The narcissist will weigh you down. There will be too badly organized to function efficiently. Without order. Without command, direction or instruction. There will be slow or complicated. And therefore inefficient. There will be difficult to analyze or understand. Difficult to work with. There will be oppressive or burdensome to you. There will unjustly inflict hardship and constraint on you. There will weigh heavily on your mind or spirit. Causing you anxiety and depression. The narcissist will weigh you down. You will feel as though you are carrying a large ankle weight with you. Wherever you go. You will feel heavy as though you cannot move easily. Because you are carrying their problems. You are carrying their emotional baggage. We all have feelings about our past. And the things that have happened to us. And sometimes this can have a negative effect on our behavior or attitude. Sometimes we have to check ourselves. So that we can treat these feelings that we are experiencing. But the narcissist does not have enough awareness to do this. Instead of seeing the faults or inefficiencies of their own behavior or attitude. They tend to only see the faults in other people. They don't want to accept that they are at fault. They don't want to accept their flaws or imperfections. And that is why they have so much emotional baggage. It has accumulated over the many years that they chose to avoid any reflection on their own behavior or attitude. Any time that a problem would come up where they made a fault or mistake and they were to blame. They chose to shift the blame onto someone else. Any time that they were triggered to reflect on a flaw or imperfection. They chose to project their insecurities onto someone else. Never acknowledging that maybe it might have had something to do with them. And because they chose to deny the existence of it. It never went away. This is what they are throwing onto you. Any time that a problem or issue comes up. The reason why they react so emotionally. The reason why their reactions can often seem so exaggerated. Is because it is bringing up all of the unresolved issues of their past. All of their unhealed traumas. Things that they didn't want to deal with at the time. Things that they chose to deny the existence of. And that is essentially what narcissism is. It is the denial of their current state or condition. Denial of reality. The failure to acknowledge an unacceptable truth or emotion. Or to admit it into consciousness.  And they are defending against their own thoughts and feelings about themselves. Deep down they are very insecure. They believe that they are not enough. And that is why whenever a problem or issue comes up. And they begin to reflect on their insecurities. The first thing they are going to do. Is do whatever it takes to make you feel insecure. To make you feel as though you are not enough. They have to project their feelings of insecurity onto you. That is the only way that they can feel secure. They cannot deal with their own thoughts or feelings about themselves. And that is why they are carrying this emotional baggage. That is why they react so emotionally. That is why their reactions can often seem so exaggerated. Because you are dealing with someone who feels as though they are under attack. They are in survival mode. They are doing everything they can to survive emotionally. Whenever you do or say something. That might trigger them to reflect on their thoughts. Mistakes, flaws or imperfections. They will become hostile.  Because they are defending against their own thoughts and feelings about themselves. If they have done something wrong. If they have done something that is less than perfect. If they have done something that is not good enough. It will open the flood gates to everything else in their past. That made them feel insecure. It will cause a narcissist injury. It will injure their false sense of pride and their inflated ego. And they are going to feel as though you are trying to hurt them. Because they do feel hurt. And the narcissist believes that their feelings are facts. If they feel hurt. That means that you must have hurt them. So now they are going to defend themselves. They are going to defend their false sense of pride and their inflated ego. And they will do that by doing whatever it takes to injure yourself. Your sense of self-esteem or self-importance. They will point out your faults or mistakes. Your flaws or imperfections. Even if they are things that have nothing to do with the current argument or disagreement. The narcissist is in a fight for their lives. They are fighting for the life of their false self. And if you are not going to validate their false self. Or the illusion that they are trying to portray. Then that must mean that you are against them. That must mean that you are their enemy. Once they have it set in their minds. That you are against them. There is really nothing that they won't say or do. If you stop bringing up the problems or issues. And continue validating their false self and their illusions. They will continue displaying them to you. As long as you remain susceptible to their manipulation. They can be kind to you. But once you try to present any form of truth or reality to them. They are going to feel as though you are trying to hurt them. They don't want to deal with any truth or reality. The whole nature of narcissism. Is that they want to remain in denial. They want to continue living in their little fantasy world. They want to continue living in their little bubble. Which is isolated from reality. Even if it is unreal. Even if it is nothing more than an illusion. That is just wrongly perceived or interpreted by the senses. A deceptive appearance or impression. A false belief. It's more appealing to them. It's more attractive or interesting. And the truth is just too painful for them to deal with. They