There she is Megan Wu the love of my life ever since we were chosen as partners in science class I knew we had chemistry. We both love Pokemon Boba. We even had the same bias in BTS. Oh, I love Jungkook It was at that moment she had me Jung shook This is it. I'm gonna ask her out. What should I say? Hey?    Oh Hey Megan. I'm good Hey question What's up, dude?  Maybe you've noticed it around town or even on TV in any Asian white relationship The girl's always Asian and the guy is always white, but it's never an Asian guy with a white girl I mean, let's take a look What? Let's do this Wait, this doesn't work. Ah, shoot. That's right. The Hulk is green Okay, now let's think of some popular examples of Asian guys with white girls Does this count Right off the bat, let me be clear. I really don't care I know some people will be really angry typing in the comments. Yeah, you I see you. Stop it Y'all gonna say who cares about this love is love let people date who they want and guess what I Agree with you date whoever you want Mary whoever you want as long as you guys love each other. I don't really care It's none of my business. So what is the point of this video? Well, I want to find out if the myth is actually true are white guys actually stealing all the Asian girls Now it's an old saying, but is there any truth to it? Or is it just some statement that some angry Asian men made up for not having dates?  We're gonna see how this goes You know it would make this so much more interesting whoever won Got 50 bucks Wait, what? You want to bet on this?  You know what? Okay? Let's go game deal. All right. She's gonna pay me 50 bucks if I win Game on several days later. All right, so it's been five days and we each did a hundred swipes on Tinder. I got 47 matches what?  Where am I just ugly so I'm gonna do another experiment to test that out I'm on this app called EME hive It's a dating app for Asians and Asian Americans and pretty much anyone that wants to find Asians with this app I can find out if just everyone doesn't like me or if it's just non Asians. It might be everyone. So we're here Setting up my profile Adding photos how many how many photos do you think I should put in I don't know How's that for my first photo? You know what's also cool Avatar, let's put one of these guys in Bam, what do you think you guys like my selection? Let me know down below in the comments Yeah, yeah Yeah Yeah Best one What's cool about EME hive is that you can select which type of ethnicity you're interested in But let's just pick all of them. So there's other filters that you can put on here Like their marital status if they drink what kind of languages they speak Shoot, there's no Valerian on here If they smoke what's their income? Of course, I only go for the finest So it just makes it so you can customize your search to exactly to your preferences that way You're only getting shown people that you want. That's definitely a lot more Asian people than Tinder All right, so I did 20 smiles I'll see how many smiles and messages I get in the next few days several days later. All right guys So it's been five days I'm gonna go ahead and open up EME hive and see how many messages and smiles I've received opening it up and Oh my god So I received three smiles and 63 messages A total of 66 people either wanted to message me or let them know that they were interested Oh my gosh, I'm no scientist, but if my math checks out, that's definitely a lot more than four So yeah this whole time I thought it was ugly, but turns out I'm just Asian.  Yes The last time this many people liked me was when I opened up a pack of gum in class You know what this means, right? It means I got more matches than my sister. Ha take that So in any given year according to the US Census Bureau There are approximately 2.1 million marriages a year and approximately 17% of those were interracial Okay, let's say that there were approximately 357,000 interracial marriages in a year of that 357,000 11% were white 18% were black 27% were Hispanic and an outstanding 29% Nearly a third of all interracial marriages were from an Asian making them the race most likely to marry outside The race which would be approximately 104,000 a year. Okay. Well, that doesn't necessarily mean anything, right? I mean, what about Asian guys? They're included in the statistic also Let's go deeper So in 2010 it was reported that 15.3% of all Asian wives had a white husband So now let's compare this to the other side for Asian husbands only 7% of them had a white wife. That's less than half Wow So does everyone just not like Asian guys or something? Well, according to a study by Columbia University Women were 33% less likely to respond affirmatively to Asian men than to members of other races In fact, according to another study by Columbia University, all things being equal Asian men would have to earn 247,000 dollars more to be considered an equal suitor right 247,000 dollars more per year to be equal to him So let's say you have two guys Brad and Nick Brad and Nick are pretty much the same in everything same physical attractiveness