuts. What are you gonna order? Tash bombs Hey, can I get a one blueberry muffin, of course you can and that'll be it No, thanks Actually, can I get a water soy? What's up? Oh, sorry. Yeah, I do what's good. Yes. Yes Can you get a water too, I guess? Thanks I'm the same person. Yeah, I'm the same person You're out of one of our videos. We're doing the drive-thru swap prank Yeah, where's my boy? Where's my boy at? Oh, yeah, you're on our video Mariah and Bill check it out We do challenges pranks Yeah Hey, it was nice seeing you No, no, no, we didn't express it. It was nice Take these man Mariah and Bill. Okay. All right, Marvel squad. That was one of my buddies I didn't even know he worked there. He was in my one of my classes and when I was a senior He's really cool, but The other guy came to the window the one that got the water babe, so it was perfect He was like, you are not the same person. I'm like, yeah, they're awesome Before I go up there. Look at this back seat. We went to one, two, three, four, five different places So we went to actually six places Panera We went to and it wasn't good just like the other one before that But we just didn't we're not gonna put it in because it's kind of just yeah, it was dumb Yeah, it was really dumb. We just pulled up there and like that literally Water thing was right there and she didn't even close the window. Yeah, it didn't even Yeah, the window was right next to itself Yes, this is our drive-thru swap couple swap prank. We are yeah prank someone handed us a different person's order A different drink. How crazy is that? That does not happen often in these challenges No, they doesn't. I don't know if it does No, now we're stuck with a lot of food that we're gonna eat because we're gonna go watch vampire diaries right now And Riverdale because we have to catch up on one video So we're gonna go eat all of this food We ordered some good food like I ordered a blueberry muffin. Oh my god Mac and cheese. We got orange chicken We got all you I bet you guys wish you were here. Yeah, right? We have a whole yeah Before we end the video, we do have to give out our post notification shout out and that shout out goes to Catherine underscore spam so shout out to you Catherine. Thank you for being a part of our channel and we love you so much I hope you enjoyed this video as much. I love public pranks. I want to start doing more So give this video a big thumbs up. Yes start doing more public pranks Yes, and if you are not already subscribed to our channel go hit that subscribe button join the Marvel Squad Anyways, we will see you in the next video Peace


Lesson 362, This holy instant would I give to you, Be you in charge, for I would follow you, Certain that your direction gives me peace, And if I need a word to help me, he will give it to me. If I need a thought, that will he also give. And if I need but stillness and a tranquil open mind, These are the gifts I will receive of him. He is in charge by my request, And he will hear and answer me, Because he speaks for God, my Father, and his holy Son. Amen.