Welcome everybody to today's LinkedIn Live. We are here to celebrate our CISL's newest course, Women Leading Change Shaping Our Future, and I'm delighted to welcome some of our contributors from the course. It's probably worth saying that we have a phenomenal array of really diverse contributors from all parts of the world actually contributing to this course. From a wonderful, passionate 23-year-old woman from Afghanistan who works in European policy all the way through to a woman in her 80s who's been nominated for Nobel Peace Prize three times. So delighted to have today's conversation. This can be a very relaxed, informal, interactive conversation where we'll be responding to your questions. So please put them in the chat and my colleague George will be monitoring those questions. So to kick us off today, welcome Nishma, Janice, and hopefully we'll be hearing from Rav soon. Janice, I wanted to start with you. So just for people who are less familiar with the course, the first presentation of which we'll launch on May the 2nd, we're looking at sort of women's leadership and women leading change through these lenses, these three lenses, kind of a macro systems level lens, a sort of a meso-organizational team lens, and then also an individual lens. And I wanted to ask you first, Janice, so you have had the good fortune of working in a number of different industries in different geographies, different parts of the world. You're dialing in from El Paso this morning, I believe. So just to kick us off, really, the role of women in business leading change. What's been your experience of how that works best? Yeah, thank you so much for having me. Can you hear me properly? So great. Perfect. So I, yeah, as you said, I've worked in so many different industries. I've worked in what people sometimes consider as male-dominated industries, like the aviation industry. And I have seen different examples of people leading change. I've seen women, particularly, sometimes, the only ones in the table. And it's been very interesting to see a lot of those role models, so to speak. And I was initially surprised because I had almost a stereotype that if you were a woman and you had children or you were a caregiver, that there was absolutely no way you could be leading an organization. And I was so wrong. Or that they were women, they may not have had, they may not have a family of their own, but they were young, youngish. They were, I think, their mid-30s when they became a board member or a legal counsel. And so I was so surprised that there were so many different examples of women leading change in organizations. And what made that really successful was an open mindset within the company to allow, I mean, to almost, I didn't want to use that word, but almost like to look out for people who had those sort of skill sets and be almost willing to try out that sort of leadership, if you know what I mean. I found that as almost a commonality that there was an openness to identifying these types of women and bringing them into senior leadership. Brilliant. Yeah, that's great. And apologies, Janice, I was terribly rude. Tell us a little bit why you're in our past and mentioned aviation, but just give us a whistle stop to through your career. Yeah, so my family moved in the middle of the global pandemic from Hong Kong to the U.S. I've been working in Asia for nearly 15 years. My background is I'm an environmental scientist and an economist. So naturally, I'm working in the field of sustainability for over, for nearly 20 years. Yeah, and I've worked in different industries, as I mentioned earlier, from aviation to hospitality, real estate, and now for consumer goods company here in Texas. Wonderful. And would you mind sharing why you've moved to El Paso? Yes, again, the pandemic. I was talking about it with my husband last night and I said if I hadn't been in the pandemic, I probably would still be in San Francisco or I would have moved to New York, because I thought I was a city girl. I mean, living in Hong Kong, right? And I used to live in London. But the pandemic really focused, it almost forced me to think about my priorities as a mother and also as a person. And I decided I needed to spend time with my children. And also I was very interested in understanding how do you work with companies that are, they're not, they're not exactly in the Fortune 100. But I wanted to understand like how do you help medium and large size companies integrate sustainability? And I just thought, you know, it'd be, you know, for all of those reasons together, this is the reason I'm in Texas. Fantastic. Great. Well, Texas is lucky to have you. What other observations would you have? So I imagine that many, many of the people tuning into this will be working in business organizations. And having worked in the hospitality sector and aviation, as you said, in transportation and now for a global consumer goods company, you know, what, where can business have the most impact when it comes to delivering the future that we want and need? And also sort of a second part of that question, where have you seen women have the most influence and particularly when it comes to partnerships and collaborations? Right. Yeah. Let me just start with the partnerships and collaborations point. So when I was in Hong Kong, I was part of a group called the Women's Foundation. And it was, it was basically a venue or it was a group of women who were helping each other. And I, Zoe, I mentioned it earlier, it was kind of jokingly, like they were hyping each other up, right? Because you believe this narrative when you grow, when you, I mean, I remember when I was 12, being told that these are the things that you're not supposed to do as a woman or as a girl, right? And you keep hearing that from society. You wonder why there are magazines, kid, like teen magazines about falling in love and makeup. And I wasn't really into these things, right? Like, but I was almost forced to believe that this was what it took to be a real woman. And then it took years to kind of unlearn that narrative. And so this is the reason why, you know, I think partly the reason why the Women's Foundation was so successful is building a new narrative, which is the truer narrative, right? And then building that allyship, building, you know, getting men in to understand the barriers and how they're also impacted by those barriers. So it's really about this empathetic understanding of men. And it's not about, it's not we're taking stuff away from men, you know what I mean? Like it was about us, all of us, all of our boats rising together. So I found that really helpful. And even up to today, now I'm in El Paso, I'm still in contact with them if I kind of need, you know, just a friend to talk to, or even if I just am sometimes I really quiet in the WhatsApp group, but just to see these women succeeding is enough motivation to overcome the challenges I face on a daily basis. And then to your first, the first part of your question. Were you asking about what sort of things would look like? What's the specific role of business? So having worked in a number of different sectors, how can business in particular, as a sector, be a force for good? Again, as I said earlier, right, it's also sort of a, it's role modeling, what's society, what you expect from society. And if we keep talking about, oh, women should have equal rights, or we should give more opportunities for women, business has an opportunity to provide that, you know, almost like a vehicle of that sort of change. And in all the companies I work for, in all the industries I work for, I often tell the people I work with, we need to reflect the people that we serve. And if it's all just men, or you know, then it becomes, you're reflecting a certain type of demographic, and that's not representative of all the other markets that we serve. And so that's really the sort of the reason why business is helpful in that regard. Yeah, absolutely. I think that's such an important point. How do we reflect the people that we serve? How do we make sure that those voices are heard at the table? Which leads me nicely on to you, Nishma. So how do we also create cultures where people feel that they can bring their whole selves to work, and actually speak up and challenge others and, you know, feel comfortable raising their voice, if you like. So Nishma, perhaps you might want to just start a little bit sort of telling us where you are in your career, because like many, I think, if you started in communications, then looked in engagement and sustainability, tell us where you are now. And we'd love to get your reflections. There's a lot of talk these days about psychological safety. And I know that that was a big focus for you in your last role at the pharmaceutical rush. And we'd love to just get your reflections on why is that important if we're to ensure that we can lead change and lead successful innovations? Yeah, absolutely. So yeah, so you're right. So my background in my career, I started off in cons in PR. And then about eight years ago, was introduced to corporate responsibility. And it was then that I started recognizing just to your earlier point about how business can really be that force for good, how businesses can develop products and services that are commercially viable, but actually still really benefit society. And following that, I then made a complete career change about five years ago into my previous role, which was at Rosha, she said. And most recently there, I was leading corporate responsibility, well being in sustainability. And this is where I started to learn more about this concept of psychological safety. And this is a term that was really coined was initially coined a few years ago by behavioral scientists called Amy Edmondson. And at its highest level, it's defined by the by the belief that people in a team should be able to feel safe when taking risks. So essentially, this is about being able to feel like you can speak up, you can make decisions, you can take action, you can fail at something, but not feel scared about any potential repercussions. In fact, it's the opposite where if you do these things, speaking up and making decisions that you also demonstrate you're accountable for it, actually, that's also recognized and rewarded. And if this is done really well, like if it's done in a team, in a team where everyone is feeling safe and feeling like they have a role where they contribute, what this actually then intends the benefits of this is that it really starts encouraging that creativity, bold new ideas being created, really helping to unleash a team's potential. And really helps foster inclusion as well, because when you create this safe space in a team, what inadvertently what also happens is that people start having this whole sense of belonging, because they feel like they're part everyone's part of this decision making. So I guess my advice to anyone, if you're in a team, you're building a team, you're developing a team, really think about how can you create that safe space where everyone feels like they have a chance to contribute and feels like they belong. Yeah. I mean, it's one of those things that sounds absolutely wonderful, but I imagine it's much harder to build into practice, because effectively, you're trying to embed it into the culture. And we all know how difficult it is to change culture. When you look back at how you did that, what worked best, would you say? Where have you seen it work best? And I guess also then reflecting forward, you're in a new organisation now, you've only recently started at Legal and General. What are your tips for yourselves and others that might be in new roles? Like Janice has not been that long at Helena Troy. How can we as individuals bring that psychological safety to our teams? How do we model it? So yeah, this is something that it's definitely not going to happen overnight. And it also shouldn't be seen as an end goal. I don't think it's something, it's not something you reach and then you're done. It's almost like something that you have to nurture to really help embed it into the culture of an organisation. I think one of the things that's really key to psychological safety is communication. We all know how important communication is every day in our working life. In many teams, quite often communication can still just be top down, but it's also about not only thinking about two-way communication, but also almost side to side. So how can you encourage people in your teams to talk to one another, to share responsibility and to share that accountability for the decisions they're making as a team together? That's really important. One of the other things, and then how do you encourage that safety? How do you encourage people to feel safe in communicating with each other? How do you get your teams to feel like they're being heard and they're being listened to? How do you listen to your team members as well? And as I said, this takes time. So there are like practical steps that you can start implementing to kind of nurture this and to encourage this behaviour. I would say one of the first really is kind of that self-reflection. So as a team leader or as anyone who's really passionate about this area, how do you take some time to self-reflect and think about your own position?  