same personality Same height Same GPA in college They like the same memes They play the same sport and they both listen to the same music Only differences Brad earns $53,000 a year. Nick would have to earn $300,000 just to be seen as an equal mate But why is that? Why is it so common for an Asian girl to be with a white guy? But so rare for a white girl to be with an Asian guy. Do we Do we smile or something? Is it because I watch too much anime? I asked some people to get their opinion on why this is I think it's because that Asian guys tend to Study a lot in college and they focus most of the time studying and getting good job by the time we graduate All the Asian girls are gone. I think that it has partially to do with attraction. I think more often I personally know more white men who tend to be attracted to Asian women than white women who are attracted to Asian men I would assume that it has to do with imperialism Internalized misogyny and racism just from the guys that I did it They weren't shy to tell and be forward about their feelings. It's a little bit more aggressive. Yeah in dating and yeah Obviously not me, but you know white guys are probably a little bit more on average taller honestly I think it's because we are really cute, you know Well, you know it's for that green card White men perform better in the bedroom many Asian girls prefer dating white men instead what? Bro, what are you talking about man? John M. Kong of the University of Michigan in his article Deconstructing the ideology of white aesthetics stated while Asian men tend to be derided because their bodily aesthetics contradict popular white notions of Masculinity the bodily aesthetics of Asian women are lauded because they complement and perhaps even symbolize the ideal of femininity as Asian men are perceived as physically small and weak so to our Asian women however a small physical build has been traditionally associated with ideas of submissiveness passivity and Vulnerability quantities indicative of feminine beauty therefore it is not unusual to find white men being fascinated with the racial Exoticism of Asian women often to such an extent that it eclipses the femininity of white women So according to this article the idea that white men go for Asians is because Asian women are supposedly Submissive and feminine while Asian men are small and weak, which is just not ideal for white women. I Went and asked some Asian women that are married to white men to see what was their opinion on this I think the effort to vilify or at least mildly shame certain population for you know Maintling across races is racism in itself. It's like there's no need and no requirement To maintain Some sort of racial purity within marriages I think we're we're over that a lot of people argue that history Racism and society are the reasons for this but wangfu productions gave a really simple answer that Itentally towards in this whole thing you have but whites and Asians the blame is not on the white boys on the Asian kids The blame is on the individual What about it is because Asian guys just don't have the confidence or assertiveness Needed to start up a conversation with a girl.   Absolutely not. So for all the Asian guys out there that are worried about all the Asian girls being stolen Fear not. We'd like to thank EME Hive for partnering with us on this video If you're like me and you don't live in LA or Seattle Then chances are there aren't a lot of Asians in your area EME Hive is super cool. It connects you with Asians all over the world And if they're on this app, then chances are they're looking today other Asians as well Thank you so much for watching and remember to subscribe And I'll see you next time


Alright guys welcome back to the channel. Today we're gonna be introducing the e-caller to Kelly. Kelly's sitting right here and We're just kind of got this this camera sitting up on the table. So it's a little cricket But anyways, we got her Nathaniel bought her the sport dog 425x So I'm just gonna unbox it real quick. Nothing fancy It's real quick because we got to get to the training. Today We're gonna introduce it to her because she already knows the commands the sistae here and heels So and no and the word no so This is not to teach her that she already knows that the reason for this e-caller because I know some people don't like using them is to Enforce what she already knows but also to get rid of the check cord So there's no check cord and that's that's the goal is from the very beginning is teach her that stuff so we can get rid of not and not be tripping tripping over the check cord and Basically, you can have a reach as far as this this will reach like you had a check cord basically Very small it's got eight settings to click then you got a top button bottom button And then you got a side button and I'm gonna set this up to where the top buttons low stem the bottom buttons like a Medium stem and then the side button is gonna be a beeping. That's just how I like it So I'm gonna set nothing else up like that real quick. All right guys. We've got a program now We're gonna get started hill introduction to e-caller So guys real good news sheet. I didn't get on video But he bumped it to we started out one. She wasn't feeling it. We went to two. He's put in no Collar pressure at all only using the e-caller and he bumped it to two and she ran to a side like instantly So let's let's try to see if we can see her reaction again, right when you like couple steps in just drop it Do longer straight lines though, too She does good say praise are pretty loud though like noticeably keep doing it for quite a ways go straight for a ways Long big turns doing it dude That's cool, huh? He's not even bumping it.  