don't want to accept the truth about who they are. They want their little fantasy. And there is nothing that you can do to pull them out of it. If you try to pop their bubble. If you try to disprove, ruin or destroy their fantasy delusion or misbelief. They will see it as an assault on their character. They will see it as though you are trying to hurt them. Because any exposure to reality could be potentially harmful or dangerous to the narcissist. And they are highly likely to respond in a very hostile manner towards you. So what does this mean for you? It means that it is going to hinder your spiritual and mental development. Because without accountability. Without the acceptance of truth and reality. You cannot grow or develop. You might be able to be accountable for your faults and mistakes. You might be able to accept the truth or reality of the situation. But the narcissist does not want to do that. They do not want to hold themselves accountable for anything. They do not want to be responsible. They do not want to respond to the best of their ability. So instead of working with them and building a momentum of power and strength towards your growth and development. You are now sailing against the wind. You are working against them. Because they are opposed to what you are trying to do. They are opposed to accountability and responsibility. They are opposed to any acceptance of the truth or reality of the situation. They are opposed to anything outside of their fantasy world. Anything outside of their little bubble. And as long as you remain in that little bubble with them. As long as you continue validating their false self and the illusion that they are trying to portray. As long as you remain in agreement with them. And remain in denial of the truth and reality of the situation. You are going to remain stuck in a place where there is no growth or development. And any time that you try to present a problem or issue to them. They are not going to acknowledge it. If you continue to pressure them. It will bring up their unresolved emotional baggage and traumas. Things that they didn't deal with in the past. And they are not going to deal with it now. They are just going to throw it onto you and expect you to carry it. And it is going to weigh you down. It is going to feel heavy and make you feel as though you cannot move easily. You might become stressed. You might develop anxiety or depression. And you are not going to be able to get things done. You are going to fall deeper and deeper into a downward spiral of negative energy and dysfunction. Until you lose sight of the position where you once resided. Thank you for watching. I hope this video resonated with you. Please like, comment, share and subscribe. Click the bell icon to receive notifications for my future videos. If you would like to donate. My PayPal link is in the video description. Coach and inquiries you can email me at www.nagsfathercoaching.com Thank you for watching and I will talk to you soon.


The authors demonstrate enhancement of ionic thermo electrochemical cells by integrating a redox coupled directly onto the electrode surface to maximize mass transport efficiency, resulting in a high output voltage, instantaneous output power density, and record high 2H output energy density with an ultra-high Carnot relative efficiency. This article was authored by Wonsong Zhang, Li Yuchiu, Yongjian Lian, and others.


We're going to hear, in our second discussion of lunch, we're going to hear from a group of pioneers and leaders who are doing the work on the ground of trying to figure out how to make our apprenticeship system reach a whole lot more people than it currently is. This discussion is going to be led by Angela Hanks of the Center on American Progress. And I have my notes here on it. And I am, hold on, failing miserably here. One second. OK. Angela is the associate director of the Economic and Workforce Development Division at the Center on American Progress, where she writes and researches and engages in policy development exercises in relation to workforce development and apprenticeship. Angela has been published in Newsweek, USA Today, and on MarketWatch. For those of you who have not read her stuff, I would encourage you to do so. A lot of it's available on the CAP website. She writes very clearly and eloquently about apprenticeship and makes a great case for it, as well as coming up with great policy recommendations to move it forward. And before Angela was at the Center on American Progress, of course, she was at the National Skills Coalition. So we can see how things, you know, we're all part of a larger community here at Apprenticeship Forward. So with that, I'm going to hand it over to Angela and to all the panelists. Thanks so much. All right, great. Thank you so much, Mary Alice. So admittedly, we have a tough act to follow, but we will do our best. Some really incredible, impressive apprentices that we heard from there. So I'm going to go ahead and introduce the panelists with some abbreviated bios. If you'd like to learn more about them, the bios are in your notebook. Or you can come talk to them after the panel. So first up is Bridget Gainer. Bridget is the vice president of Global Public Affairs for Aeon and a commissioner on the Cook County board. Her career at Aeon has spanned finance and strategy and most recently, Bridget has led the effort to bring apprenticeships into the financial services sector. This January, Aeon hired 26 young men and women from neighborhoods across Chicago in a partnership with the Chicago City Colleges. And we'll hear more about that today. Next is Edison Freer. Edison is the director of the Gateway Initiatives at Jev's Human Services in Philadelphia where he was working to expand apprenticeship opportunities for underserved populations by developing sector-based career pathways programs. As part