Because that's really important. It's important to be open and honest with yourself as well as with your team members so you can encourage them to, you know, that it's okay to share vulnerability and to behave in this way as well. One of the other things that's really important is to talk about failure and it's something, you know, I remember for many years feeling really petrified if I had, if something had gone wrong, partly that's also the perfectionist in me, but, you know, we're human. No one is perfect and the only way we're going to continue to grow and develop is if we not only learn, we often hear about learning from our mistakes, but we've got to share those mistakes as well. So as a group in your team, you can learn together, share together and move on together as well. So I think the second part of your question was about my new role. So yes, I recently joined Legal in general, which is financial services organisation in the UK. I've just joined the sustainability team and I'm only one month in and I think I've already seen actually how difficult it can be to be yourself and be really authentic when you're new because you're still trying to, you know, you're meeting new people, you're trying to understand the culture, this new culture, but I think one thing that I've learned is just try and be yourself from the outset. I know from experience when you try and be someone that you're not, it's not going to last very long. So, you know, whatever your natural style is, you know, if you're an, I'm an introvert for many years, I thought that was something wrong in being an introvert and now I see it as a strength. So I guess my advice is, yeah, wherever you are in your career, if you're someone new, if you've been somewhere for a long time, just definitely always be yourself, be authentic because it will encourage others around you to be that way as well. Yeah, that's brilliant advice, Nishmene. It's interesting, isn't it? Like when we go through these transitions, how it really puts into sharp focus, you know, the practices that can support us or also perhaps the things that, you know, kind of trip us up. And I think it's interesting in women needing change, we look at sort of masculine and feminine leadership traits and obviously both men and women can have both. And I think, you know, we've seen this clear evolution from the old days of the, that old kind of hero leader model, which was, I have all the answers and you will just follow me as opposed to, well, what do we think? You know, how might we approach that together? Because actually, of course, we don't have the answers, the world is complex, it's changing, you know, it's volatile, ambiguous, uncertain. And we can only come up with new interesting solutions if we're listening to all voices and bringing some of these other voices to the table. So thank you for that, Nishmene. I'd love to invite Rav into the conversation if she's here. I think she looks like she might have just dropped off. But hopefully, Rav will be, you are there, Rav, just speak up, I can't see you. So Rav will hopefully be bringing the perspective of, you know, particularly her work with women in STEM professions. But perhaps, Janice, I can come to you on this. As a woman who started in STEM, you talked about starting off as an environmental scientist and that's obviously been a strong outlook for you. Just curious to know, you talked about how you had to sort of, in a way, peel back some of those unhelpful narratives about how you thought you were supposed to be and what you were hearing from society in terms of expectations of girls. What would be your advice? I mean, it seems to me when you look at the numbers, we have so far to go. If you look at the numbers of women in STEM roles in engineering, in technology, how can we really start to build momentum there? What's your personal experience? Yeah. I mean, growing up, I was very lucky that my mom was adamant that I was not going to believe the narrative. My mom wanted to be a scientist and she was of that generation where she was stopped. I think that that moment when she had me, she was like, I'm not going to let that happen to my daughter. Yeah. My mother, every time I'd come home and I'd be like, the boys said I can't do this or the teacher said I can't do that. She would immediately be like, don't believe them. You can be whatever you want. She was my hype girl, my mom. And I think that now we're in that a lot. I don't know if a lot of people are listening in are either mothers or aunts or sort of the older person in a younger person's life. I would highly recommend that you be that person cheerleading that other girl. I grew up not seeing any STEM role models in women at all. So it was very difficult to say I could do that. There was no one I could look up. Maybe, okay, Rachel Carson, that was it. But that was in the 60s. And I wasn't born in the 60s. And it was very challenging. But as I said, having a support system, particularly my mom who believed that I could do anything that I set my mind to, and I know it sounds very cheesy to say that, but it really helped because there are going to be lots of times where I was the only woman in the classroom. Or as an environmental scientist, you had to go to these places like take samples in a lake, go to a landfill. And immediately my teachers would assume that, oh, you need an excuse letter because you don't want to do this. Even women teachers would make these assumptions. And I know it is coming from a place of love. I often tell myself that. But I've had to have the courage to say, no, I actually want to do this. And not be bothered. I'd come back to going to a landfill and I had a class. And I had to know going to class and I'd smell like a landfill. And I'd go to college at a college class and everybody would look at me. And even at that young age, I was already telling myself like, you know, don't believe the narrative. I didn't quite say it that way. But it's there's a level of strength. Yeah.  Is Zoe still there? I think she might be frozen. Yeah. I was just going to add Janice as well when I used to work with a lot of kids in schools in my previous role for a pharmaceutical company. And one of the things that I also realised is that STEM opens up so many doors and has so many opportunities. But the perceptions that are still held of what a Korean STEM looks like are actually quite, they're really outdated. So a lot of kids thought your only option, if you're interested in science or healthcare, is to be a doctor or a nurse or a dentist. And that existed when I was at school, which was many years ago. And those some of those opinions and views just they haven't moved on. And so I think there's such a big role that not only teachers and education systems can play, but also businesses can play to really show to show kids, you know, young adults, what opportunities there are beyond once school finishes. Because if you don't see it as well, if you're not exposed to it, it's very difficult to make some of those relevant education choices you might need to make, you know, when you're kind of going through the system at school and at university or further education. Yeah, that's right. That's right. I mean, there's a lot of resources out there. There's a Netflix film called Women Who Look Like Scientists and just being able to relate, right? Like I can do that. Yeah, I've had a lot of young girls come up to me and say I never knew that this was a career. Like I was always thought it was being a doctor or a nurse. And yeah, and so I've been I've been part of these initiatives just to show other girls, young girls, what are the possibilities and and because when they they see it in someone they're like, oh, I could do. I think the most important thing not just to visually see it to name it, like, oh, I can be fill in the blank, whatever that thing is, right, a computer engineer or this. Yeah, so that's yeah, definitely. And I can see how businesses would support that. Yeah. Yeah, I think the role model part is so important. And it's so wonderful to hear how you had your mom as your role model. But, you know, if people don't have that almost looking outside of their household as well to see who could potentially be that role model. But also if you take it, if we take it one step further, like from school into the workplace, again, role models are so critical to demonstrating the change that you can make and not being female, you know, not letting that be a barrier. And yeah, those were what I've always found is those those role models just having people that you aspire to, you know, that you can learn from that that will help you along the way as well is really important. Right. Yeah. And I think it goes beyond just STEM, right? Like a lot of the industries that I mean, the ones I used to work in once you're working in right now are mostly there are a lot of men in senior leadership. And being able to kind of point out, like, you know, we're open to different types of people. It doesn't need to be just one certain type of person. And to be and to be actually see it, you know, I've, you know, as I said, when I was in the even aviation industry, I was so excited when I saw female pilot, like, I couldn't believe it. And and I would almost be like, I, it would almost be all like seeking a sister and say, how did you, how did you overcome this? Because I know how, how challenging it is, right, to be in that in that sort of really male dominated fields. And there's another one I used to be in real estate with construction. That's another. Yeah, right? Like, yeah, that's tough. Yeah. And I would always be so curious and interested to know, like, how did you guys overcome this? This is not easy. I can only imagine, you know, what you guys have overcome. Hi, Zoe. Hi, Zoe. Oh, I think we lost her. Hello, everybody. Just. Okay. Go ahead. We can't hear you. Apologies, just to prove that we are live. That's never happened to me before. So I decided to drop what joy, but I'm glad you're having a lovely conversation, the two of you. Great. So, so where did we get to I so I wonder if we could sort of go full circle. We've kind of started at the sort of, you know, the role of business. We've talked about organizations and teams and culture. And Janice, you've alluded to it a couple of times, you know, how we know how we can, you know, the importance of having our sort of support bench if you like. And really curious to touch on now sort of a personal level. Now, how can we best build our confidence and resilience? It was interesting when we interviewing the sort of 30 plus contributors for the course. And one of the things that they talked about, you know, was what would they wish they'd done differently or what would their advice be? And it was always be bolder, be bigger, more courageous, ask for more. So Nishma, I'm curious, how do how do you build your resilience and your confidence? What's worked for you when you think back of your career? Yeah, so for many years, when I look back, I almost wish that certain traits I have, I didn't see them as a negative, which I kind of mentioned before.  