Let me see I thought she lost all her baby teeth.   You can almost tell the way she was carrying that though like as she was tender Tender mouth. That's funny. I've watched one of rockies Come out like that When he was walking in the office one time it just dropped on tink tink up in the ground Wow, is the fairy gonna come tonight the fairy gone mother? Little tooth fairy You can tell she keeps licking because she's bleeding That's cool. We have to see that fall out right there All right guys. So here I cannot remember What I've done for this last video um working with kelly on Sit stay fetch here all that good stuff. So Nathaniel's got the e-caller on her We got no check court on her and he's gonna work just kind of show I'm not gonna say the finished product because you're always training. You're always working with your dog, but I want to get one to see show you guys how good she's doing compared to when she first started She's doing so good on sit stay and then here. She's doing really good on that That first was a little bit of a struggle for her, but not no more. She's doing good She just hustles right up to Nathaniel's side. So I just wanted you guys to see that And run over that and then the next video you guys will see us starting force fetch I can't believe it's already there how fast time flies and duck season will be here in a couple months.  So we're gonna end this video here Thanks for watching give it a thumbs up stay tuned force fetch is coming up next. See you in the next one


You can accomplish. Wards of the Boys Training Center are able to have some summer clinic activity, like numerous young people vacationing from school, as two of the island's accomplished tennis coaches put on a free clinic for the wards at the National Tennis Center. Gary Sweetnam, who runs an academy in Houston, Texas, and Hamlet Phillip, who has his own Tennis and Fitness Academy in New York, returned to the island to teach the young wards the rudiments of tennis. The session ended with a talk to the participants on building and maintaining self-esteem. Sweetnam advised the wards that if they wanted to achieve anything in life, they need to have heart, desire and discipline. These kids, seeing what tennis involved, the fitness aspect, had them running, drilling, the discipline. Understanding discipline is what they realized. They thought it would be a lot easier. But once we started dealing with a lot of technique and how to hit the ball, they could see how challenging it was. And that being said, I haven't actually completed it. We're going to have a little chat at the end to tell them, to talk to them a little bit about what it entails. For us to be as good as we are through discipline. He called for continuity of such clinics and recommended that they should be given an opportunity to play tennis at least once a week. These kids need to know in life. Of course, they've made some bad choices, but we all make bad choices. But knowing that if you apply yourself to whatever it is, education, in order for you to be successful, you have to be disciplined and you have to work hard at it. And that's the takeaway. Of course, if one of them continues playing tennis, that would be great. But if they all left knowing, hey, you know what, discipline. That means I've really got to continue to do whatever I want to do and understand that I have to respect rules, respect authority and work hard at whatever I want to accomplish in life. That would be, that for me is an absolute success. Coach at the Boys Training Centre, Alvin Xavier, noted that this was not the world's first exposure to tennis as they served as ballboys and also officiated at junior tournaments before. He was pleased to have some level of formal coaching for the world during the summer period. Well, it's a great initiative because some of the boys never played tennis before and they were just watching life one way. So when you open them to other different avenues, different sports, probably now something might spark in them and that might be their future because Coach Hemsley, which I haven't seen probably over 20 years, he was in football with me when I was a young son. Watch now, he's a professional coach. So even though your favourite sport might be football, but for your life and your career it might be in another sport.  He stated there was also a possibility of incorporating tennis at the centre. From the Minister of Youth Development and Sports, I'm Ryan O'Brien.


