Oops not right It's going on everyone Sam here with late in sports cards. We are doing 2021 22 topsy-wafa champions league Merlin chrome soccer hobby three box break number 24 random team style here again is the result of our random With the reason the numbers are next to the name is we're using an alternate random site at the moment at this point in time Random org is not working. So we're going to a different random site. So that's why it looks a little different Again, we did it the same way. I just rolled the dice and in person instead So I'm gonna go back to main cam and we will get started. Good luck everyone. Yeah, we've got to fill 20 22 tops for steen four box break number 27. We got 14 spots to go on that one Would definitely recommend checking that one out a lot of good hit potential $65 a spot. Yep, $65 a spot on pristine Empty Here we go. Good luck. Yeah, Merlin is so clean. So clean. We've got John Luigi Donorama for PSG Sean's dropping you guys the link. Thank you Sean. You know my tweeting into the time.  We've got Pat's and DACA for Lester City 13 to go on pristine breaking next guys Breaks next first baseball break of the night We've got Felix a fauna Guyan for aroma under 23. Bless you. Bless you Yep. Oh, yeah, big time here Erling Holland base Got prophecy fulfilled. That's Giovanni reina going to Borussia Dortmund. There you go. BVB. It's Matisse town There you go, Renee Congrats on that one. Who's got Renee? Jared am congrats pink mojo 48 out of 275 Get this one into a mag right here. Congrats again. Jared with Renee Love the Matisse tell color when we pull it Zidane Iqbal for Manchester United rookie refractor green Phil Foden Manchester City 93 out of 99 on the Phil Foden nice on the green Not bad. They're honestly pretty solid. Yeah, it's kind of wild actually Ageless alchemy is Luca Modric for Real Madrid This guy name our junior refractor PSG for a Phil Foden nice pull the Matisse tell Matisse teller the Gavi super Got Karim Benzema on the teal 68 out of 199 going to Real Madrid Good color for my other so far. I mean the tell is huge Sonny got refractor auto Christopher and cuckoo and Coon coo for Leipzig. He's got Leipzig That would be Leipzig where are you Leipzig Brian B? Congrats Brian nice one there. Yeah, and these are not numbered on the refractor autos base pack there Diego Hota that is for Liverpool on the refractor that's Liverpool Ronaldo base Full base back there Robert Lewandowski Levin Dotsky as I learned that it is refractor for No for iron Munich he's on bars and now I believe Under 23 is Ray M. Cherokee for Olympic. I think so. Yeah, I don't want to say that and Kind of Taylor refractor Ajax get your head chopped off So No, people do not play when it comes to footy got under 23 is Pedri for Box still Again guys, we're looking at 13 to go. I believe on pristine last time I checked. Let me take a look here again Quick refresh on that 13 to go still Definitely would recommend taking a look at that that breaks next four boxers $65 to spot catch a random team, you know, we are hunting live wander autos. We're hunting O'Neill Cruz We're hunting color Brookies and big stars and you know other pretty big autographs in there as well Eduardo comma vinga prophecy fulfilled we on the dread as a gobby rookie for Barca Refractors Sergei Milan Kovic saw beach for Lazio refractor there Leonel Messi prophecy fulfilled there you go PSG nice one there congrats PSG Rashford e just alchemy Cristiano Ronaldo Manchester United Congrats man you Very solid one there as well more spots coming in here guys. Thank you. Thank you Appreciate it again guys Little bit to go here on Pristine breaking it next Mason Mount Chelsea green mojo 3 out of 99 Jersey numbered no not Jersey numbered just kidding Tell me that the three on his chest But it's not you can see on his pants nine or 19 Refractor for Hannibal that is Manchester United. That's me and you That's fine Refractor is Leslie who could shoo who for Renee cracked ice Brendan Aronson going to Salzburg That's 195 out of 250 grad Salzburg Gold coming up here. It looks like gold is going to be Kamal Dean Suley mana 46 out of 50 for Renee Jared killing it with that Renee spot Nice gold for you there Suley mana Gotta looks like I think we got a match ball in here guys We've got match ball signatures Danny Olmo for Leipzig Brian B Congrats Brian nice match ball signature not numbered case. Hey on that one If you can find Bellingham Vinny Jr. We've got renaissance Neymar jr. Kenny C Wow DSG congrats Neymar on the renaissance that is huge Pulled the Kevin De Bruyne last break now. We pulled the Neymar on this one. Let's go case hit renaissance Congrats again, Kenny. We'll get that into a mag for you. That's about great race in Berlin a lot We've got Alfonso Davies by our Munich refractor Refractor a cold Palmer for man city under 23 is going so beyond job for Monica Ryan Graven birch refractor I X Cameladine Suley mana under 23 Renee Oh, yeah, that was a joke I'm with you on that one and under 23 Sandra Tomale for AC Milan There you go Milan on to box number three. Good luck here everyone. Oh, we got six and a McGriddle bet now Six and Natty talking about the McGriddle bet they made I SESCO under 23 Curtis Jones Liverpool Mm-hmm Michael Lodrip for FC Barcelona on the ages out to me. I Remember talking about the McGriddle need to Traybo Shalaboff or Chelsea and guys gonna drop you the link here for the pristine Still got 13 to go on that one $65 a spot they are on sale spots are on sale Under 23 is Hannibal rookie for man United He's just alchemy or a prophecy fulfilled.  Hot spurs. I think that's Jinwoo Jinwoo. Okay. There you go, buddy Congrats, man. Harry Kane. Let's go my Tottenham hot spurs Need us to get you something there Drark, okay Refractors Declan rice Take that for sure, Jinwoo We've got Nicolo, Zuniolo for Roma and the refractor and last pack of the break here guys Six I could use a McGriddle. We've got Zlatan Ibrahimovic AC Milan on the refractor to do a quick recap here guys Thank you, my brother appreciate we've got Mason Mount Green mojo to 99 for Chelsea got Phil Foden to 99 for Man City Green Kamaldine Sunimana going to Renee out of 50. Did I say green that's gold? Christopher and and Koon-Koo for a life-sake refractor auto got Harry Kane refractor auto Tottenham That is Neymar jr. On the renaissance case hit going to PSG Had match ball signature for life-sake Danny Olmo And hit of the break this Matisse towel pink mojo rookie 48 out of 275 for Renee the guy you are looking for that'll do it for the break guys next up We've got some baseball. We've got a fill so let's get her filled


thank you to Lenovo for sponsoring this video. What's up everybody as you can tell I no longer look like a caveman anymore. I got a haircut and I feel 10 pounds lighter and it's just way too hot to maintain all that hair and I even shaved my beard down a little bit. Just also want to look a little bit more presentable on camera. Also remember when I told you all that my dunks were too small and I sold them to the local sneaker store I used that money to get the undefeated airmax 97s and these are too clean perfect for the summer really comfortable and then I got the Travis Scott shorts. What is good everybody jossie here and in today's video I'm going to be talking about the best applications for windows 10 in 2021. Be sure to give this video a thumbs up it helps out with the algorithm a lot subscribe to the channel for more content like this also give me a follow on instagram because I make more like micro style content on there and as my instagram grows I'll continue to make more and more content on there. Before we continue this video I want to take a moment to talk about the Lenovo 7i 14 inch 2-in-1 laptop that Lenovo sent me a few months ago. If you find yourself always on the go or you're a student this laptop will be perfect for you. The specs on the Lenovo yoga 7i 14 inch 2-in-1 that I've been using the past few months now is powered with an 11th gen core i7 evo platform processor and it's also equipped with a full hd display with a resolution of 1920 by 1080. Of course I would prefer a 4k display but I will say the screen is pretty vibrant kind of more importantly the colors are very accurate that's one thing I notice and really like about this laptop and also another reason why I gravitate to it so much so if you do pair this laptop with a animated wallpaper from wallpaper engine it'll make your setup look really cool. The yoga 7i 14 inch also has 512 gigabytes of storage 12 gigabytes of RAM which is something that's pretty underrated and on top of that it has the iris xc graphics and 13 hour battery life and from a real-world perspective the battery life does last pretty long so I would say 13 hours is pretty accurate. This laptop is really lightweight and that is something you're going to appreciate if you travel and want to make sure that your luggage is very lightweight and minimal and then of course if you're a student and you live on a large campus like I did where one class can be 20 minutes away from another or 30 minutes and on top of that heels are involved in that commute you're going to appreciate having a laptop that can reduce the amount of size and weight of your book bag. The first application that I want to talk about is Notion. Notion has been my favorite I say app probably that I've used in 2021 and the reason why it's my favorite productivity app is for the simple reason that I can store everything from my software development tasks and things that I want to learn and organizing all that information along with keeping track of my youtube content creation and using a can band board to move tasks around from you know something that needs to be worked on to do specifically to doing and then to done. Shout out