So you feel like the odd one out and you feel, yeah, you're different. You just feel like you're different. And you can sort of tell by my voice, it's quite softly spoken. So for many years, I thought you had to have yet to be really assertive, yet to be really aggressive, to get far, you know, to get far in your career. And it was over the last few years where I've really learned to embrace those natural characteristics of mine, like, you know, I can't change the sound of my voice. And just really learn to embrace it. And I think just having that ability to see it as a strength, like turn it around and use it to your advantage. If there's anything that your feeling is holding you back, I think my advice would be to really take that time to reflect and see how you can turn it around. Because you were all unique, that's what makes us different. So use that as a way to kind of stand out in the crowd as well. Yeah, no, I think that's, I think that's great advice. And on the flip side of that, as someone who is an extrovert, you know, I've often felt self conscious about that. You know, I worked in San Francisco for a number of years. And I remember when I moved back to the UK, it was like, oh, my God, you're such a cheerleader. You're so you have to be so big and noisy. So I think it's, you know, how do we embrace those qualities? So Janice, you asked to specifically talk about imposter syndrome in the course, which really surprised me. So and you talked about a number of ways that you've addressed that. So talk about that. How does that show up for you? And what what techniques do you use to support you with that? So very much like Nishma, I know as though you will not believe it, I am an introvert. And that's just on my natural state of being. And I very similar to Nishma, I was told that that's not good enough. Like, why are you so quiet? Why can't you tell me what you think now? And I'm like, because I'm thinking like, I don't know how to explain it. And, and that's really a lot where a lot of my imposter syndrome came from, because I was told again, with a different narrative, you're like, okay, you're great, you're great as a woman, but you're not really speaking up. And I'm like, I need time to think. And what I've learned is, and there was moment in my career where I tried to live up to other people's expectations or definitions of how I should behave. And it really exhausted me. And I think Nishma will agree, it's very exhausting to try to be an extrovert. And, and so what I've done is got into meditation, I've done a lot, I've been meditating for seven, eight years now. I don't know if I mentioned as well, Zoe, that I exercise, I train, that's the term I use, I train five days a week, like CrossFit type, like I do 50 burpees, that that type, I weight lift. And part of that is just to remind myself of what I can do. It's just me reminding myself that a lot of the things that are holding me back are just in my mind. And a lot of the, and I have a choice to accept the narrative that's given to me, I can say it's almost like a RSVP to a party, like somebody saying to you, Janice, this is who you are. And you're given a choice, people feel like I don't have a choice, but you actually have a choice, you can like, in clueless, you can RSVP to a party or not. So I choose, and so now I choose not to believe and not to RSVP to my own imposter syndrome party. And I do that to, you know, just reminding myself of the things I'm capable of. And as I said, a lot of that comes from meditation and, you know, just training, doing a lot of cross-training. Yeah, I love the anecdote you gave in the interview, which was no way you'd like turn up in a meeting going around the room and go, I bet I'm the only person who has done a hundred burpees before. Empowering when I go into a room or a virtual room thinking that way, like, I'm sure I'm the only one who's done this. So it just breaks my imposter syndrome. If I can add to that, sorry. Yeah, if I can just add to that as well, because I struggled with imposter syndrome for many years and it didn't actually affect me till I'd been working for around 12, 13, no more than that, about 13, 14 years. So that's kind of when it hit me and I didn't even realize it was a thing. I didn't realize there was a term for it. I just constantly felt like one day I was going to get found out. And it was that feeling was like this weight on my shoulders for quite a long time until it was recognized actually by my manager. And then it kind of felt like, oh, I can talk about this. But the one thing that's actually helped me as well is just realizing that what used to really hold me back is when somebody asked me a question, particularly senior leader, and I'd feel like I have to have the answer because if I didn't have the answer, clearly I wasn't good enough. And I think one thing that's really helped me is just realizing you cannot possibly know everything. You cannot have the answer to everything all the time. And it's okay to say, I don't know. I don't have the answer. But I'm going to go away and look into it for you and I'll come back to you. And then it helps. I think, Janice, I'm probably right to say you're a reflector like me as well. And then it kind of helps that kind of being able to go away, reflect, think about your response and go back. But definitely don't always feel like you have to have all the answers because it's just not possible. Yeah. And I think the sort of extension of that is that you probably know more about your topic than other people in the room. And sometimes we can psych ourselves up by over-preparing and then fixating on the things that we forgot to mention. No one else knows the things that we've forgotten to mention. So that's great advice. And I think certainly from my perspective, I think certain industries, well, I know that I can get a little bit, sometimes being very last minute can be a real kind of an adrenaline piece. But actually, if I want to be my best, it's how can I prepare? How can I turn up on time? So some of those basics. So I would love to have questions and comments from people listening in. One question that we have had that I want to put you to both of you. And then I'll look at some of the other questions is, do you think businesses are open to women as leaders? And it's interesting. Again, if we look at the facts, we know that only 6% of the FTSE 100, only 6% of the Fortune 500 CEOs are women. So the data is not good. And actually, again, Janice, you talked earlier about the impact of the pandemic. I think that's had a disproportionately heavy impact on women as well. So what's the answer to that? Do we think businesses that open to women as leaders? Janice, I'll turn to you first. Yeah, more so now than ever before in my career. I think a lot of businesses are on breaking up and have already been in the past few years. They understand that they need women and they need different types of people, not just women. We're talking about overall diversity. They're very interested in that. And I've never seen such an openness. And again, as I said earlier, I've learned not to ask permission. Like, I just go and open the door and you'll find out, you'll be like, you almost like psych yourself out like the door is not open. The door is not open. And so you don't open it.  And wow, that's what's so humiliating. But then you find out that actually the door is open. You just need to kind of, you know, you can't wait for other people to open it for you. And so I learned, I learned that and I say that as an introvert. It is very tough. You psych yourself out like, okay, the door is closed, the door is closed. And then I realized, oh, actually, it's a jar. It's open. I just have to push it. Yeah, again, we had a lovely analogy from an incredible woman who's on a webinar we did a couple of weeks ago. So her name's Perna Sen and she was Deputy Director of Policy for You and Women. And she said, sometimes we need to decide what our role is. No, sometimes we need to be the person that kicks the door down. And sometimes we are the person that follows through after someone else has made that effort. No, and I think often it starts with just asking, asking the questions. What's your experience, Nishma, in terms of, you know, is it are we ready? Do we think businesses are open to women as leaders? Yeah, so like Janice, I would tell you absolutely. And I've definitely experienced that in the recent with the recent organizations I've been employed with and they, you know, kind of all been quite big brands. But it isn't just about women as well, they're really open to change with embracing diversity in all the different forms that diversity comes in. And, you know, where I work at the moment, legal in general, part of the organization is called Legal and General Investment Management. They're an investor and they've actually made really bold commitments in this place where they won't invest in other organizations that haven't got a diverse board, like a ethnically diverse board. So you can really see it's this businesses are really pushing other businesses as well to kind of drive their change. And ultimately, you know, it's kind of, as we know, it's good business practice. But I think businesses also just realize they're losing out on so much untat potential in terms of talent, if they don't really start making change and getting this right. Yeah, absolutely. And another question that we've had, which I think is a really is a super question. And I think ties back in the whole psychological safety piece is how do you bring your whole self to the interview process? And indeed, your indeed your job. They're bringing bringing the personal aspects through.  So any thoughts on that? And again, you've both been through the interview process recently. What was that like? And perhaps how be interesting to reflect on, how is it different this time around to say 15 years ago when you were going for perhaps one of your first jobs? Nishman, do you want to kick off? Yeah. So funnily enough, there was something I did really differently in my most recent interview, which was one I was just really, really honest about what I couldn't do. And everyone might be familiar with the way the difference between men and women and how they respond to job ads. And this is statistic. I kind of don't know what the exact number is, but something like 80% men will be 80%. They'll look at it and think, right, if I can't do 80% of it, that's fine. I'm going to go for it anyway, whereas women will feel this need to tick every single box from that job description. And when I was in the interview for Leading General, I actually openly said, I cannot tick every box on your job brief. But why would you want someone that can? Because they're going to come in, do everything and just be bored. Whereas for me, and I said, I can't tick every box, but I'm willing to learn. And that's what you'll get from me. This will appetite to learn and grow and develop, because this really is an opportunity for development. So I think my learning was just really be yourself. And I know it sounds quite a cliche or quite obvious, but it's actually quite difficult, particularly in an interview process. And most of them are virtual right now as well. So you don't get a sense of body language in the same way. But just trying to be yourself and recognizing it's a two way thing. It's not just you selling yourself. The employers got to sell them themselves as well, because you've got to fit each other. So be yourself. And if you don't get it, then there's nothing else you could have done in that situation. Yeah, that's great. And actually, the statistic is, because I use it in some of my work, men will apply for a job if they've got 60% of the qualifications, women will apply for job if they've got 100% of the qualifications. And of course, one of the really interesting trends we're experiencing at the moment, people are calling it the great resignation, you know, this huge sort of reassessment of what kind of work do I want to do? How is it aligned to my values?  