Hi, I'm Hannah Riley Bowles of the Harvard Kennedy School. I have the honor of moderating this session on hard-wiring gender parity in the new economy. We are on day four of the World Economic Forum's Jobs Reset Summit, and day four is focused on pathways toward equity, inclusion, and social justice. This session will be live-streamed for the first 30 minutes, and then we will shift to 10 minutes or so in private meeting mode. The question before this panel is, what can be done to address gender inequality in the recovery to the pandemic and then accelerate progress toward gender equality as the economy embarks on a new growth trajectory? More specifically, what we'd like to talk about is what is the potential for multi-stakeholder cross-sectoral collaboration to develop inclusive work arrangements that enhance gender parity over the long run? As people on this call already recognize, women's economic participation has been especially negatively affected by the pandemic. The sudden and sustained backflow of caregiving and early educational labor into the home has hit women more directly than men. Growing evidence suggests this is not only reducing women's participation in paid work, but actually motivating large numbers of women to withdraw from paid employment. Women, particularly underprivileged women, have also been disproportionately represented among those sectors hardest hit by the COVID-19 pandemic, such as hospitality and retail and the informal sector. So women are not only strained by work-family conflicts, but also losing their jobs in higher numbers than men. Finally, COVID-19 is accelerating trends that the Fourth Industrial Revolution had already set in motion. And we need to ensure that women are prepared to contribute to the COVID-19, post-COVID-19 world of work. As shown on this graphic here, we have work to do to get women not only out of this pandemic, but into the slipstream of economic growth coming out of it. So let me, this graphic displays data from the Forum's Future of Jobs report integrated with data from the Global Gender Graph report. And so what you see is putting aside costs of the pandemic, there is work to be done to increase women's representation in projected areas of job growth, most acutely as illustrated here in employment categories, such as cloud computing and data and AI, although in other areas as well, marketing, sales, product development. So with that backdrop, I'd like to now turn to our distinguished panel of thought leaders who are going to carry us through this conversation. We are privileged to have with us here today Rania Al-Mashat, Minister of International Cooperation of Egypt and Co-Chair of the Closing the Gender Gap Accelerator in Egypt, which is a collaboration between the World Economic Forum and the Government of Egypt. We have Kim Kimbrough, Chief Economist at LinkedIn, and Lorraine Harriton, President and Chief Executive Officer of Catalyst. OK, so in order to hardwire gender parity in the new economy, strategies to advance women and girls need to account for how labor markets are evolving. Karen, I'm going to start with a question for you, because I anticipate that some of your research will provide a useful backdrop context for this conversation. You've done some analyses of LinkedIn data showing how labor market adaptations to the pandemic may actually be accelerating the shape of economic opportunity, particularly in terms of remote work. And this is relevant to gender, because traditional gender roles have constrained women's economic mobility by constraining their geographic mobility. So for instance, making it harder for women to move or relocate or even leave the home or travel for work or educational opportunities. So could you help us understand how the pandemic is changing the geography of work relationships and also how we might take those changes into account as we attempt to close gender gaps in economic opportunity looking forward? Absolutely. And Hannah, thanks again for moderating this really important panel. And everyone, I'm delighted to be here. So glad that LinkedIn could play a role here. So what we see at LinkedIn in particular is really a global perspective of the labor market. We have 700 million members across maybe 30 countries that encapsulate 55 million companies. So we really have quite a broad picture of the labor market. I wouldn't say it captures every sector in every way, but it's extremely broad. And one of the things that came out to us right away in terms of looking at the data as COVID-19 hit was a massive increase in the number of remote jobs suddenly that were being offered on our platform. So since March, I think we've seen a four-fold increase in the share of jobs on our platform that offer work from home or some kind of remote work. So that's just what jobs are offered. We're also seeing job seekers demonstrate a keen interest in remote work because, obviously, it gives you more flexibility, what we're about to talk about in a moment. And it can keep you safe. In a time of a health pandemic, obviously, people aren't really looking for a lot of face-to-face contact or having to travel far on public transport to get to work. So what we're seeing in terms of job seekers is two and a half times increase in the number of job seekers who are actually putting in their search filter. I want to work from home. I want remote work, working at a distance. So there's an increase on both ends, both in terms of supply and demand of labor. And I think it's really striking. Time will tell if it's permanent. My guess is that it's likely to be pretty sticky. And I think employers are going to realize there's some advantage to remote work. And certainly, job seekers and employees already see the advantage of it in terms of safety. And as you said, Hannah, quite rightfully, for women in particular, it offers an extra kind of lens or layer of flexibility in terms of geographical location that typically wasn't there before. It legitimizes the person who's not in the room