to David Zhang for bringing wallpaper engine to my attention. This application has been really fun to use. A lot of you all asked me where I get my wallpapers from in my previous test setup video and it was from wallpaper engine. For those of you all who aren't familiar with wallpaper engine it's actually an application you get off of steam which was confusing at first because I thought you only buy games from steam but clearly I was wrong. Wallpaper engine offers animated wallpapers which is really a game changer for any desk setup or laptop. Something about having a landscape or abstract wallpaper for your windows computer really sets the mood and creates an inspiring environment and setup. You can find wallpapers based on a category you prefer. I'm always looking for landscape or abstract animated wallpapers because for one they look incredible on ultra wide monitors and vibrant screens like the Lenovo yoga that I've been using the past few weeks. Focus Journal is an advanced pomodoro timer app. Now y'all know I love me some pomodoro timers to help me stay focused, organized with my approach to being more effective and productive. I already have been using a pomodoro timer app on my phone for a few months now so I figure why not try a desktop version to minimize the amount of devices I need to use when trying to stay focused. Focus Journal also is much more powerful than the mobile pomodoro timer app I've been using. It has a very simple UI. When you turn on the timer and keep focus to the end of the pomodoro timer you get rewarded with a nice red pomodoro and in other cases when you get distracted or stop focusing early you get a green pomodoro. The main point of this app is to be able to track when you're focused from when you're distracted and creating different pomodoro timer contexts like maybe programming and reading to track which context you find yourself being more or less distracted. Basically you get a digestible context of your productivity that will boost your productivity over time if you take time to analyze where you're going wrong. The next app that I want to talk about is Visual Studio Code. VSCode is my go-to app for software development especially web development. For one the UI is very easy to navigate and I can do everything from pulling down my code through git committing and pushing changes and there's a built-in terminal that I use all the time to install any dependencies that I need like node and pm react and the list goes on and of course just developing through Visual Studio Code is a great experience. One other thing I like about VSCode is the high keys that it has like commenting a block of code using command KC command KU for uncommenting that same block command shift up arrow to copy the current line to the next line and the array of helpful extensions that allow me to develop a lot faster and painless. The next application is the Microsoft to-do app now I know I mentioned notion earlier as like my project manager kind of to-do list main application but when it comes to creating tasks that maybe are smaller or maybe at a higher level and I want to keep track of my progress or just have them somewhere that I can see consistently so I don't forget Microsoft to-do app is perfect for that pairing notion with with Microsoft to-do is an excellent way to keep track of my to-do list items along with you know organizing the project itself. Interestingly Microsoft Edge has been like my go-to browser the past six months I don't have like a specific like reason why that is or to pinpoint why on earth I chose Edge as my go-to browser opposed to like Chrome or Firefox and don't even give me started on internet explore. I think maybe one of the main reasons is because of the collections I never really found myself using bookmarks I don't know why I can't really say that they're unintuitive I'd say the process of creating a bookmark is pretty unintuitive but I like the idea of collections like you can have different categories and you can store as many web pages for that specific category as you want once I saw that I was like okay this is my go-to I think it was back when we started doing wedding planning so that's actually like a year of using Edge and that's when I started you know building out collections so I can keep track of all this stuff that we need for our wedding. I know my wife is watching this video talking about wedding stuff really Jossie come on you didn't do anything. All right so that concludes this video be sure to give this video a thumbs up if you liked it at all or you just want to help out your boy because you know that liking the video helps out with the algorithm and lets me know if you want to see more content like this comment down below some of your favorite apps whether they're macOS or Windows 10 be sure to subscribe if you haven't already I love for you all to become a part of this amazing community and as always have a blessed rest of your week I'll see you all soon and enjoy this nice weather enjoy it especially if you're in the midwest or east coast and you don't get nice weather all the time but I'll see you all soon peace


What's up guys? Welcome back to the channel. Today we are going to make some more dehydrated fruit. Last time we did an unboxing for this food dehydrator behind me from the brand Kosori. We made dehydrated bananas, we tried apples a couple of times and today we're going to make some mangoes and hopefully it's going to be a success. It goes all peeled and ready. I am going to slice them and try to make the slices as even as possible just so that they dehydrate in the same way. I've got a tray filled with mango slices. I'm going to place them in the trays and we'll get the dehydration process started. They usually recommend for mangoes to go with either 130 up to 145 but I don't want it to lose all of the moisture that it has. I want it to be, I don't want it to be crunchy so I went with 105 degrees Fahrenheit and this is how much time I'm going to give it to dehydrate the whole night but they look and hopefully it's going to be a success. One more and hopefully it's going to be a mangoes that are like they're so bad now. Three, two, one, go. And hopefully it's going to be a success. I think that was good.


Hello! I am Lucas LaSotta and welcome to my presentation, Device Neutrality – Leveraging the Benefits of Free Software on Hardware. I work as a legal project manager at the Free Software Foundation Europe. Today we will learn more about device neutrality and how this concept helps to empower users to control technology. But first, let me thank the OW2 organizers for the hard work in making this event happen. This is my first time on this venue, so I am very honored and thankful for you having me here. In case you have any questions regarding this presentation, we will have time for Q&A, but you are also welcome to drop me a message. My email is displayed right now on this slide. So, let's get started. This talk aims to introduce the concept of device neutrality as a policy term and explain how this concept helps leveraging the use of free software in devices. In order to do so, first we need to understand how we, as users, are losing control over devices in the last decades. As a matter of fact, we observe a depressing reality. The more we use digital services, the less control we have over them. As we will see this presentation, this is mainly due to the fact on how large tech corporations exercise their power over end monopolies could be broken by allowing end users to bypass the gatekeepers to access 30-part software, content and services on their devices. Device neutrality would translate in these contexts as safeguarding software freedom in devices, protecting end users from lock-in and allowing end users to recover control over their data. Then, we will get acquaintance in details of the principles of device neutrality and the practical steps taken by the FSFE in making this term affect a reality. Let's start with a sad observation. We are losing control over our devices. But how? Digital devices are a present reality in all aspects of life. Use them for work, communication, entertainment and internet access. Such devices are powerful machines, allowing us to have access to an incredible amount of features and perform an infinite number of tasks. Our tablets, phones, laptops and other connected devices are general-purpose computers. It means we can potentially run any software we want to make full use of the hardware. However, our experience as end users has been pushed away from this freedom. While we use more and more devices, the number of such equipment on which we cannot run the programs we want is exponentially increasing. The consequence is loss of user control over technology. Due to the complex digital environments, manufacturer and regulatory lock-in and market monopolization, users' freedom has been gradually reduced. What is happening in the market for smartphones and browsers is paradigmatic. Let's begin analyzing the situation with smartphones. The number of people using smartphones has achieved constantly new records every year. Nevertheless, the number of operating system providers remains incredibly low. The example of this chart shows how concentrated the market is. In Europe and across the world, there are in fact just two dominant mobile operating systems, Android and iOS. Both of them are proprietary. Android born free software, but after the Google acquisition in 2005, the company has developed more and more apps under proprietary schemes that have trapped users into a restrictive environment. The Google Play Store, the mobile application store, and Google Play services are also proprietary. While Android runs on hardware from different device manufacturers, whether under license from Google