I mean, it's absolutely remarkable, the record levels of people that have been voluntary changing jobs. So you're absolutely right. It is a two way conversation and starting with actually, they'd be lucky to have me look all the assets I'm bringing, and you want me to be learning on the job as well. How about you, Janice? What were some of your insights? And I think Rav might have sound. So I'll come to her after I've heard from you. Yeah, as I said, it's a mindset shift, right? Like you were led to believe that you had to show, you had to be a certain different person in an interview. And similarly, like Nishma, I thought like, and what you just said, Zoe, I just, I really had to change the narrative in my brain and say, I have something to offer. And if this is not going to work out, it's okay. Again, my, I love analogies as you know, so my analogy was like, it's almost like dating. If this person is not going to like you, then it's better to know now, then be miserable, six months down the line. You know what I mean? Like you don't want to be in a relationship. And that's what work is in a company. It is having a relationship with someone. It may not be a person, but it's a set of people. And if they're not going to accept you for who you are, when you show them who you are during the interview, it's going to be pretty miserable when you're there for longer, right? So I, it took a while, it really, really took a while for me to understand that this is also about the company selling themselves to me, because we're always thinking it's me selling myself. And once you do, when you think that way, immediately you're going to think, what can I do to get this, right? Like it's, it's that. Yeah. That's my advice. Super. Thank you for that. Rav, can you hear us? If so, please speak. I can see you and I can see your microphone, but I'm not hearing you. That's a shame. Oh, well, we're trying very, very hard. So, the irony is our champion of women in technology who's having the issue, but, but do keep trying. So what are you most proud of? And perhaps it might, perhaps it might be successful collaborations, successful partnerships. And what were the qualities that you brought to that that made it successful? You know, maybe it was the success of a campaign or initiative or a team. Nishma, starting with you. I think in my old role, when I worked for Ros in the UK, it was just making positive change and a positive difference. You know, having the opportunity to do that every day, which is why I'm so passionate about the area I work in now, but really having the ability to make, to make that change will also have a, being able to influence a change in culture there as well, particularly like, you know, in the area of sustainability and well being and helping to drive. It wasn't just me, but working with people to drive things like psychological safety. I was responsible for the mental health strategy and trying to embed that into the organization as well. So yeah, I think just generally being able to influence as much as I was able to my previous role is definitely huge success for me. Yeah, that's great. And how, how cool to be responsible for mental health and having well being in your title as well. Really, really interesting. How about you, Janice? What are you most proud of? And what is there still to achieve for you?   And one of them was the one before I had children. I was working on a mathematical model for the aviation industry, an economic model. And it just sort of ties into the STEM. And I remember having these conversations with a lot of people who are older than me, again, in the aviation industry, very male dominated. And I remember being in Chicago and then explaining it. And I wish there was no, there's no, I mean, maybe there were iPhones, maybe iPhone one. I have no idea. I wish I'd taken a photo of them looking at me, because they were the same age as my dad.  But they did not know this. The room did not know this. So I was so in my element. And even up to today, when I see how the aviation industry has used that work I've done, just, I could not believe that I did it. And I can't believe I was pregnant with my daughter, my eldest at that time. And I look back and think, like, wow, like, I can't believe I had so much courage. Like, who was that woman? And then the other part, obviously, I'm always going to say, I'm always going to say motherhood is one of still will be my greatest achievement at the end of the day.  Because a lot of it is also about high, our very high expectations of men as well. And that can also, we don't talk a lot about that. So I know we, we will in the course, in this course, but it's, you know, as a mom, I understand now, and I'm married to an amazing guy. And, and when I look at it, I think the great, it's a great, it's a great thing that my husband doesn't feel intimidated. But what I want to achieve and what I've achieved. And again, he's been a part of that support system. And I want my son to be that to whoever his partner is going to be when he grows up, right? So that I'm not quite that is the achievement I'm trying to meet Zoe. I talked to me in 40 years and I'll let you know if I need it. Oh, I love it. That's absolutely brilliant. Fantastic. And I think that's, that's so good. So just, I just, I'm just being sent some of the other questions that we've got. So one of the participants said, I noticed that most of the participants this webinar are female sustainability managers. It would be interesting to have HR numbers by sectors, for example, in male dominated industries. I wonder how we can address the environmental female mental burden and still be change leaders. What are your, what are your thoughts and experience about that? So I think perhaps it's talking to top tips again really for around, around resilience. I think, I think I've got that but do please clarify in the chat if I've not quite got that right. Any, any different ways that you've behaved when you've been in sort of more male dominated industries to use the language of the questioner and what have you just taken forward perhaps as best practice in terms of, you know, how to succeed, how to be your best. I don't use the succeed language. Any thoughts, Janice, from aviation to hospitality to. Yeah, a lot of men have daughters. And I, yeah, as I said, I'm always about commonality because again, being an introvert is just the easiest way to connect. And, you know, when I use the introversion, it's more because I'm very observant of other people. I just like to sit and observe and I realize that a lot of the men I work with have daughters. And that's sort of how I make the connection.  It was more like I already realized that there's a soft part in their heart for someone like me. And in some ways, a lot of the mentors I've had in my life were men who wanted to build a better world for their own daughters and even their sons, because they realized that, you know, my son can't have the burden of taking care of the family. And I'm talking about from a work perspective, not just from a chore perspective. And a lot of these men, I notice have a level of empathy.  And so that's, I really connect with a lot of other people I work with in that role. So a lot of, even in a male dominated industry, and we use that, right? But in reality, if you look at the back behind the scenes, a lot of them have women in their lives. And it's really through that that I connect and I ask for mentorship. Again, ask, ask, ask. You don't get, if you just sit there and almost like in a party and waiting for someone to say, Hey, talk to you, you can't, no one's going to do that. So you're going to have to go up and take and gain the courage to ask.  The only time I got a no is was like, this person was mentoring so many other women. So I felt like, okay, that's good enough. Yeah, absolutely. And I think it's really interesting. I think it's like how, how do we build inclusive cultures? Because one of our contributors in the women needing change course was a man who'd worked in sort of automotive industries most of his life. And it's actually, no, toxic cultures are toxic for most men as well, if they're not an alpha male. So recognizing, you know, actually, it's around how do we build inclusivity? And how do we build that sense of psychological safety so that people can bring their whole selves? So we're coming towards the end. Keep an eye in terms of if there's any other questions. Nishma, I loved, I wanted to ask you to share your top tip when it comes to leading teams, which I now, I must admit, I've just stolen your your tuning idea, because I think it, you know, when it comes to building psychologically safe cultures, it's just such a simple, practical way of modeling that. And I was wondering if you could share that. Yes, this is a really simple technique that was done at Roche, my previous employer, and done by teams like Roche is a global organization. And it was done like in many places all around the world.  And it was to start every meeting with a really simple tuning, which is a, how are you? And is there anything preventing you from being fully present in this meeting today? And it just gives everyone the chance to share, like, you know, particularly when we went into lockdown, and you could be well, when you might have had kids, because you're, you know, in the UK, or many places, schools were closed, you could have had kids in the background, you're waiting for a delivery. It could be anything, any, just a chance for you to say, you know what, at in 30 minutes time, I'm expecting a delivery, so I'm going to have to just nip out for two minutes and come back again, without having those sorts of thoughts way on your mind. It gives you a chance to share what's on your mind so that you can fully focus on that meeting. Or if something is preventing you from focusing because something's on your mind, actually just share that because it's amazing what relief almost that can do, that can be as well. So it's really simple. You go right around the table with a quick tune. And the most important thing is, is to be open yourself.  Yeah, I think that's a great idea. And I often will use that. So if I'm in a workshop, I might say, you know, I'm slightly nervous about this bit. You know, I've not, this is the first time I've done it. So I'm really curious to see how it lands. And I think also in an online environment, just just calling out what we're seeing, you know, with energy levels, if it's our team, it's like, you know, everyone's gone really quiet. Do we need to take a break? But what's going on? How about you, Janice? What would be your your key advice, perhaps, but for others, you know, particularly, how do we flourish in this kind of, you know, hybrid world or predominantly virtual world? Right. Yeah, it goes back to what I said earlier. And I think Nishma probably touched it on on it as well. It's again, how no matter, it's still very cliche to say this, but be your authentic self.  And if somebody comes in and says, you know what, I know, Janice, more than you do, you're going to be like, are you sure?  And it is a very, I'd say very, very tough to get to that point in your life, because as women and as young girls, when we were young girls back then, we were told a very different narrative. And it's really just unlearning that it is, I have to say it was very painful and I really struggled. But the moment when I had like, I get to choose, I get to accept the narrative or and I was, that's really when that level of empowerment, that's when I started working on the imposter syndrome, it really opened so many doors, both literally and figuratively for me in my mind at work. Yeah, brilliant. Thank you, Janice. I think, I think that's a great point on which to end. So, Nishima Janice, thank you both for the conversation today. You both are featured in our women leading change, which makes its first outing on March the second. Just a reminder that we're, we're looking at leadership from both a systemic perspective, you know, what are the, what are the, some of our big levers for change at an organisational team level and then an individual level. And I think we've touched on all of those today. And also a reminder that we had a webinar a couple of weeks ago with some of our other wonderful contributors that if you've enjoyed this conversation, you can check out that as well. So, thank you for joining us live today. Thank you if you're watching the recording. Apologies for our few technical issues. Hopefully we'll, we might even have smoothed some of those out with the recording and look forward to seeing you hopefully on the course. So continuing the conversation. Thank you both very much. And for a great conversation, it's been wonderful chatting to you today. And thank you everyone who's joined us. Thank you. Thank you.