for the meeting. So one of the things I'd like to say is I definitely feel what we're seeing with women is that this will offer an additional type of flexibility for them. Of course, it's available to men, too. But if I could just take a step back and share with you what we actually are seeing with women on our platform and how they're behaving, and I will tell you that honestly, it kind of broke my heart when suddenly in March and April, we saw women's share of hiring. So all the hiring that's happening on our platform and people are saying, yeah, I've changed a job. I'm now working someplace new or in a different role. Women just disappeared. They disappeared by three to four percentage points in terms of their hiring in March and April. And it coincided completely with the shutdown. And it was global. It wasn't just the US. It wasn't just the UK. It was Australia. It was France. It was Germany. It was Spain. It was everywhere. Even in developing countries where there's more of an underlying trend of women joining the workforce and there's a pretty strong upward movement in their share of hiring, it paused during the shutdown. So why does this worry me? In the near term, Hannah, as you said, it means that women are clearly bearing an unrecognized burden of if it's child care, elder care, if they're working, they're juggling more at home than they did before. Their daily routine is somewhat disrupted. And they're bearing the burden of that. In the long term, though, it's creating suboptimal choices for them. And a lot of them are retreating from work, not going after that next opportunity, or maybe they're just not even going after work at all. And they are stepping away from the labor force. And that's what we're starting to see in the US data with more than 70% of the people who exited the workforce in September were women. So of course the unemployment rate went down because people stopped looking, but it was mainly women. And that's just the US. So I really do think this is an important issue. I think your point on the flexibility around location is important. But I also wanna just say that women in general need a lot more intentional recognition of what they're going through. And I think the flexibility needs to be geographic, but it also needs to meet women where they are in terms of how do we think about the hours in the day? How do we think about FaceTime? How do we think about support by companies? I mean, they need to step up and be intentional if they wanna maintain women in the workforce. So I'll stop here and turn it back over to you. That's great. I love your phrase intentional because our two other panelists talk about intentional work. So Minister Amishad, I'd like to turn to you next as someone who is engaged in leading a public-private collaboration to close gender gaps. And I'd love to hear your perspective on what do you see as the most promising multi-stakeholder initiatives to accelerate the post-pandemic recovery for women, but then also to prepare women and girls to be full participants in the highest growth areas of the post-COVID-19 economy. Thank you very much, Hannah and everyone on the panel. Let me just, before I talk about the current platforms because what governments do ahead of where we are today is what paves the way for a possible either recovery or even push further with reforms. So Egypt has a woman empowerment strategy that was initiated in 2017 with certain targets, economic empowerment, political empowerment, social empowerment. And then when the COVID hit, we were able to very quickly have gender sensitive policies around COVID. And given the, we were the first country to have a policy tracker. And in a very recent report two weeks ago, UNDP put Egypt as the first, I mean, the number one country in the Middle East and West Asia with 21 measures related to women during COVID. It's about economic security, unpaid care and violence against women. So there are 21 measures that took place. Now, the other very important point when we talk about the labor market and it is the narrative around it. And it's very, very important to quantify things. People feel that women issues are sometimes an afterthought or something that is added on. But when we quantify situations and we quantify indicators, it makes sense so that the policies are pushed and when they are pushed from the top, they are actually finding resonance for the other stakeholders that are engaged. So for instance, in our case, if we have gender parity, GDP goes up by 34%. Who wouldn't want the GDP to go up at a time when we have a slowdown because of COVID? So that's very, very important. Now comes what have we done in order to create that platform? This pandemic has made us all realize that no one can do it on its own. No country can withstand the effects of the pandemic by itself and no government can withstand it without the participation of private sector and the participation of civil society. So this is what we saw when it came to healthcare provision. This is what we saw when it came to the social safety nets. And therefore, and here I want to mention the closing the gender gap accelerator which we have with the World Economic Forum, Ministry of International Cooperation, the National Council for Women are co-chairs, but then we have co-chairs from the private sector. We started this work before the pandemic and the idea was to be able to create opportunities for women in employment in general, more leadership positions, and then equip them with technology. Now we added another principle or another objective which has to do with the post COVID world. But this is a very important platform because the policies that we are devising are not just top bottom. They include the private sector and they're very much needed to be able to propagate the message because at the end of the day, no government can employ all its labor force, whether men or women. The government should lead by example and here I want to give the example for the government. We have a