or not, the case with Apple is much worse, with the hardware being bundled with the operating system. Similar concentration is happening with the browser market. This graph demonstrated just 10 years how insanely concentrated the browser market has become. Google Chrome, which is a proprietary program, is by far the most used browser in the world today. This colossal market concentration leads to serious distortion and abuse on how these companies behave towards end users. For instance, this concentration leads to a complete submission of end users to a digital environment controlled by such companies. While Apple and Google dominate almost completely the operating system, app store and browser markets, users are trapped into these company's terms of services. These very few firms have strong commercial incentives to restrict access to their app stores, which they may misrepresent as being for technical, security, privacy or other reasons. The negative consequences for software freedom, individual autonomy and digital sovereignty are obvious. Why we call companies such Google and Apple gatekeepers? These firms controlling devices may perform a gatekeeper function in the same way that a provider of an internet access connection controls a gateway to the internet. In general terms, they achieve such power by restricting software freedom by limiting users to install the term operating system, browsers, app stores, driver, etc. Locking devices down by controlling pre-installed apps, hindering interoperability and applying proprietary standards. Increasing switching costs by restricting users on ecosystems, tying devices to online accounts and services and hampering control over personal data. As we can see, the situation is pretty bad. However, we need to understand that the global oligopoly that we are now facing is not a technological issue, but a political one. Software freedom, individual autonomy, consumer welfare and digital sovereignty are all backslashed by commercial interests of a few giant companies. Therefore, the challenge now is to find ways to disintermediate the power of gatekeepers to re-establish competition on markets and end user control over devices. Corey Docherov, in his excellent book How to Destroy Surveillance Capitalism, recognized that the size of the giant tech corporations give them power to cause such distortion on their markets and users' rights. For him, the impact of dominance far exceeds the impact of manipulation and should be central to any allies and any remedies we seek. User freedoms, including the ones relating to free software, depends on a political and economical environment in which they can exercise their free choice when using their devices without being stuck on closed environments under control of gatekeepers. And here the concept of open internet and device neutrality can provide us with policy and regulatory elements for us to start dealing with that. What device neutrality means? Device neutrality aims to prevent discrimination of services and apps by platforms or hardware companies exercising gatekeeper control. Therefore, what is desired for end users is that they should be able to bypass device gatekeepers to access 30-part software and devices. Device neutrality is understood as a policy term which the main goal are resolving the monopoly on devices and safeguarding users with alternative routes to reach software, services and content with their devices. Similarly, to policy terms as open internet and net neutrality in which information should flow freely through the internet service provided infrastructure, device neutrality borrow some of this concept and seek to apply them to gatekeepers. The FSFE has been promoting device neutrality to help decision makers understanding that what is necessary to reestablish end user control over technology. We want to consolidate the necessary courses of action to empower users to regain control over their devices. We believe the following principles are fundamental for a fair, competitive and contestable digital market. For us, device neutrality relates to safeguarding software freedom in devices, protecting users from vendor lock-in and regaining control over data in devices. Free software and open standards are key to achieve these goals. Let's talk more on each of these principles. As we discussed before, blocking end users freedoms to install, run and uninstall software on their devices is a central source of gatekeeper control. Although gatekeepers may argue that installing third-party software could be potentially harmful to users due to security or that integrity and privacy concerns, in fact, commercial interests are the main drive to lock users in. Instead, regaining control over devices requires safeguarding software freedom. We defend, therefore, that users should have the ability to install and uninstall any software, including operating system and app stores. Besides, gatekeepers should provide to third-party software the same access privileges as to pre-installed ones. This may sound common knowledge for the free software community, but it's far from being current commercial practices by gatekeepers. Keeping users in a very restrictive environment is another key source of gatekeeper control. Users can only access and use different devices if their devices can interact and communicate with other devices and services. Companies such as Apple exercise direct control over their customers by locking them into a very limited number of proprietary alternatives that operate within the same compatible ecosystem. This results in less freedom for users and increases of switching costs. That's why we defend that gatekeepers should provide interoperability based on open standards, open drivers and open hardware. Besides, providers of operating system should make available specifications for API and functionalities invoked by third-party apps. Equally important, devices should not be bundled with app stores and online accounts. Gatekeepers should permit third-party app stores and code repositories in their devices. Last but not least, we believe that breaking monopolies over devices necessarily requires empowering users to control their own data on equipment. Our smartphones, smartwatches and computers are very personal equipment which accumulate a large amount of personal and non-personal data that we care about. Such data constitutes a switching cost that, taken together, can be decisive for users to exercise the control and their freedom to change in devices, especially if this included switching between operating systems. We think the importance of the correlation between data and software tends to grow. We, therefore, advocate for data portability, and users should easily transfer personal data from apps, operating systems and devices. And most importantly, gatekeepers should be bound to open standards and common interfaces for data transfer. Facilitating data portability contributed for more user-controlled data and facilitate competition among device solutions. At this point, you may be thinking that all these principles sound quite utopistical, or maybe far-fetched. In fact, we are very happy to report that device neutrality is becoming a reality. Software freedom depends on how freely users can run software in their devices. Since it is Genesis, the FSFE has been working to put control over technology in the hands of end users. Along the years, we have gained experience with several dedicated activities focused on how users can keep control over their devices. For instance, the demands of our newest campaign, Upcycling Android, although concentrated in sustainability, intersects with several components of device neutrality, as the freedom to install and run software in general-purpose computers and full interoperability. Other successful activities, like router freedom and radio lockdown, refer to the hardware layer of net neutrality principles. Such activities relate with what could be considered the first step for device neutrality from the perspective of telecommunications law, and the users should be able to use not only their computer and smartphones, but also routers and modens. Recently this year, device neutrality received attention from policymakers in Europe and was included in the Digital Markets Act, the European Union's largest initiative to regulate gatekeepers in digital markets. The Digital Markets Act is a strong piece of legislation oriented to regulate the behaviour of very large digital platforms. Its provisions have included the FSF demands on software freedom by safeguarding the right to install and uninstall any software in devices, including operating systems and app stores. Besides, the new law contains several interoperability provisions. However, unfortunately, open standards were not contemplated at an important facilitator of interoperability. Nevertheless, the concept of data portability has been very enforced in the law text, enabling better protection for end users. Device neutrality has a strong component in favour of sustainability. The FSFE has been promoting an open letter, which was consigned by 38 organisations on the universal right to install any software in any device. Such initiative is a major win for the eco design and sustainability of products and hardware. Free software system and services enable reuse, repurposing and interoperability of devices. The universal right to freely choose operating systems, software and services is crucial for a more sustainable digital society. You can check the content of the open letter in this slide. So, if you stayed with me until now, thank you very much for the attention. Please join us and support our work with a donation. Your help enables our work for empowering you to control technology. Thank you very much.