All right. Good afternoon, everyone. I think we'll kick things off post-lunch. This is Next Level Search API. So tips for custom search in our beloved Drupal. Let's get started. I'm Saul. I am a Drupal developer at Previous Next, or PNX, as I'll probably refer to it from here on in. I've been doing Drupal since 2010-ish, and helped found Drupal Gold Coast, and Drupal Chili in South America. I honestly remain inspired by what the community to do is creating, and it's probably why I'm still here today. I live in the northern rivers of New South Wales, back across the ditch in Australia with my wife and young kids. We're building our own house. We live off grid with a spring-fed dam for water, solar and batteries for power, composting toilet, and starling for internet, which you might have to make out in the picture, which has changed our lives. This is all possible thanks to Drupal, and PNX's distributed team. To side note, we are not currently hiring, but probably will be in the future. So keep an eye out if you'd like to come and work with inspiring teammates. What are we going to talk about today? So software as a service, or SAS, has many great out-of-the-box features for search. There's a slew of examples, things like Sejari or Algolia, Google Programmable Search Engine, Swift type, to name a few. They're awesome tools. However, sometimes they can be one of two things, costly, and you might hit feature limits. So implementing your own search can overcome these. Today, we're going to cover a brief intro into search and Drupal in general, dive into Drupal Search API in particular, going to assume some familiarity with Search API, or SAPI, as it's abbreviated to. And then we're going to go into four specific areas of SAPI in-depth.  Search in Drupal has been around for a very long time. I found the first reference to it in Drupal 3. So it's probably there all before, which is 21 years ago. It's fine for small sites, but it honestly hasn't evolved very much. And it has a relatively limited functionality. So that's one of the breeding points of why there is the Search API module, which is, it offers a framework for extending search and allows searching essentially all Drupal entities. It offers things like filtering and faceting, full integration with views. So it supports multiple backends. So Apache Solar would be an example, elastic search, open search, Luna, and a long list of others. So we're going to dive into features of a few different backends, which brings us to Apache Solar. So Solar is an open source project managed by the Apache Foundation. And it's an interesting project. It's been around for a long time, and it's very mature, which is good. There are also SAS hosting platforms for Solar, so you don't have to host at your own. But we'll primarily be focusing on your hosting your own Solar here. So it has excellent integration into SAPI. It's probably the most supported SAPI back end. So we're going to dive into two less known features of Solar. So Solar can index data to be searched from multiple sources. It's an interesting concept. So for example, multiple subsites could be sending data into a single index. These sites can be on different platforms, so legacy Drupal 7, WordPress, Namio platform. Results then can be searched seamlessly from one search interface, such as from the main or parent site. So this is a potential SAPI configuration for this. You'll see that there's two Solar servers. The first is for the main site content with an index of normal Drupal 10 content. And the second is a Drupal 7 specific Solar server. And external Drupal 7 sites will be sending their index content in Solar document format into that server. So pushing content into the index. This is a wonderful Drupal 7 site implementation of Hook Search API Solar document solter. The first Drupal mouthful of the presentation. It's simply looping over each document to be indexed. So a Drupal 7 node in this case. It builds a rendered item using the node title and summary, absolute URL to link to the full content. So the output is themed. But it's important to note here that it's just HTML, which Solar can consume and add into its document index. So finally, we call add field on the document to be added to the rendered item. So at the same point, additional fields could be added, like title or taxonomy in index separately as needed. So this is obviously Drupal 7 code, not all that sexy. But there are corresponding event subscribers for Drupal 8 and above. And other platforms like WordPress could build the Solar document and send it into the index as needed. So now we're ready to display the search results. So all the index fields that we just added are available for processing as normal in SAPI. So you can apply a boost, for example, to a title field. There's an important option on the server here to make this sort of work, I guess, is to enable Solar to send the full search results back. This allows our index Solar documents to be returned. So fields are then available for full text search and views. For example, here we've configured views to search a title, a body from the Drupal 10 content that we saw before, the index, as well as the rendered item and the taxonomy title, the Ngram fields that are coming from Drupal 7. The upside of this is the results in a single search interface, which is seamlessly showing results from across the multiple sites. Next up, number two, we have facets. So just briefly, facets allow users to narrow results by applying filters. You can think of them as checkboxes. A classic example is the amazon.com left-hand interface where you've got all those filters to allow you to drill down into the products. These filters often map to taxonomy terms in Drupal. So facets are very well supported in SAPI via the facets module. We had an interesting feature request from a client. So when facets were active, they shouldn't limit the list of other facets. All facets should display at all times. So we found a lesson on Solar Feature to do this. And it was pretty nifty in that it did it all in one single query. The concept is a bit tricky. Just go through an example to help us get it thrashed out. So here are simplified facet requirements. Got a list of content displayed in images, in this case. We've got two filters or facets on schools, on programs. Sample values, school 1, school 2, program 1, program 2, et cetera. So each facet then displays the count of items. For example, there are six pieces of content tagged with school 1. So up to this point, it's all standard facet features. The difference comes when a facet is activated. So here, program 2 has been clicked. So the facets with zero results are still showing. So in normal faceting, these results would not be shown at all, as they're not part of the query results. In this case, school 1 and 3 wouldn't be in the list at all. Instead, here, inactive facets, or ones with zero results, are going to be grayed out. So keeping them in the result set alerts the user to the full set of available facets. This was the client requirement. They wanted users to know about school 1, 2, 3, even if they drilled down into the facets. So the client had three facets and around a dozenish terms in each, so this approach might not be ideal for a big data set. Again, the goal here is to surface all the options, even when the facets are applied. Let's look at the implementation. So when adding our fields to the SAPI index, we add two taxonomy terms, fields, for program and school. We'll alter these later to exclude them, so they'll return the results as if no facets were applied. We then add a second fake filtered field for each term. For these, we'll tell Solar to run the regular faceting on them. Let's look at what we're trying to achieve with the solar query itself. If you've never seen a solar query, this will probably be complete gibberish, which is understandable. But basically, we want to tag the filtered program field. Here, that's being filtered on a taxonomy term with an ID of 123. So then we mark it as excluded, and when the unfiltered version runs, we're sorry, we mark it as excluded when the unfiltered version runs. So that's the theory. How do we do this in Drupal? In our custom code, we will implement hook search API solar query alter, second Drupal mouthful. We need to do three things to wire this all up. So first, we mark the original facets as excluded. So that is to say that we don't want to filter on these. We want them to always be present like there's no filtering applied. Next up, we create a second set of fake facets without the excludes. And finally, we set the fake facet option to match those of the real facets. So massive hat tip to my colleague and generally awesome human being, Lee Rollins, who found that this was actually possible and helped a lot in implementing it. This is a bit of an edge case of a client requirement, but it's likely something that couldn't be implemented on a SAS search platform. Next up, we have Luna. So the original slogan, which I still enjoy, is like solar but not as bright. They've sort of tamed that down a bit and a new slogan is search made simple. They're both a good summary of what Luna can offer. It's written entirely in JavaScript. So the search runs on the client side or it can also run on the server side in Node.js. So the Drupal implementation extends search API. It was written by former Pynex colleague, Sam Becker. And I have a soft spot for it as they maintain it now these days. So the module itself takes a lightweight approach and is basically probably feature complete, but obviously patches are most welcome if it's your thing. So the Drupal implementation runs a search on the client side. When you begin to type, suggestions for matching pages appear immediately. So this can be implemented as an autocomplete to show the results as you type. It can also be implemented as a normal search page where query is submitted and the teaser results are displayed. The back end configuration is basically like any other SAPI search provider. So it allows configuration of searched entities and which bundles you want to index, configuration of the fields you're indexing, boosting, and also processing pipelines can be applied to each of the fields. So the interesting difference here is the SAPI index processing, which is what is running here in this batch, is creating a collection of documents. So these documents are sent as bundles of JSON to the client where their browser builds the index. As a result of that, there's no JS dependency on the server. So this means no build process. So things like regular or even schedule content changes are indexed with no latency. If you've ever deployed something like a statically generated site with no JS or its friends, you'll know that this build time and associated latency content updates is quite a big deal. It's essentially a problem that doesn't exist with this implementation of LUNA. So it also has fuzzy search, partial matching. It effectively gives you an Ngram-like matching system supporting matchings on misspellings, word fragments. For example, you can see the misspelling still match results. In practice, this matching is not going to be as configurable as something like you can do in solar, but gets you 80% of the way there with basically no setup. So it's a nice little win there. There are certainly some important considerations when using LUNA. So there's no cost incurred for any session that doesn't actually make use of search. This is because the index is only sent to the client when they first interact with the search. Still, it can be worth optimizing by creating a lightweight index of document titles for the autocomplete with a separate larger index, only used once a search form is actually submitted. And that would be indexing things like potentially the body field or larger chunks of content. There are definitely some practical limits to require the client browser to build the index. It performs well for hundreds, or even up to a few thousand documents in our testing. So it's probably not going to be a good fit for larger search indexes. There's also a cross-building JavaScript API which allows the front-end to query the index with no reliance on the Drupal backend, which is obviously quite useful in any decoupled situations. Nice. Finally, we have open search. So this is an open source software stack, a suite for search. It is a fork of Elastic and Kibana. And it was created by Amazon in 2021. There are two sides to, I guess, every fork. It's essentially AWS opted to go its own way and create open search. If you're familiar with Elastic, then it largely maps to open search. The project is under the Apache 2.0 license, which bodes well for the maintainership of the project into the future. The Search API Open Search module is maintained by my colleague and boss, Kim Pepper. You guessed it. It's a fork of the Elastic Search connector module. So again, it has all the regular integrations for indexing, field mapping, views, et cetera. It supports facets, more like this. Synonyms support. Boosting is supported at index time and at query time, which is actually quite a powerful feature. And it tweak your results. So recently, we added a search as you type