very big public service, public servant sector, around 4 million employees when the pandemic hit very quickly there was a decree where women who are either pregnant or have children younger than 12 years old could work from home anytime. Now that education is three days a week for children, the president now is discussing how laws can be changed so that this could be provided as work from home legislated for women. So these are all very important messages. The government sort of has the political will but the stakeholders have to come together. As Ministry of International Cooperation, we also deal with all Egypt's multilateral and bilateral development partners and therefore this accelerator acts as a platform not just for private sector civil society but the international community as well. So anyone who has a policy direction on women, anyone who has a funding ambition to help women, this provides a very nice platform, very well articulated objectives and then the impact is something that we can assess as well. So all I'm saying is public policy is important. There's a realization you can do it on your own. You have to be inclusive with the other stakeholders whether they're the international community, your private sector or civil society. Thank you so much, Minister Amishad. I also, we have just been joined by a fourth panelist, Marcello Cabrol who is the head of the social sector at the Inter-American Development Bank and building perfectly on your last points which I love about one, what a payoff there is in a time of crisis if you've already started integrating, if you already have policies and collaborations in place with regard to promoting gender equality but then also emphasizing beyond cross-sectoral collaboration within country also bringing in international collaboration. Marcello, you have been a partner in collaborations between the Inter-American Development Bank and the World Economic Forum to launch a gender gap accelerator for Latin America and the Caribbean as well. And you've also been a leader in expanding educational opportunity. So I'd love to turn to you to hear your perspective building on the minister in terms of what types of public, private, multi-stakeholder initiatives you would like to see to hardwire gender parity into the pandemic recovery and the new economy, again, both for women and for girls. Of course, I have to apologize. I mean, I think that after seven months I'm still not mastering the issue of technology and how to connect quickly and safely. So my apologies for being late. Simply to answer your question, I think that we need to be in the short term, we need to do three or four things that are important and that's what we're working here, especially in Latin America in which basically we are losing now around 30 million jobs during the seven months and 60 to 65% have been jobs that were held by women. So that's the situation that we have. So there are three things that we are doing practically to move very quickly in this period that is between the recovery and still dealing with the crisis. First of all, we are looking at childcare issues and this seems to be a small thing but it's a very large thing in this moment. Childcare of course, in the sense, not only childcare but also senior care and the possibilities that we have there to actually create not only the basis for recovery but also formal jobs moving forward. And formal jobs not only for women but also to give women the capacity and the possibility of moving forward in the labor market and have a better participation in the labor force. Something that we are also lacking here in Latin America. So I think that that's an important part. It's not that we were not doing this before is that we need to potentiate this moving forward. The second important thing is that look at recovery and look at what kind of government intervention we're gonna have in which kind of industries. And there's a real danger that we go into the boosting industries that are not necessarily friendly to female or women participation in the labor force. So as we are advising and now with the governments and planning within the recovery, we are insisting in the possibilities of looking at those industries that will have an equal opportunity for women to work on. And I think that the last part is during the crisis we have especially in Latin America the Caribbean and expansion of programs of transfers and unemployment insurance. We are looking at how to create from that platform at the possibility for women from welfare to work. And as we see in the past in past crisis these movements are not necessarily proportionally good for women when we do it. So we are looking at incentives and mechanisms to move from welfare to work but always trying to put women back to work. Remember 65% of our employment were health women and we need to recover them. Thank you very much. That is such an important perspective. I wanna turn now to Lorraine. Lorraine at Catalyst your mission is to accelerate progress for women through workplace inclusion. And I'd really love to hear your perspective on the advice that you're giving major employers not only to keep women employed but to keep them on track for top leadership positions. Hannah, thank you so much. And thank you all for these amazing remarks. It's really great. I think in your opening remarks you talked about the risks and the heavy impact that this COVID-19 has had on women. On the other hand, in the corporate sector in particular we're seeing incredible commitment and intentionality to build back better, more equitable, inclusive and diverse world. So there's really four strategies that we're recommending to leaders to accomplish that agenda. And the first is to really around leadership at the top that it needs to be visible. It needs to be intentional. There needs to be real commitment to walk the walk not just talk the talk. And we did a survey in June if you're interested you can go to our website that revealed what we call the optimism gap. Well, eight