Going on everyone Sam here with late in sports cards from 23 tops to your one baseball hobby 12 box case number two pick a team style Redoubulous for names in our teams Alec L or Alex L with the Red Sox Alex M cardinals Andreus a blue jays Anthony P Giants Brandon H Rangers Daniel V Mets Daniel Y Rockies Braves sukey M athletics five zealogy Dodgers Francis M Billy's Jason H for the Cubs Jason C Tigers J H twins Jarrett B Reds Jesse K Yankees Joe T Mariners John W Marlins Jordan K Dimebacks Angels Joshua B Nationals Kai C White Sox Larry P Orioles mark a pirates Matthew B Astros Nate K Brewers Ruben White Guardians Robert V Royals Todd G Padres whining H with the Rays. So good luck everybody. Let's do it We've got Alex E with a tier one spot Andrew F with a flux mixer number four And rangers also gone an update. So thank you all there. Let's get going. Here we go to your one number two. What's up, Carl? Oh Happy basically like big time all the teams playing in basketball tonight Like the true almost like the true NBA tip-off tonight Obviously we had a couple of games last night some good games last night Nuggets Lakers Nuggets came out on top Sons ended up taking the win as well against Golden State We got a lot tonight the Hawks play the Hornets tonight. So let's go got a Drapkins line of cooked up for tonight.  That's that way. I know trust me. I know that We've got a Jim Rice nice one there to 199 for the Red Sox Congrats a Red Sox. I love the saluting there. The saluting is just fire Saluting it's awesome.  That's all Kyle and Jay Melendez Rookie auto that's interesting to 299. I don't think he was a rookie last year, but that's pretty cool So you get to break to where I have my PC LGM, baby, let's go Matt. Tell you Daniel Let's do it buddy Let's do it again. Everybody just three to go in the next one pirates Red Sox and Rangers Nice that's sick Tony Gwynne to 99 for the Padres Congrats. It's San Diego I just want to hear for the Astros the Express Nolan Ryan to 50 Yep, there you go, Timmy John Carl Mr. French everybody Nice one there Stroze and then Elliot Ramos to 299 rookie auto for the Giants again He was a rookie last year, but he wasn't in the product I'm assuming because it was a tier ones always pretty early It was earlier last year than it was this year So him Melendez makes sense some of those guys not in last year's because O'Neill crew came out like right after series 2 came out So there was no J rod no wit no torque no Ramos no Alec Thomas No Melendez all guys like that who ended up having their true rookies an update and top scram updates So we're seeing them now Wade Boggs to 400 Nice one there for the Yankees Yankees Wade Boggs. There you go. There you go. There you go Jeremy Pena to 299 for the Astros so again, it's odd not seeing him as a rookie in this But hey, we'll take it Jeremy Pena not bad and his first tier one auto and then Dylan Carlson to 199 for the Cardinals With a cut in the first With a cut in the first break Lloyd Warner for the pirates last team taken was pirates made a cut three to go in Tier one number three everybody. You've been told me to buy it.  There's Mariano 400 If you only hello There it is Lou Bob nice one there We got the dots he had four of ten for the white socks nice hit their white Lou Bob and a To 299 Garrett Hill thought it was Garrett, but I want to make sure We'll say it's a lot nicer than last year. It is a lot nicer like the corners are nicer this year Yeah, God, I thought that it was bad Yeah, it does the parallels look good and the relics look a little better in my opinion, too Relics are cool. Mitchell. Mitchell. How did how did you cast it through second half? I think they lost he said so they lost what we move on That is a Brandon Nemo finding Nemo to 400 finding Nemo Got Zekiel Tovar to 299 rookie auto for it the Rockies I love when I do the sonar and you go dude doesn't sound like a sonar Close 25 of 25 Hayden with Snesky on the bronze auto I'll never forget Rashid came to chat. He's like I work with sonar in the Navy and you don't sound like To 2 to 299 Brandon Woodruff for the brew crew He should have said it sounded just like sonar Sam would have done it anymore Man that sounds perfectly like sonar actually Oh That's not fun. I'm trying to be obnoxious. I'm trying to be above food over here. Oh, absolutely. Happy Wenbin Yama Wednesday. It's right Brett What's up? Oh, yeah, seriously when be Wednesdays? Now I made a DraftKings lineup. Did you so I did Dave Winfield to 99 got the auntie Murray Yeah on the SPN good it goes Celtics nicks at seven and then Mavs furs at nine That's a good one very nice Eddie Murray 299 nice one there for the Orioles Really is Get everybody just the Red Sox pirates and Rangers Red Sox pirates Rangers some good squads still available to 299 Cody Clemens rookie auto Cody Clemens Go we're gonna go out there knocking on the window you're right That's for us to be my reliever It Riley Green game use the 400 nice one there for the Tigers and No one Ryan to 100. Yeah, I don't think I could ever do that personally I Probably could but and then to 299 Trish and Kosas nice one there rookie auto for the Red Sox You do open them backwards and Then we've got David Cone to 299 as well to your one talent for the Met's yeah back to the SNS Express, baby, you know it you know it Get everybody Red Sox pirates and Rangers available a bowl Dual Pedro hell yeah, Joshua. Let's get after it dude Top Joshua.  You do not want to be on that track for sure We've got a rod 299 for the inks Let's go. Yes. There is a cut. There is a cut of babe in this as well Coolest cut in my opinion Leonardo the Caprio has a cut. Oh, that's kind of sick, right? Scott Rowland nice one there for the Cardinals Cardinals Scott Rowland. There you go. St. Louis, St. Louis Smart and a Jason Alexander to 299 for the Milwaukee Brewers Juan Soto on the Nats. Is he on the Nats in this? Does he have a Nats card? Well, at least you got the expo's you got the the Pedro and stuff, which is good See if this gets a little We need a knob at some point here That's what I'm saying Oswald Paraza game use memorabilia to 400 rookie for the inks Got a Brian Hayes to 25 game use patches. There we go pirates congrats again pirates are hitting man See if it sinks like him in the Titanic God That's pretty cool Joshua. It's a goodbye then to 99 Dan's be swanson nice one there 50 going to the Cubs Bat Otto Dan's be that's so weird to see in the club Congrats on that one there And Josh Winchowski to 299. Did you say stinks rookie Otto for the Red Sox? Three to go in the next break up to your one everybody No, well, he's actually just by the D-backs And then he got traded for Shelby Miller and one of the worst lopsided trades of all time and then yeah, then he left Then he actually left Which contrarious William contrarious to 400 for the Braves Andres Jimenez for the Guardians to 25 That's when they're Cleveland andres Jimenez rookie Otto for the Mets mark Vientos Grats on that one there, New York. Let's go into Daniel with the PC hit and then another PC hit for Daniel Jeff McNeil to 249 the flying squirrel the flying squirrel Grats on that one Shoeboxes left in this case good luck here everybody Okay, again three to go in the next case three to go Number three my kind of humor right there, man. Yeah mark pretty solid on that Cabrion Hayes, man That is sweet Mr. Geolito to 400 going to the White Sox Nice Bo Jackson to 75 tier one talent going to the Royals Geez now, we're just fishing Now we are just fishing for nonsense here everybody my lord And then going to the Tigers Jermaine Palacios to 299 congrats on that Tigers Really are man. It's not good. Oh, we said Anthony came in yesterday and said put Vaughn That is gonna be to 400 jock Peterson God I came in for Anthony Nice one there for the Giants nice auto of the Godzilla Hideki Matsui to 75 Congrats on that one there yanks Please and Mark Appel to 299 rookie auto for the Fills Yeah, it's true man. Everybody is jockeying for position on the trash list here All right quick recap here everybody pretty solid case front to back We had Jocke Peterson Lucas Geolito Andres Jimenez William Contreras Cabrion Hayes to 25 Oswald Paraza a rod Nolan Ryan Riley Green Dave Winfield that Brandon Nemo Mariano Rivera Wade Boggs Tony Gwynn and Carlos Correa We've got autos of Mark Appel Hadecky Matsui Jermaine Palacios Bo Jackson Jeff McNeil Mark Vientos Josh Winchowski Dan B. Swanson Jason Alexander Scott Rowland Trish and Cosas David Cohn Cody Clemens Eddie Murray Brandon Woodruff Hayden West Neske Zekeel Tovar Garrett Hill Lou Bob Jeremy Pena Elliott Ramos MJ Melendez Dylan Carlson Jim Rice and Nolan Ryan to 50 That will do it for the break everybody. Thanks again for the fill up next is number three


Hi everyone, in this tutorial, you will learn how to print emojis in Python. On this link, you can find full list of the Unicode emojis. If we want to print an emoji, we need to copy its code. For example, I'm gonna choose this one, I'm gonna copy its Unicode code, then I'm gonna open Python's idle and I will use print function inside this print function as an argument. I'm gonna paste this emojis code and before we print it, we need to make some changes. First change is to add backslash at the beginning of this string and the next one is to convert this plus sign to three zeros. Now let's print this emoji and as you can see, this emoji is printed in Python. That's all in this tutorial, don't forget to check other tutorials on our channel. See you in the next tutorial, bye-bye.