field, which provides a really simple way to get set up with an autocomplete functionality. There's no need to configure ngrams and the like. It can be a little bit daunting at times, because it can be quite fiddly to set up, though there is also full support for ngrams and edge ngrams if you need them. It also supports a did you mean feature, which is quite nifty, to suggest corrections for misspelled search terms. Out of the box, it supports basic auth to connect to the back end. It provides a connector plug-in type for customizing back end authentication. So this means you can roll your own back end or connect to something like a host and service. So open search itself is JSON driven. So here's a sample query. It's simply searching on Drupal South via something called a must match query. The response returned from open search is also in JSON. It's found two results and has a title and venue field for each. So that sample query was pretty straightforward, but it can get complicated quite quickly. If those giant JSON blobs are a bit scary, it's OK. There's a tool that you can get help with. So rather than hand crafting your queries, you can use this tool. Again, it's for elastic, but perhaps largely almost entirely to open search. So this allows you to build up an object that represents your query and then cast that to a JSON object, which you can post directly to open search. Now, why all this for JSON? Can't views just do this for me? Well, yes, views can. All the regular integration of search from within views is totally possible with open search. But views for search can sometimes be a little limiting, not to mention hard to theme. So because of that, a number of our more modern approaches to search are implementing open search in a different way. React apps embedded in Drupal pages or, as we're tending to call them, partially decoupled search. So this allows us to keep all of the goodness we love from Drupal but allows faster iteration and developer control over search. Essentially, React apps are embedded by blocks, which can then be placed by a layout builder. So in a particular example that we implemented, we required support for multiple search apps on the same page, again, an interesting requirement. And they had independent filters, something that would be quite interesting to implement with views. By independent, we mean filters that can be applied to a single search app on the page listing or even to results across the entire page. So again, something that would be quite complicated with views. So our implementation also has clever out-of-the-box caching thanks to 10-stack query, which essentially can avoid round trips to Drupal for querying, filtering, and sorting. Let's take a look at a skeleton React search app. So here, the results page is displaying two separate results sets. There's one of them for global search, one for images. We're using something called a slice provider, which comes from Redux Toolkit. And that allows us to reuse the same React components, like, for example, the results per page or the pager. So when these are rendering, the effects are just targeted to that slice and nothing else. As I mentioned before, this approach is also using 10-stack query, which provides cached results when filtering. So when you filter the results, anything that's already run previously is cached. Essentially, the results show instantly. If you've got a search interface where there's a lot of interaction with the filters and you turn them on and off, it's essentially instant if you're hitting another filter that's already run. So the full implementation is a session or two by itself. For more info, you can see my colleague's Adam's session from Drupal South Brisbane and also Jack's amazing blog post outlining the approach to slices. So the flexibility of this approach is great, but you probably want to keep in mind the simpler requirements. If you have simpler requirements, it might not be a good fit. Again, open search supports. All the regular point and click, use integration. Finally, when it comes time to deploy open search, you can roll your own where a hosted version option is also available, a hosted search like Amazon Open Search Service. So this offers an alternative back end and provides hands-off managed search by AWS. So AWS are maintaining the open search stack and manage things like version updates for you. It means you're able to run a highly available open search cluster essentially without having to worry about how you manage it. It's highly available, which is actually quite a rare thing, for example, in the solar world. So if you have high uptime requirements or the like, hosted open search could tick a lot of the boxes. It also offers services like replication, role-based access control, and data visualization. So you'll notice that we've come full circle here with a hosted search solution. The reality is sometimes SAS is a good fit. So these slides are available on GitHub, if you'd like to refer to them. It's a quick recap. Search is an important part of a lot of Drupal sites. While SAS solutions can be great, custom-building your search stack can solve your exact needs. So solar still offers a powerful back end to power your search with many points to customize to your exact requirements. Luna.js could be a super fast solution for smaller data sets. And finally, open search can fulfill a lot of enterprise requirements, all rolled into an optional hosted service. So hopefully this session has shown you a few new tricks to add into your search tool belt. Feel free to reach out to me on fendstrat on drupal.org, drupal Slack. Happy to answer questions here or offline whenever. The case of having a self-hosted engine like a solar or open search, there is any way to implement in these a language model to make stuff a little bit more clever. For example, we know how difficult is defined synoments in both, well, for me it's easy in solar, but a bit more difficult in open search, especially because you cannot define them from the back end of Drupal, or you need to do in a text file, put an S3, and then regenerate, so quite complicated. Then I'm wondering, is that possible maybe to implement in search API something where you can host yourself a language model where an index like of the word PC is equivalent of a personal computer or something like that without defining all these synonyms or even better, categorize pictures. As we do with solar and Tika module, patch article, you can also pass attachments, and then you can, I don't know, PDFs, you can also index the content of the attachments. Can we do pass pictures to do OCR or even better in media, like find me a cat, and then all the pictures get automatically categorized by this, we are getting there? Yeah, we are, there's a few aspects of that question. The first one of sort of synonym support is, it's something actually we might be tackling as a client requirement quite soon actually, so in open search your synonyms are deployed as config, so you do have an interface in the back end of SAPI to list your synonyms, and probably that, so that's how they're getting out right now, so but it requires a code deploy essentially. So you can configure, ignore it, and give them interface for editing in the front end, that's probably the lowest barrier to allowing them to edit it. In general, I think a lot of our synonyms wouldn't be shared across projects, they're quite site-specific, so clients really know their topic area, and their list of synonyms are very specific to that site, so I don't know about that concept of sharing that across sites, it would be interesting though, it would be interesting. And to your second point of the, the concept of searching within documents, I think is the idea, again as an external service, yeah, we haven't run across that yet, but it would be an interesting feature to build. When using OpenSearch, is Jeff Bezos personally benefiting from that? That's a very, very fair question. Only when it's hosted. Which is why I specifically made mention that you don't need to use the hosted version of it, right? I think the fact that it is licensed as it is bodes well for the project itself. It's hard to decouple the main fund of a project. If you were to take AWS out of OpenSearch, what would it look like? I don't know. Yeah, but it is a very fair point, and definitely the reason I stress is that you don't have to use the hosted version. It would always get Raspberry Pi's and go off grid. Yeah, Starlink. It would be a fan. It's all the time we have for questions. If you want to have any more, please talk with Sol.


Hey what's going on? I am Greg Sosman joined today by Erin Nolan of Fandall who's here to break down her favorite bats from tonight in the NBA. What's going on Erin? Hey Greg how are you? I am doing fantastically. It is I think officially your hurry-up debut is that correct? Yes it is. I'm excited. I can't wait to give my picks. Alright then let's do it. Let's begin in this game between the Minnesota Timberwolves and the Los Angeles Clippers. Clippers are in Minnesota without Paul George tonight. He's actually out for the next couple of games for LA which means other players are going to have to step up. One of those players are going to be Lou Williams. His total number of points is 15 and a half at Fandall Sportsbook and you like the over. Yes I'm going over 15 and a half points for Clippers. Lou Williams player prop. Now the Clippers had back-to-back losses for the first time this season. The Clippers are laying a big number as they look to get back on track against Minnesota so I'm looking for a player prop here. I like Williams player prop of the over because while he's averaging 10.3 points off the bench this season he's enjoying an 18.7 point spurt over his past three games. Williams scored a season-high 23 points on Sunday in the Clippers' loss to the Kings. Since Paul George has been out with a bone marrow, Edema in his right big toe I think Lou Williams will step up once again and assist the Clippers team with points and assist Betters who take his over 15 and a half points for his player prop. There you have it without PG-13. Lou Williams steps up the scoring. We know he can four six man over the year. Lou Williams gets the job done tonight for those prop Betters over 15 and a half says Aaron. Up next in LA the Lakers are taking on the Oklahoma City Thunder. The Thunder are 11 point dogs tonight at Staples Center but you like the Thunder here in this one. How come? Yes as you know I always love taking these underdogs but I like them to cover the spread of plus 10 against Lakers tonight. The line has seen a lot of movement. It opened Lakers minus 10 and a half moved up to minus 12 this morning back down to minus 11 constant movement on the spread. Now these teams are facing each other for a second part of a two game series. Lakers beat them 119 to 112 in overtime on Monday and OKC did cover in that game but for the Lakers ironically they went into overtime in that game and then the previous game they went into double overtime against the Pistons. So while the Lakers lay big numbers they're not as good against the spread as you would expect. Lakers are 5 and 7 against the spread at home while the Thunder is 9 and 3 against the spread on the road. AD will not be in this game either so he's dealing with an Achilles injury. I think OKC can cover this long number and part of the Lakers not being great against the spread at home. Yeah you put all of that together. No Anthony Davis. LA not great against the spread at home. OKC excellent on the road. It kind of all adds up to covering. We don't need to win. We just need to cover 11 points.  OKC in a good spot to cover against the Lakers tonight. One final game to get to that's the Atlanta Hawks. Taking on the Dallas Mavericks Hawks are four point dogs here. Dallas has been inconsistent all year long. Atlanta has as well. What makes you like Atlanta in this one. Yeah so again I'm going with the Doggo Atlanta plus four against Mavericks. The Hawks look to even the season series against the Mavs after they snapped their six game losing streak against the Hawks. One week ago in Atlanta one betting trend that I've personally been following this season is the Mavericks being awful against the spread at home. They're currently two and nine. They did beat the Timberwolves on Monday at home but failed to cover the spread. I also think it's important to note that after coming off a win Dallas is four and five against the spread. So it's hard not to fade the Mavs at home when you look at these trends. So I'm taking the Hawks with the points for this matchup. All the betting trends headed in the same direction as telling you to take the Atlanta Hawks against the Mavs tonight as Atlanta looks for revenge after last week's defeat. If that's new for us here on the FanDuelHurrayer Aaron we appreciate the time. Good luck tonight. Of course good luck to you as well. Thank you very much. Tomorrow we'll be joined by Tom Vecchio as we find out his favorite DFS plays on the Thursday NBA sleep. For Aaron Dolan I'm Greg Salsman. Thanks so much for watching. Enjoy the games tonight and we'll see you back here tomorrow for another edition of the FanDuelHurrayer.