out of 10 companies and leaders are talking about wanting to really focus on both gender and diversity. In the United States the survey is particularly around people of color that many of the employees do not really believe that they're actually gonna do what's needed. And that's especially around people of color. And it's really important to really understand the issues of intersectionality and the nuances around the actual experiences of everyone and their intersection identities as we look to put programs and policies together to address them. The second area is around measurement and accountability. You can't get what you don't measure. You can't improve it. And of course the World Economic Forum has been very focused on this and just about a month ago of the International Business Council released a comprehensive set of ESG metrics with the hope of universal adoption of these metrics. So catalyst in conjunction with a group of DEI advocacy organizations with the support of 61 multinational companies including the four major accounting firms launched the Gender and Diversity KPI Alliance so GDKA to support the specific DEI metrics focused on representation and pay equity at every level in the corporation with the intent of both educating and promoting adoption of a consistent set of metrics. So we want to have these KPIs as a first level so that the boards, the CEOs and the C-suite really has a first level of accountability. And of course there's a whole range of metrics below that that deal with policy and practices but this is a way to start. And we've put the information in the chat www.gdka.org if you want to come along on the journey and move this initiative forward. The third area is around having effective policies and practices that will enable women to succeed. Now, there's three that I wanna mention the first one is flexibility and COVID has really enabled that. That's why I think we're optimistic that flexible and remote which has long been an initiative for women in the workplace and been a key strategy for all the work we're doing on the future of work is really happening and we need to come out of this with a really long-term strategy to incorporate that as many of you have already talked about and it's critical for companies if they wanna attract, retain and make most productive their best talent to really embrace that in a productive way. The second area we already talked about is the tremendous burden on working parents and particularly working mothers as we look at the school closures and remote work. So companies really need to lean in to having more flexible PTO and backup childcare to address this current crisis or they will have the women in particular leave the workforce and it's gonna be much more expensive than them to bring them back in and to hire new talent. So they really need to look at the cost of this. In fact, I just put an op-ed in Fortune magazine yesterday it was published and it talked about five ways that companies can really address this. And the third area I wanna mention is about upskilling and reskilling. There's gonna be a lot of that because we're moving to more digital but soft skills are also critical to that. This is an opportunity for us to build back equitably and we need to, with real great intentionality look at how we upskill everyone with an equity lens. And the last area to talk about is building an inclusive workplace culture where everyone can survive. We all talk a lot about inclusivity. One of the superpowers around that is empathy and empathy can be taught and it needs to be taught across the whole organization because 45% of building an inclusive culture has to do with that first line manager. And those are the people who need to understand the lived experiences, the people work for them and build that flexibility down at the job level and allow people to be able to articulate their situation so you can manage it. One of the things came out of our parenting study is that many of the people do not want to talk about their situation, talk about the childcare. So is there afraid they're gonna lose the job? Is it afraid it's not gonna be promoted? So you need to be able to have that empathy and trust to understand that. And the last area I wanna mention around inclusive cultures is allyship. We have a program called Mark, Men Advocating Real Change which helps men get involved in solving this problem around gender equity and understand the innate biases and privilege and then become allies to helping women and other underserved groups really reach their full potential. And we'd like to invite any of you to go to our first Mark virtual summit that will be on December 3rd and 4th and we'll put that in the chat as well. So there's a lot of opportunity here to build back better. There is, I agree. And I love how you're coming back to empathy and that was so transparent in Kim's initial reactions to the data that she was watching. I think when I'm taking away a few high level points from this conversation as we approach the bottom the hour is keeping our eye on the data. So watching the data, the differential effects on gender but also how markets are shifting so that we're making sure that whatever policies that we're putting in place are actually creating long-term economic opportunity for women as male as men. And then I think my two keywords I'm gonna take away are intentional and accountable. So I'm getting a lot of plus ones on this idea we need to make sure that we're watching those numbers and following through. But above the points also that have been made about being intentional within organizations, being intentional about cross-sectoral collaboration, public policy, but also the integration of the international community. So at this point in the program I would on behalf of the panel like to thank our global audience for joining us. We hope that you are able to put some of these ideas to use in your own important work to promote women, girls and gender equality over the long run.