So we'll see whatever we can cover and as we go along we'll also keep on yeah We do have quite a few slides. So let's go through because there might be a few slides which are connected So if you have questions note it down, we will address it towards as we reach towards the end of the presentation Okay Quickly just to introduce ourselves Tina Hi, I'm Tina Vinod and I'm a diversity equity and inclusion strategist and consultant And so I work at ThoughtWorks and honestly the reason why like since we have been working at ThoughtWorks for quite some time We have not been stranger to DEI ThoughtWorks has kind of evolved with DEI being at its core but ThoughtWorks also happens to be the pioneer and distributed agile so we kind of invented it and Maybe or maybe not for a very long time We thought that there might be some correlation between agility and between DEI What Tina and I have been doing is we have been working towards it or we have been trying to observe and Find out certain things over the past one year now We have also published three blogs so far around our observations if you go on ThoughtWorks insights And you just search for DEI one of our blogs What we have today are basically things that we have observed our observations captured on one presentation Right. So before we get into the entire aspect of DEI and agility, maybe just a little brushing up of the core So what's DEI? What is that? Yeah, as humans, we are all very variable is my voice too loud. Is it okay? Okay As humans, we all have a lot of variability We bring different identities to the workplace You may look at me as a woman, but there are multiple identities to me. I'm a woman. I'm a mother I come I care deeply about equity in the society. I'm a Tameleon I'm a Catholic so there are so many different nuances that are there to me as an individual and I'm sure to each one of Us in the room. So that's the diversity We don't really leave who we are and our identities outside of the workplace like a court We hang outside and then come into our workplace. These are the identities that we carry to our workplace and that's the diversity So let's say even when we staff teams and at ThoughtWorks when we intentionally staff teams We look at diversity people coming from different backgrounds genders Even experiences that they carry and those are the mix that we put in the diverse teams that we intentionally staff inclusion Inclusion is the effort to include Inclusion is never a state. It's always a journey. So no organization No team can at a given point be hundred percent inclusive because you constantly make efforts to include based on the diversity That's available within your organization or within your team And one of the examples I can think of from inclusion standpoint is let's say using the right pronouns So you have team members they might come from various different backgrounds. They have their pronouns Just usage makes them feel more included. They belong to the group Equity is leveling the playing field. We all know we don't all start at the same place. We have differences it can depend on class differences economical differences it could be abilities it could be how Divergent we are or neurodivergent we are it could also be what type of education background Religion privileges that we've had and so within the context of the workplace You would see that equity plays a very very important role when you level the playing field But when you do not level the playing field it can bring with it a lot of challenges That's precisely what we would look even when we are staffing teams of people who come from different backgrounds They might have some special needs and some ways of leveling or giving them the same opportunities And that's what we work towards when it comes to equity But going through why it matters There's been a lot of research around diversity equity and inclusion especially in the context of the workplace Whether it's Gartner or HBR or any other big research forum You would see that they've done some level of research and diversity equity and inclusion It's also a big buzzword in the industry today, especially in the tech industry You would see every organization talk about why it's important for the business so whether you look at you know performance whether you look at leadership capability whether you look at Innovation within teams whether you look at your ability to hire diverse people or attract You know Gen Z years for example You would see that the the organizations effort to bring in diversity equity and inclusion matters So now Good. We know it matters When it comes to the relationship between agility and DEI It's not very intuitive It's not the first thing that comes to our mind and we do look at it at being worlds apart But when you start diving deeper into it and we start looking at the principles of DEI and agility That's where the commonalities start coming out Yeah so What does a child have to do with DEI really 17 middle-aged white men in a room who came up with the agile manifesto And what do they have with DEI really? I'm still giving them a benefit of doubt Because the very first value that they came up with was individuals and interactions over processes and tools That statement alone made it people centric That's one of the principles of DEI as well Absolutely the very genesis the very fundamental thing for Diversity equity and inclusion is its people right and in an organization or in a team You would see the people from the crux of every outcome and when people bring their authentic selves to work And you create a safe environment for brief for them to bring their authentic selves to work You would see that that there is remarkable change in the organizational culture And then let's talk about more principles. So there's another principle and in the manifesto that says Developers and business people should work together every single day or The best results come from leaving people alone and letting them do what they're good at and all of that points towards Collaboration and collective ownership be it any framework or the manifesto itself DI so I'll talk about it with an example if Thoughtworks if someone with a hearing impairment very good candidate applies to Thoughtworks, right or any organization Then the first most important thing is for your recruitment team to be sensitized for them to understand What are the different things the person with the hearing impairment needs in terms of accessibility? How do you sensitize your interview panels once you hire the person and you bring them in what type of Accessibility tools to they need what type of support do they need from the people function? How do you sensitize the the tech team that they are going to be part of? What reasonable accommodations do you give?  We spend time to continuously improve We hear back from the people we listen to them about what are their needs and then we change and we change for good That's precisely what we do in DI as well. Absolutely when we look at DI You would see that at no given time. Are you perfect at what you do? Just let's take gender inclusion within the workplace. You may say oh we want as an organization We want to hire more women, but does it stop at hiring more women?  You will have to relook at your benefits You will have to relook at unconscious bias and you will have to train your employees And you will have to build capability to understand unconscious bias and how it can impact the workplace But most importantly you need to offer psychological safety And so all of this is something that requires continuous improvement It requires flexibility and it requires you to be adaptive to change And then finally we come to the empathy part of it and Anyone aware of XP by any chance extreme programming The very first principle with XP is humanity People build software People build software you need to provide them with a safe space The kind of appreciation that they want the kind of needs that they fulfill only then can they deliver what they are good at That's where empathy comes into picture and I don't think the idea is any different. Oh my god It's very very important. It forms a very crux of how you understand the AI within the workplace Empathy is something that starts not only at the leadership level but trickles down to every individual within the organization And it's very very critical and so Understanding the fact that all of us come from different places have different Experiences have had different privileges becomes very important and hence empathy needs to be Interwoven into every practice within an organization It's a good with us so far the principles are pretty similar There are still certain practices which consciously or unconsciously Will result in excluding minorities in some way or the other and these are agile practices that we are speaking about Okay Let's take a very simple example again going back to the manifesto the good principles One of the principle states the best way to communicate is face-to-face But someone who is blind or someone who has a hearing impairment. It's not the best way to communicate with them Or let's talk about daily stand-ups. We use the term so frequently scrum still does a better job by calling it daily scrum or daily planning whatever But someone who has locomotive disability stand-ups is not really very a good thing for them to hear Or let's talk about retrospectives if our way of Improving is let's say doing some kind of a majority voting and then finding out items how we improve There's a very good chance that we are going to leave out some minority votes and that's going to matter So there are agile practices which can still exclude certain groups The business agility Institute recently did a survey on diversity equity and inclusion and a business agility They spoke about the correlation, but they also spoke about some of the challenges and the pitfalls Thoughtworks India participated in that study and the survey One of the key components and that always sticks with me is This quote is on the spot who can talk I'm going to repeat that agile is on the spot who can talk and This is about extroverts This is about people who can process information fast and Can be very vocal about it on the spot? If you are an introvert if you are neurodivergent if you take time to process information If you want to think before carefully before you share or you contribute you will be excluded And this is something that we will need to constantly watch out for and this is just one of the many examples that are there So that brings us to the notion that there is a need to rethink Certain practices and when we say rethink rethink from a DI perspective from the lens of DI So when we look at hiring right like I said multiple identities different people apply to an organization All of them may not necessarily start at the same place one simple example would be a job descriptions Historically, it's seen that when job descriptions have certain words like aggressive target oriented Women do not mostly apply for these roles Because these are masculine words And there's a lot of research to make job descriptions gender neutral So starting from your hiring practices to your onboarding practices, right? How do you onboard people do you keep the different? Factors around the organization. Are you only talking about the business details? But are you also talking about your organizational culture your people practices? Are you talking about bias and microaggression? Are your policies reflecting that do you have a code of conduct? Do you have the right policies for sexual harassment and discrimination in the workplace to equal pay and opportunities, right? Are you look doing pay parity checks within your organization? Are you looking at who gets advancement who gets that that opportunity to travel abroad and I will share an example here a few years back a business analyst in a team had to travel to to UK for a for Dude for a client meeting there were two been business analysts on the project one was a woman Which was just back from a maternity break and the other was a male business analyst and And the project manager with all the goodness in in his heart said oh my god This woman is just back from a maternity break. So I'm just not going to ask her I'm going to go ask the male business analyst if he can travel for For the client meeting and when he asked the male business analyst the person said I Can't travel I have a personal commitment that I have that I need to be here for he went back to the women and he said Hey, I'm really sorry to be asking you this You've just come back on a maternity from a maternity break But can you can you travel for this because it's a critical to a client meeting? She said absolutely Why didn't you ask me earlier and I have a visa and I will definitely travel she went she met the client she one extra work for the for the project and for the team and She went back to travel and meet the client six months later Good intention by the project program manager But you need to overcome some of those biases that you carry in your head and and these are certain things that come very very Unconsciously to us. We think we are doing the right thing, but sometimes that needs to be questioned and challenged Reverse mentoring a lot of many organizations do this well many organizations don't but having someone from the LGBTQ plus Community a junior person mentor or leader brings a vast difference in how the leader looks at your inclusion in the workplace The way they look at policies they will the way they look at behaviors their behaviors themselves Performance reviews is another area right when we look at how we give feedback Who we give feedback to how are we the the style in which we give feedback?  