What's going on, everyone? Sam here with Leighton SportsGuard. I'm in 23, Panini Mosaic football, no huddle, five box break, number four, random team style. There is a look again at your random results. As always, you can find those on the website under the results tab, as well as a link in chat. Good luck. Justin with a couple of immaculate baseball spots tomorrow or Tuesday or sometime. I don't know. Let's do some no huddle. I don't work tomorrow. I'm not 100% sure of what breaks are tomorrow. If I'm working, I pretty much know my breaks a few days in advance, but tomorrow I'm not working, so I'm unsure. I know there's Sunday fun day tomorrow. 30 box bonanza. Yeah, those are always awesome. Jason Taylor, Will Leviss, and Joey Porter. Rich always does a great job with any mixer, really. Rich does a really good job with. They're always like, I love 10 box Tuesday. Will McDonald. I don't love collecting 10 box Tuesday, but I love ripping it, dude. It's so much fun. We've got Clayton Tune, bass auto for the Cardinals. Nice one there. Silver, Chris Jones, CMC. Hansi Wilson, bass. Good, Sean with the Dolphins chain. Levan Achane. Shamari Connor. Whoa. Shamari Connor to 75. Do you hear what your son just said? Do you hear what your son just said, Sean? Whoa, what are you talking about, me and your dad? I think you left one day and we're like, oh, that guy's a bot or whatever when you're relieving. Jonathan Mingo.  Purple to 50, Jimmy G. Nice one there, Raiders. Moments and time, Pat Peat, Breezy and Masi Smith. What's up, Joshua? What up, Josh? I heard that too, Josh.  Disco, Billy White Shoes Johnson. Pull the one-on-one hobby of that. Billy White Shoes Johnson, the innovator of the touchdown celebration. Pink, Marcus Allen to 20. There you go, Raiders. Silver, Randy Moss, aka Super Freak Marshall University, Dak Prescott, Bryce Young. I love that. I watch like a compilation of the best Sunday night football intros of all time. DJ Moore, God, someone we're so funny. Yeah, exactly. Matthew Judon, body built by Taco Bell. That's where my fantasy team name comes from. Lawrence Taylor is Threl Suggs. He'd go, Hacksaw, Balsaw Hard University. And the other one, he'd go, Sizz, Balsaw Hard University. I was wondering where that came from. Hendon Hooker, yeah, that's where that came from. Silver, Roquan Smith, Joe Montana. Yes, Sir, Balsaw Hard University. Bryce Young debut. Blue, Garrett Wilson. Now, I'm two and two now. I'm on the come up here. I'm going to do a dice roll, one, two, three, left, four, five, six, right. The gold or lower, we'll do a separate random at the end. It's going to be a one. I'm going to go to the left on the carbon copies.   Both of them. I played lane this week, which is like a legitimate test. But if I could beat lane, I'm over 500. And I have Cooper cup coming back. So my, my receiver problems are at least answered for the immediate future for a bit. Alvin Kamara, is it going to stay like that? No, but who's your first, first round? Benjamin Lotsu, that's not bad. Yeah, it makes it very difficult. We got our auto coming up here, everybody, Bijan debut. And it's going to be Navarro Bowman. God, I love Navarro Bowman. That's so sick. Congrats on that one there. Niners, my guy, Navarro Bowman. Will Loevis, such a stud at defense, man. They're on defense. I should say, God, that linebacking core, Anthony Rick is in with him, him and Willis. Yeah, Lawrence Taylor to 20. Nice one there, Giants. Vic, Devon Achan. Yeah, they were studs, man. And then that, that defense overall, because then you had the smiths at D line. You had Justin and Alden, but it didn't matter. Ribbon won. Tanked out. Ribbon beat them all in Super Bowl. Bijan. Yeah, I know. I'm not, I'm not starting cup this week. I'm, I'm giving it one week. Blue Cam Jordan to 75 CD land. Yeah, I'm sure his usage will be down a little bit with the Kuwab, but yeah, it'll still be solid. Then I got, I picked up Achan off waivers. Your Gibbs. That was huge. Andre Johnson. Well, him and whoever took the Kuwab is, I think it's for peace. The rich got richer there. The rich really got richer on that one. Michael Pittman Jr. to 85. Gosh, just retired. Chill, chill, chill. Travis Kelsey. Yeah, I'm interested. I'll be watching the Rams game for sure tomorrow. I'm interested to see what happens there. Probably be punching myself or not starting in. She rides a flowers. CJ Stroud. Silver Tucker Kraft and Michael Parsons. Thank God, I'm sure it worked out well for me because I'm sure a lot of people had Kershaw because he was cheaper. He was like a mid, he was like a mid, mid tier guy, I'd say flowers. You got lit up. So everybody lost a bunch of points for that, I'm sure. Art Monk Disco. Phillips Riley Moss. Dolphins. Purple coming up here. Will Levissarookie debut. Purple. Calvin Ridley for the Jags 250. T-Law and Burrow. Love you some Sunday game.  Bowman, Booby Dixon, and hard-hitting USC legend Taylor Mays, dude. I wanted Taylor Mays to be so much better than he was. He was so good at USC. Holy, dude. Talk about a great defense they had at one point because I'm pretty sure Doug Flutey, if I'm not mistaken, Bijan, Mays, Maloluga, and Clay Matthews were all there at the same time, if I'm not mistaken.   Charlie Jones.  Terrell Suggs. Drew Sanders, rookie auto for the Broncos. Nice one there. Silver Calvin Ridley. Trevor Lawrence. I remember when I was younger, dude. I remember my YouTube highlight watching days. Taylor Mays was one of the original guys I always watched. Achan. That is Will Leviss Pink to 20, two of 20, going to Tennessee. Big time hit there. Congrats, Titans. Going to Alex G. Get that into a mag. That's awesome. Nick Bossa. Dude, that's awesome.  Hendon Hooker. Zay Flowers. Like, I'm not even a Niners fan. I like the weird stuff like that. If I saw that at a show, I'd immediately buy it. Immediately buy it, Sean. That is so sick. JSN. Aaron Rodgers. Phillips. That's another guy. You know what? There's another guy that we need to... I want to bring back into memory of how good he was in college. It's Ray Malaluga. Dude, finish like 8th and Heisman Voting as a linebacker. Derek Carr in 09 when it was strictly ruled by quarterbacks. Derek Carr. I mean, that was the year of when Texas Tech was really good with Harold and Graham Harrell and Michael Crabtree, Longo Grand Slam in 2023. Good Lord. That's an Arizona Diamondback. Blue Jonathan Ogden for the Ravens. Oh, you have a PC at Triple Autos? Dude, that's a sick PC. I like that. That's Justin Jefferson. That's a great idea, dude. That is a great idea, Sean. I'm very in on that. Disco Richard Dent. Nolan Smith. Derek Hall. The odds for a Longo Grand Slam.  Aaron Rodgers. Disco. Kenneth Walker. Disco. Oh my God, dude, Chris Borland. Got how good that guy was, too. Henden Hooker. That's Barry Sanders. Trevor Lawrence. Jay Caner. If you want to talk about a what could have been would be Chris Borland, dude. That's a what could have been right there. Rice Young. Purple Sean Alexander to 50. Stalback Eggman Romo. That's that sick. AJ Brown in DK and base. No way. Hard hit ball, though. That's going to get a run in. Dude, I can't imagine you remember Chris Borland, right? 2014 undrafted free agent. Get where he went to school. All-pro at linebacker, led the league and tackles as a rookie, retired the year after, because he wanted to save his health. He wanted to save his head. Jay Jettis. Right, Bijan Rookie. But holy cow, dude. I remember that. He came in like second in Rookie of the Year voting right behind, what's his face? Aaron Donald. Christian Okoye to 75. That's Lamar. Van Ness, Christian Gonzalez in base. I think so, Sean. I'm pretty sure you can. Yeah, so if Lane hit one, then yeah, definitely.  Disco of Russell Wilson. Kelly Ringo. That is going to be Pat Swilling. Let's go, dude. Part of that, God, what defense was that? One of the defenses right there for the Saints. That's sick. Ryan with a personal, Shinichi with two in the next one. Yeah, right. I know. Silver's a flowers when you put it that way. Congrats, Saints. The micro in the glass. Glasses. Glasses. Charbonnet debut. Disco, Brock Purdy. Jordan Addison, Disco debut. Charbonnet and Addison. I know, the game's literally been on for over an hour and only in the top of the second. This is awesome. I've got baseball all day, dude. Darius Slay. Rice and flowers, Rookie. Ooh, we got a gold coming up here. Come on. Gold! DeSean Watson. Nice one there. Browns, two of ten. Taijai Spear, Silver. Disco of Kilitrav. Base, base, base, and more base. That is a blue of Ryan Tannehill for the Titans to 75 CD and Stefan Diggs. Lotu, Tank Dell. Disco, Tavius Robinson. Smith and Derek Hall. This is officially, late in sports cards, it's officially a Ray Maloluga truthing website now. A Ray Maloluga Apologist website. We respect Ray Maloluga. He's going on a thumbnail on Monday morning. Hendon Hooker. Tariq Stevenson for the Bears to 50. No, yeah, to 50. Aaron Rodgers, Disco, Trenton Simpson, and more base. So, Herman Moore. That is a Brock Purdy Disco. Come here, Gibbs and Anthony Richardson. I'm the kid reporter. I should give you the kid reporter. I give it to your dad while I'm getting that. I'm not a baby. Probably. That's what he does when he's not working here. He's always, he's just night and day punching in kid reporter codes. When he says I'm going to list some cards