Who is exiting the organization? Why are they exiting the organization? What is your attrition levels right and then finally framing policies based on that data? Is very very critical? So let's say we have spoken about a few things This is one example. So Chris and Samson. They started sharing this On LinkedIn since a few weeks. This is something that I've done on my teams as well So we speak a lot about DEI, but we need examples of how it comes in to come into play This is a personal user manual How should you interact with me so that we work together the best and And every individual let's say on my teams We have created this in the past not so artistic because we are not very artistic But we have created this in the past and we have put it up on the wall so that even for new joiners This is like a part of their onboarding and if we understand each other's preferences of how we work Then it automatically makes us more agile because we know what are the places where we need to be better at And that just removes all the hurdles that we want. I Haven't tried this in hybrid or remote But I do understand that there are tools where we can utilize this This is just one example how inclusion can affect your teams and just help them with the way they work and make them a bit more agile than they are Do look it up on LinkedIn Chris Stone and Stephen Samson. So essentially what we are saying is that You wish to improve your agility. You want to be more agile You need to embrace DI There are quite a lot of examples where we state that agile practices can overlook these practices But at the same time if we are intentional about it, it can increase the agility That's just the first thing The question to ask is how do we start? So there have been examples right so when organizations want to get agile just following simple Rituals is enough. We do a stand-up. We will have a story wall and we'll do some of these simple practices and yeah, we are agile Similarly in DEI you would say hey, let's celebrate women's history month This is March month is celebrating women's day we will celebrate June is pride month and We are we care about diversity equity and inclusion and this is what we do really well Well that we all know that's not true. There's so many different things that we will need to do to ensure that we Strategically we win DEI into the workplace and one of the first steps towards that is to strategically Weave it into your purpose and your value statement and your mission statement and for this you would see many Organizations do this really well this sales force. There's Ben and Jerry's There is Accenture who does a very very good job this publicist sapient also who does a good job of weaving in their DEI Message right into their purpose and their value statement So we start with why Simon cynic golden circle Here's one example The thought works as we said we have been looking at DEI for a very long time But very recently we also Revisited our purpose and when we did that this is the new purpose statement that came out with the five lenses and eight values That we carry and one of those values is inclusivity Now it's one thing to say that inclusivity is being added as a value What's more important is how this exercise was conducted This was one of those exercises which was not conducted in a boardroom Globally we had people who were invited for workshops They were workshop being run where their notion of thought works were being heard and from those inputs over a number of different Itrations, this is what came up with This is an example where every individual who was an employee of thought works Their voice was heard while we were recreating the purpose statement of the organization That's what defines inclusivity and that's what makes people believe in the purpose of the organization. They feel they are connected We need some way to operationalize Yeah, like I said just celebrating a few days in a month or celebrating a few days in a year Or doing a couple of things is not enough to operationalize DEI In organizations where I've seen it done well and this is something that even in thought works We have learned over the years is that you will need to have the rights Infrastructure and the right investment and the right leadership commitment to ensure that DEI is operationalized within the organization There's a very very simple figure here that talks about how business stakeholders You need to have if you're a global organization You need to have a global council if you have and then you have to have regional councils But it also needs to be integrated with your clients markets and External stakeholders which could be your investments if you're investors if you're a public company it also needs to be included and You know interconnected with your employee experience and your employee engagement Simple things like running an employee survey will tell you how an employee is feeling within the organization And if it's anonymous it adds a lot more value Your internal functions and you may think what is DEI got to do with marketing or what does it have to do with staffing? Everything matters, right? If I need if I have recently if I'm a new dad I've recently had a baby. I may not want to be staffed in a project that that's you know That's distributed in North America Because I just want to be supportive of my spouse and be there for for their men just want to be available So how we go about staffing also becomes you know something that DEI needs to look at but overall practices I've seen in ThoughtWorks and some other organizations, but very few The recruitment team for example following DEI practices Superbly value would see story walls and you would see stand-ups You would see the huddles and you would just wonder how are they getting it all right without without doing it Like you know as part of their overall career journey But basically it's important to have make the right investments many organizations do it And this is not something that you have to look at in terms of monetary investment Sometimes it just means having the right intention to do it and making leadership making the leadership commitment to do it, right? So We know that we need to operationalize it there has to be some connection with agility as well What I'm saying over here is that you cannot have an agile mindset unless You have inclusivity One of the examples that I've always thought about is let's say there is an organization That's going through some form of transformation And let's say that they have one of the goals the goal is to reduce their time to go to production by 50% In other words, if they take 10 days to go into production, they need to go in five How do we achieve that? We go through the manifesto we go through a bunch of frameworks We'll say okay continuous integration and delivery might work In order for continuous integration to work. There's something known as trunk-based development to work As a part of trunk-based development Every single person in your team is basically committing the code to the production branch in layman terms layperson terms and The very fundamental that you may have a junior person on the team or A new person who joined your team together today Will you trust them enough to push code into the production branch directly? It's not very easy. There might be some trust issues Which means that you need to bring in the safety net for them Some safety net could be that you will have some rules against what happens when there's a red build how do you roll back or Do you have to pair with this person so that this person is comfortable enough to do this activity themselves because they might not Have the confidence to do it either But these are small things small inclusive things that makes that person feels Much more valuable to the team This is one example of a practice that improves your agility because hey It's actually helping you go into production in half the time So yeah, you can't have an agile mindset unless you have an inclusive mindset as simple as that Many more examples like that for now At an organization level Many of you may have heard of the Vapasi program It's one of the programs that we're extremely proud of so we just feel like everyone should know about it This is a women in tech return a program that we have and At ThoughtWorks we have a goal to be 40% women and underrepresented gender minorities in tech by the end of last year Which was 2022 Why women and underrepresented gender minorities in tech because in tech women are underrepresented? There's a lot of bias and discrimination that happens with sometimes Naturally women opt out of tech roles the bro culture To name one of them Things are changing. We see a lot more inclusion in the tech sector today We reached this goal last year we are about 40.4 Now as we talk But Vapasi we realize that if you're going to make this a program That's just owned by the leadership team or the DEI team or the HR team Then this the program is going to bomb it's going to fail So what we did was we made it something that everyone co-owns within the organization So you would see that right from your employer branding exercise To referral programs many of the people who are part of Vapasi around actually Referrals from our employees So these are women who have taken a break want to come back to tech But tech is so difficult to get back to after a break because of the ever-changing nature of tech You would also see that the trainers for this program are thought workers You would see that the staffing team You know when the when they go on to internship You would see that the entire team comes together to be coaches Mentors and to support them through the entire internship program So when you make a program like this the collective make it a collective ownership effort you would see a lot more effort and you would also see a lot of level the playing field happening because people are invested in this in Emotionally and invested in this from an organizational culture standpoint Let's take a very simple example when it comes to business agility Quoting Eli Goldrath the theory of constraints You need to find the constraint you need to get rid of the constraint and then you need to keep on repeating that And the more you do the more agile you become because your organization keeps on getting away from the constraint One of the constraints we have is attrition The more attrition we have in the organization the more time it takes for recruitment It's higher cost for onboarding everything If you can improve your retention then all of that problem goes away and then you can go ahead and Utilize that energy into getting rid of the next constraint, which is what brings in the agility that we speak about Wapsi and similar programs have a retention rate of 92% This is an example where your business is becoming agile just because of this one program Which is a collective ownership of the entire organization and it's focused towards including Yeah, if I just may add on to that as well is one of the things we've seen is that we have a Higher number of women at the junior level, but as the seniority goes up You would see lesser women and more men in senior roles And what does what happens then is that when you look at leadership positions, especially in the tech space You have less women So what this program does is bridge that gap because you're bringing senior technical women back and They are you know, they get accelerated in their careers very fast So now these efforts are not possible bottom up alone So there's something that we need from leaders as well We are seeing the role of inclusive leaders is absolutely essential when it comes to business agility Yeah Leaders have long shadows So sometimes a leader does not realize how much of an impact and influence they have within their organization I'll just give you all a small example in 2014. We hired our first trans woman she was part of the marketing team and When we did that effort it was it was huge because no one has seen a trans woman in the office before and Naina she's a TEDx speaker and very well-known in the in in the tech circles today Used to go to the cap to used to go to the cafeteria to make tea somewhere around four Which is roughly around the same time our MD so the it the worry also used to visit you know the somehow they used to clash often and One day she came back and she said Tina You know how so do you just says hi and talks to me and checks on me this this was exactly her words She said I just feel so much part of the organization And this is very small right when you walk in sometimes you don't even notice Who's in the cafeteria and you may not want to talk as well You may just say you know that person is going around with making their cup of tea or coffee And you are you'll just finish your job and go away But just making that effort leaves such a big impact on on especially those who are underrepresented and marginalized So the role of a leader is you when it comes to enhancing inclusion within the workplace So we being us we demand certain things from our leaders We say that leaders should be inclusive and care about equity as a strategic goal That's thinking years ahead Yeah, and leaders should own and drive the executive sponsorship of TEI They should lay the foundation for the governance and not only that the extended leadership team right from the Organizations highest level of leadership to your project managers to your tech leads They need to be held accountable for inclusion and equity within your teams and this is very very important So yeah, they will have to be empathetic leaders They'll have to create those leadership teams and these teams will basically cascade till Through the next level and the next level till it reaches the last level in your organization That's what makes a complete inclusive organization for everyone And then the last one Leaders need to engage with dissent and be able to communicate it appropriately I just spoke about the 40% women and underrepresented gender minority goal So one of the things we first came up with as a mandate is at the grad level We will hire 50% girls and 50% boys from tech colleges And when we made this a mandate a lot of people came back and said hey I'm worried I all in any way reducing the bar when it comes to hiring women Technologists how are you going to go find those women and we had to make it very and this was dissent And it was coming to us in different ways right from people participating as interviewers in in You know when we go for campus recruitment And this had to be addressed in a very open and inclusive way And so what we did was we spoke about how we are not in any way You know tampering with the assessments or re-looking at our hiring hiring policy or our hiring approach But what we are doing is we are going to a lot more colleges and we are hiring more women and sometimes this led to a lot More diversity because you've gone to colleges in northeast We've called gone to cities where we have not gone before including tired to entire three cities But the most important thing here was when you engage with dissent especially when leaders engage with engage with dissent You will see a lot more collective participation whether it is business agility or whether it is DEI within the organization A very simple example is when we speak about dysfunctions of a team Artificial harmony is a dysfunction So conflicts are necessary engaging with dissent is precisely that So that's one way of getting rid of your dysfunction. That is what enables agility even further. So moving on Yeah, so this is something I'm personally very proud of the amount of effort we've done in the cure inclusion or the LGBTQ plus inclusion space Way back in 2014 when you know same sex was decriminalized The the MDs of ThoughtWorks wrote an open letter that's still there on our website Talking about how this really pulls back everything that ThoughtWorks stand that I'm sorry not ThoughtWorks but India stands for Which is about diversity which is about inclusion and being equitable to all Take that a few years later we hired more people from the LGBTQ plus inclusion we hosted our first interning with pride program Which is very similar to Vapasi but it is an internship It's a training internship and hiring program for people from the cure community or the LGBTQ plus community What does this do a lot of people in India Probably people attending this conference as well who are from the cure community but who are not out and open And this provides a safe space for them they may not come out but they know that the organization cares And so you would constantly see that doing this provides psychological safety But it also creates inclusion in much much larger ways another example for this is There was a book that that was written about allyship journeys within organ within people right How do you move from being someone who does not care about LGBTQ plus inclusion and how do you move to be an ally 40 people wrote this wrote their stories and it's a book that's available in the market on allyship My daughter was one of them who wrote and she was just in the eighth grade then And she wrote about her story of allyship and how did she hear about that story of allyship because Me as an individual I'm taking I'm not only doing this as part of my job in ThoughtWorks But I'm also it taking it taking it back home with me and that is how you not only build equitable workplaces But you end up influencing the society at large So essentially safety has a prerequisite We are not even the first ones who are saying that this is something that even modern agile mentions If you go on their website Joshua Kuleski has been speaking about this for a very long time But you need safety people need to feel safe They need to have privacy of their data their health and this is what leads them to do their best work So when you make safety as a prerequisite then a lot of things happen At the team level one of the things that we've noticed and we've realized early on is if you have homogeneous teams It will lead to group think right you have the same set of people from the same set of college Who worked in the same set of projects if it's very homogeneous you don't really understand the needs and there are so many examples I don't know if we have the time to talk about it where we've seen that homogeneous teams don't really innovate and You know and the outcomes aren't as great as they should be So it's very important from to look at inclusive rituals inclusive practices It's important to build psychological safety because when there is psychological safety you take risks And this is also proven by a lot of research It also when you ask when you are someone who needs accessibility you will ask for it because you have that psychological safety And you will also learn as a community I have seen massive learning that happens about so many topics Especially one example is during the pandemic none of us used to talk about mental health and well-being in the workplace I remember after the pandemic the amount of effort organizations are putting into talk about mental health and well-being Within your teams in the workplaces become so much more but we started that journey even before that in 2019 And so it's so important not only from a team standpoint but even when leaders talk about their mental health challenges It can be something as simple as anxiety and all of us went through this during the pandemic And so I think it just not only makes us more human but it also creates a space for us to innovate and share So investing in a culture of cultivation where we invest in each other but also to overcome our unconscious biases I think unconscious biases are something that we are so unconscious about You know we were just talking about it before we came in here and we said we definitely should address unconscious bias And talk about how it impacts us in the workplace We'll probably not have the time to get into everything but we are available after the talk But let's say there's one thing that unconscious bias is so common but we do not know about it This is a very recent example chart GPT like it's trending right now This company takes sure they actually asked for feedback around certain job descriptions from chart GPT This is what chart GPT assumed the agenda to be based on the profession So biases exist and the thing is that if we hold these biases unconscious biases in our product development teams Then we end up building these in the products as well So it's important to address this because if we don't then we are just making our tech as stupid as us Even though this is artificial intelligence. I'm just don't quote me on that But yeah that's the truth So during the pandemic and a little after that as well one of the things that we realized is that we've been hiring a lot of people They've been joining remotely we haven't been we've been able to do a lot of onboarding But still you know team practices and shared understanding of what those team practices need to be were constantly evolving And so together the DEI team and the tech team came up with the inclusive team social contract I spoke about this in the Agile India 2021 conference Yes 2021 But basically it's an exercise to relook at your ways of working but look at four important parameters That is an exercise that's facilitated by someone outside of the team and outside of the project Some of the challenges that the teams were having and were facing is that how do you connect and communicate with each other Especially in hybrid teams when some people are working face-to-face and the others are working remotely How do we ensure certain privileges are not given to certain groups and certain privileges are withheld from certain groups How do you ensure there's no group think? Today I was also talking about another example but a very valid example was the smoking that the chai tapri smoking The smoking that men do outside and some of the important decision-making that happen over there And then get translated onto teams internally maybe it happens today maybe it doesn't But we know these biases and these practices exist And how do we challenge some of these practices is something that's very important So just to wrap everything up it's a close to the end I think This is one of the quotes by Jim who's been a long-time thought worker also the signatory of the Agile manifesto At the core of healthy team relationships is trust and respect DI