on eBay, that's that's code name for putting in codes. Jamal Craw, I'll make, I'll give Jamal Craw. I had Iso Joe like a couple weeks ago. Joe Johnson has a hawk on there. Joe Johnson and Navarro Bowman on the same thumbnail. Because that's the one we were pulling Navarro Bowman out of plates and patches. And I was obsessed with that. Josh Downs, Harrison and Ringo. Disco, Alec Pierce, Brents and Bigsby. Got another gold coming up. Come on. It is Dullin Kincaid going to the bills. Congrats, bills. Sean D. There we go, Sean. Congrats, my man. It's a big one right there. It's a 10. Get that into a mag for everybody. Disco or a carbon copy. Jones-Hendon Hooker. Anthony Richardson debut. Got a, what is it, Keith Byers for the Eagles? There you go, illegal. That's a name for you. Going to the Eagles, Keith Byers. Silver Bijan. Disco Devante. And some bass Will McDonald for the man who had the farm. Another one that drives your dad crazy because I started singing the song. I get called a baby every time. Mahomes Disco. Jordan Addison. Paul Talis, Hall of Famer and Penini One. I hope so, man. Jamiro Gibbs. That would be dope, dude. Disco, Vita Veja. Mingo and Kim Smith. That'd be sweet, Sean. Blue Kincaid again. Going to the bills, 75. T. Higgins, Silver, Jamiro Gibbs. Latu Del. Blue Jalen Hyatt to 75. Nice one there for the Giants. Murphy, overshown. Jordan Addison, Rookie. Some fond memories of the guys in the Buddy Ryan era.  Zach Charbonnet. Let's say Flowers, Rookie. Disco, Dallas Goddard. Jack Campbell. Yeah, that's a cool one, man. Keith Byers. That's a sweet auto. Purple Christian Kirk to 50. Disco, Kenyon Drake. Jamiro Gibbs, Rookie. Anthony Richardson, Rookie. Will Leviss, Rookie. Silver, Ray Lewis, Justin Herbert, O'Connell, and Bryce Young to end this off. All right, quick recap here, everybody. We had 20. Lawrence Taylor, Gold to Sean Watson, Navarro Bowman, Keith Byers, Pat Swilling, Drew Sanders, Clayton Tune, Will Leviss, Pink to 20, Gold, Dalton Kincaid to 10. That'll do it for the break, guys. Thanks again for the fill. Up next is Plates and Black.


So I think it was $5, Mitch asked this. He says, your precious free market delayed my flight for nearly three hours last night, nationalize air travel. Yeah, because national air travel does so well. You get much better service at much lower prices. Wow, where do you live? National airlines are the first ones to have gone bankrupt at any crisis. Most are national airlines during COVID when bankrupt. Most are national airlines when bankrupt way before COVID is not a single national airline out there that can actually compete. National airlines like Alitalia have all been sold, not because the government suddenly discovered free market capitalism, but because the airline went bankrupt and they couldn't afford to keep it. National airlines are historically and for every perspective unbelievably inefficient and badly run and disasters. Try flying airflow. It's one of the few airlines in the world that I won't fly on, not because of ideological reasons, but because I don't trust them. It's a national airline of Russia and I'm afraid that it'll fall out of the sky. I'll go back to the days of regulated airline flight in the United States where you couldn't afford to fly. It was so expensive. So you were delayed three hours last night because of a flight. Now, I would argue that a lot of the delays you're seeing right now are caused by government and the cause was the lockdowns. The lockdowns which basically made it almost impossible for any of us to fly even when we wanted to because of government mandates, the restricted ability to move around. With disastrous airlines, airlines fired a lot of people, laid off a lot of people because government wouldn't give them a clear indication of when we'd get out of this. Now, they would have had a shrink anyway, but governments then bailed out the airlines, gave them huge amounts of money. The combination of bad government signals, bad government planning, government mishandling this COVID crisis completely from beginning to end resulted in the airlines coming out of the crisis, understaffed, and basically where they can cope with it, now increase in number of flights. American Airlines is struggling as more than Delta and United right now to just keep up with the volume of flights now that we're, quote, allowed to fly again. The nice thing about a national airline is they could just get the government to ban us from flying and they could match demand and supply perfectly just by government fiat by telling us where we could fly, when we could fly, how much we were allowed to pay to fly, what vacations we were allowed to take and whatnot. I mean, it's yeah, government airlines gives the government so much more control of our lives and that's all we need right now is more government control of our lives. What we need today, what I call the new intellectual would be any man or woman who is willing to think, meaning any man or woman who knows that man's life must be guided by reason, by the intellect, not by feelings, wishes, whims, or mystic revelations. Any man or woman who values his life and who does not want to give in to today's cult of despair, cynicism, and impotence, and does not intend to give up the world to the dark ages and to the role of the collectivist broods. All right, before we go on, reminder, please like the show. We've got 163 live listeners right now, 30 likes. That should be at least 100. I figure at least 100 of you actually like the show.  There you go. Start liking it. I want to see that go to 100. All it takes is a click of a click of a thing, whether you're looking at this. And you know, the likes matter. It's not an issue of my ego. It's an issue of the algorithm. The more you like something, the more the algorithm likes it. So, you know, and if you don't like the show, give it a thumbs down. Let's see your actual views being reflected in the likes. But if you like it, don't just sit there, help get the show promoted. Of course, you should also share and you can support the show at your own book show.com slash support on Patreon or subscribe star or locals and show you support for all, for the work, for the value, hopefully you're receiving from this.  You'll know what shows are on, when they're on, you'll get notified. So, yes, like, share, subscribe, support, like, share, subscribe, support. There you go. Easy. Do one, all of those, please.


My name is Nadina Danila and I study business and management at University of Greenwich. Greenwich looks fabulous and when I saw it, I was a bit confused. I was thinking that this is not a university, it's a palace. I wanted to study business and management. University of Greenwich is in the top ten universities in business. I also spoke with some friends of mine and they said that the University of Greenwich is wonderful. I applied for a living because I had a really interesting situation. I dreamt to study in Denmark. That was a dream of mine. I started to study in Copenhagen Business Economics and IT. But after two months, I realised that there is no my place, especially because England is like my second country. I've been here since I was a kid. I have no idea how I'm going to start to study in UK because I wanted to study in the summer from the autumn actually. And my friends told me that there is a concept, there is a thing called clearing. I had no idea at that moment what clearing means. When I started on the internet, I spoke with some friends. I found out that there is a chance for me to start to study in UK from autumn. And this is what I've done. I've had a look at the universities that offer clearing and I decided that Greenwich is one of my favourites and she became my soulmate. And it was one of the most easiest and beautiful process in a stressful situation like that I had at that moment. This is what I've done. I have contacted the university of Greenwich to make sure that I've done everything okay. So they basically university of Greenwich, they have a chat box on the web page and they respond immediately after I say hello. So I just wanted to make sure that I'm on the right path. And yes, they sent me that I have to wait like two weeks to receive an answer. But in my case, what happened is that I applied and in one hour and a half I was accepted. And when I received the email from the university of Greenwich, I was in shock. I remember that I called them and I asked them if this is real or not. And they said yes. I secretly believe in my eyes what I saw in their email and I texted them in the chat box on the web page and they said yes, you are accepted. I do think that this experience was so smooth because university was really proactive with my questions, with my inquiries. So I literally, they were so friendly, so sociable, so helpful and they literally gave the answer to every each question that I had. Clearing is a new chance. This is clearing. This is what clearing was for me. From my experience speaking to different students, they said that they are not sure about university to go or not. So a lot of students changed their mind in the last moment. So they choose to apply for clearing. This is what basically clearing means. When students don't meet the deadline or they are not sure about the decision or want to apply to another university, they do apply for clearing.