for us is a way to achieve that And if we have this in place then agility is just a sensible outcome We've often heard this term culture eats strategy for breakfast I'm sure everyone's heard it But what is culture? Culture is meaningless without the adjective that comes with it Culture is is it an inclusive culture? Is it a culture of belonging and care? Is it a culture of respect? So a lot of times the culture the word culture itself is meaningless if you do not add the right adjectives to it And so it becomes the responsibility of every individual within the organization to own that culture And ensure it trickles down to everything that we do from our people practices to our Agile practices Thank you That is the end but this is still a work in progress so we are still working on a lot of things I do ask you to go and check out the insights blogs that we have done so far But there's still more that's going to come and we just hope that we can take this to a good strategic end Only to give a good strategic start Thank you so much Thank you I know we are out of time but it's okay if we have questions we can always take it As in not here Thanks Thank you Thank you Thank you guys it was really wonderful We can still have questions if you need Hi my name is Bipin My question is pre-pandemic, post-pandemic, hybrid, on-site, remote All types of work is there How did the DEI strategies change or improvised in ThoughtWorks during all these moral periods? Before in our lives So it did change but I think what's most important is to understand how you adapt to that change in the context of DEI So it was difficult so we had to re-look at the way we engage and the way what workers are and employees are experiencing in the organization One thing that we realized was really helping us is the surveys that we did We have an annual survey on DEI and engagement that we run, it's an anonymous survey and it is, it can really be sliced and diced into multiple data So I can actually, and it's anonymous So if only if more than five people answer will that data be seen by others And so that data gave us a lot of ideas around what's the roadmap that we need to take for other steps But it's been difficult, I have to be honest it's not been easy And even with hybrid there's a lot that happens in terms of unconscious bias What are some of the privilege the people who come to office get over the people who don't come to office And so these are things that you constantly work in progress That's why I said inclusion is always a, is never a state but it's always a journey Just to, strategies might have changed Even with the principles, guiding principles, that basically help us de-strategize whatever we have There are a few things which are also in the works Like I keep on speaking about async agile, which will come out as a book in a few days And so we have been speaking about it There are, that's one of the ways how we can address a lot of these systemic issues So if you want to take a look at it, just go on the async agile website Thank you Thank you so much Thank you


Put some socks on so one of the most contentious issues I have ever encountered in the menswear community is the debate that swirls around the sockless look I have never seen anything in menswear that is so incredibly polarizing people are a passionate about this the level of Intensity in the debate is something I have only seen in arguments over things like politics religion or sports I find it extremely fascinating What's up guys? I'm Brian Sakawa. You're watching he spoke style and today We are digging into the topic of socks or no socks First let's start with something that I think we can agree on and that is that this issue is primarily seasonal This is something we talk about in the spring or summer for those of us who experience four seasons I don't think any of us would argue for showing some ankle on a freezing cold day when there is a foot of snow on the ground So having established that let's get into it There are two main arguments that the anti sockless faction likes to cite as reasons that going sockless is a bad choice And the first of those is that your feet sweat. This is actually a very good reason to avoid going sockless You know after a day of walking around without socks and any pair of shoes your feet will be sweaty They will probably stink and so will your shoes There is also a high probability of getting blisters some proponents of not wearing socks will recommend using some sort of powder Like a talcum powder or gold bond to prevent sweating in theory This is a good idea, but it does have some drawbacks The first is that any powder is going to be messy. You're going to get it on the floor in the shoe No way around that second is that a powder is not going to last all day not even close So when it wears off you're back to square one with their sweaty feet and your sweaty shoes Personal story I had a pair of white sparey top-siders boat shoes that I used to wear without socks all the time all summer long I did try the powder thing and it did not help that much. So on this issue I sighed with the people who say that you should be wearing socks moving on now to the second reason for the Anti-sockless sentiment and that is that it just looks bad now. Here is the point of the video where I say Are you serious? Tell that to the legions of stylish men all over the world who proudly bear their ankles So are you telling me that this guy is not stylish or this guy or what about this guy or these guys or him or him So the people who say that the no socks thing just looks bad Subscribe to this type of prescriptivist style conservatism that frankly I do not understand and it will never understand The only credence that I will lend to this rationale is that in some cases Some cases it might be true But this is really dependent on the context or situation for example Should you be doing a sockless look at an important business meeting? Probably not unless you know it was in Italy and with a bunch of other rakish Italian gentlemen as always in all matters of style The best advice I can give is to exercise good judgment and some good old-fashioned common sense when in doubt So now what are the reasons for bearing your ankles? Well number one socks are hot especially in the summer I mean who wants to be even hotter when it's already 90 degrees out my second reason which is a direct Contradiction to the people who say it looks bad is that I think it looks cool. It's cool literally and Aesthetically to me. It's relaxed It's a way to take some formality out of a suit in the summer and honestly with fabrics like linen cotton or fresco It's really a perfect match So the best way to wear shoes without socks or the right way to wear shoes without socks is actually to not Wear shoes without socks the sockless look done right is an illusion and the way to achieve this look and still wear Socks is through the magic of no-show socks if you see me with the sockless look I am wearing no-show socks 100% of the time There are many different brands of no-show socks out there And I will be doing a roundup video of the best no-show socks very soon But spoiler alert the best no-show socks for men are not actually no-show socks for men My experience the best no-show socks for men are in fact women's Peds. I'm being completely serious Don't knock it before you try it. I'll put a link down below in the description to the actual socks I'm talking about right here, and I challenge you to try those and then come back here and tell me that they're not amazing Okay, so I have been wanting to open this can of worms for a long time on the channel and now it's out there You know where I stand and I would like to know where you stand on this issue Whether you are in the never sockless camp or if you think it's totally fine Please leave your comments down below. Keep it clean. No low blows. Let's get this discussion going if you like this video Please give it a thumbs up hit that subscribe button and until next time. Thanks for watching and stay tailored


Hello and welcome to the session. In this session, we will discuss a question which says that determine whether the given functions are continuous at the given x value. First is f of x is equal to x square plus x minus 1. We will call x plus 3 given where x is equal to minus 3. And second is f of x is equal to x square plus 3x minus 1 given that x is equal to 2. Now before starting the solution of this question, we should know a result. And that is continuity at a point. Now a function is continuous at point x is equal to c. If it satisfies the three conditions, first is the function is defined at x is equal to c that is f of c exists. That is the function should not be undefined at x is equal to c. Second is the function approaches same y values on the left and y sides of x is equal to c. And third is the y value that a function approaches from each side is f of c. Now this result will work out as a key idea for solving the given question. Now let us start with the solution of the given question. Now in the first part we are given the function f of x is equal to x square plus x minus 6 over x plus 3. And we want to discuss its continuity as x is equal to minus 3. So using the key idea, we will check its continuity. Let us start with the first condition. And the first condition is the function should be defined at x is equal to c. So we are going to check whether this function is defined at x is equal to minus 3 or not. So the substitute x is equal to minus 3 in f of x. And we get f of x is equal to minus 3 whole square plus or minus 3 minus 6 whole upon minus and this implies is equal to minus whole upon minus 3 plus 3 which implies f of x is equal to upon 0 at 0 1 0 1 which is not defined. Continuity is not satisfied to minus 3. There is a whole or small gap in the graph. So this point is the point of discontinuity. But we are given the function f of x is equal to x square plus 3 x minus 1. And we have to discuss its continuity at x is equal to 2 now again. So we will check all these three conditions given in this continuity test. Whether the function is defined at x is equal to 2 or not.  But the given function is defined or in particular we have f of 2 is equal to 9. So the first condition of continuity is satisfied. Now we check the second condition of continuity. And the second condition is the function approaches y values on the left and right sides of x is equal to 2. We name table when x is less than 2 and x approaches to 2 table when x approaches to 2. Now we have made these two tables. In the first table we will take the values of x less than 2 and x approaches equal to 1.99, 1.99, 1.999. So we will put these values 1 by 1 and we get the corresponding values of y. Now using calculator go to 1.9 we get y is equal to 8.31. When x is equal to 1.99 we get y is equal to 8.9301 and for x is equal to 1.999 we get y is equal to 8.99301. So we will take the values of x greater than 2 is equal to 2.1, x is equal to 2.01 and x is equal to 2.001. And using calculator we get the corresponding values of y. Now the first table shows that when x is less than 2 and x approaches to 2, then y values approach 9 because all obtained values of f of x are very close to 9. Second table shows that when x is greater than 2 is 2 then y values approach 9 because here also all the values of f of x are very close to 9. Thus the functional approaches saying y value x is equal to 2 continuity is also satisfied. Now we will check the third condition of continuity. Now the third condition is the y value that the functional approaches from each side is f of 2. Now from these two tables we concluded that the y values approach 9 first condition 2 is equal to 9. Thus the y value that f of x approaches from each side is f of 2 that is 9. The given function is continuity x is equal to 2. Now this can also be confirmed by examining the graph of this function. Now see the graph of this function that there is no break in the graph. This is a continuous screen of the given question. That's all for this session. Hope you all have enjoyed this session.