of this work, Edison is also engaged in developing technical assistance strategies and support for employers seeking to start apprenticeship programs. Prior to joining Jev's, Edison was director of Educational Technology at the School District of Philadelphia where he founded the Urban Technology Project, the longest-running continuous information technology registered apprenticeship program. We'll get into more detail on that as well. And then finally, we have Arianne Hesiewic who is program director for Employment and Earnings at the Institute for Women's Policy Research and Independent Research Institute in Washington, D.C. She is responsible for IWPR's research on earnings, occupations, and workplace discrimination. And she directs IPWR's work for the U.S. Department of Labor's Gender Equity and Apprenticeship Grant. She's a specialist in comparative resource management with a focus on policies and legislative approaches to facilitate greater work-life reconciliation and gender equality both in the U.S. and internationally. So before I turn to the panel, Mary Alice did some table setting at the beginning. But I think we're talking about today, we're talking about expanding apprenticeship in different ways. So we're talking about entering to new industries and we're also talking about diversity and inclusion. And this diversity piece is really essential. If we're talking about, the president has said that he would like to see five million new apprenticeships. That is a tremendous amount of growth from where we are now. And really, given the demographics of our country, given the goals that we want to accomplish through apprenticeship, you can't just leave diversity to the end. It can't be like, oh, well, now we need to do diversity. This is really about addressing structural barriers that people of color, that women face, that underserved communities face, to getting these good jobs that we know can work. So given that, I think we, I would like to have a discussion today talking about how we can make sure that more people have access to these programs. And we have some wonderful experts who can actually talk about the important work of actually doing that in practice. So first, I would like to go to Bridget. So Bridget, you, as I mentioned in January, recently launched an apprenticeship program in the insurance industry and we just got to hear from one of your apprentices. So I think, as Allison mentioned, for many of us, we don't think of insurance when we think of apprenticeship. We have a very kind of clear idea of what an apprentice is that I think many of us in this room are working to expand on. So why did you choose to do an apprenticeship? How did this come about? And what, why, why do it? Thank you, Angela, I appreciate it. And thanks everyone for being here. This is a great opportunity. So when you think about the reason that skilled trades do so well with apprenticeships is because the employer and the training stay so closely knit together. And so the employee is always offering what the market is looking for. And so that's a kind of a constant feedback loop. I think one of the interesting things we got to in this country, if you look at, you know, the pendulum really shifted to a high degree of college attendance after World War II. And a lot of large corporates kind of defaulted into hiring from a four year college pipeline. It no longer meant that the employers were actually demanding what the colleges were teaching for certain roles. It just became a habit. And so several years ago, you know, Aeon is in Chicago, we're two blocks away from Harold Washington College, which is one of the city colleges. And there was a desire to kind of reconnect them with employers. And we realized, you know, we'd never hired anyone from Harold Washington and didn't have a relationship there. So we gathered a bunch of employers together and we helped them redo their curriculum to make it more kind of connected to what employers were actually looking for in financial services. Next, we hired some interns and then we really kind of looked at apprentices in financial services and then, you know, in business are pretty common outside of this country in Germany and the UK. We have a large operation in the UK. And so the thought was, well, if they can do it there, then why can't we do it here? And so for me, it was both professional. We had a huge opportunity to get talent that was really blocked from coming to our company because you put up this barrier of a four year college at 18. But it was also very personal. You know, I grew up in Chicago and I went to our state university at a time where it was a couple thousand dollars a year and I was able to pay for that as a waitress and not engage debt. But now, you know, that same college is $30,000 a year. And so we looked at and said, there's a huge opportunity for us to get a hold of some great talent. And to Angela's point, just because you went to an Ivy League school or a top tier school, you know, there's a danger of a kind of a uniformity of thinking and diversity means diversity of thought. It's not the usual suspects. It's race, it's gender, but it's also perspective and economic background. And that makes us much richer. And so we decided to approach this apprenticeship and we looked at all of our entry level jobs and really examined which ones actually required four years of college and where had we just defaulted? And we found a whole range that did not really require four year degree. And so then we looked at what the attrition was and some of these jobs had really high attrition. And so we went to the manager and said, what if you had the opportunity to get someone who was maybe a little younger, a little less experienced, but you were probably gonna hang on to them a lot longer because that has been our experience outside of the US that the engagement and retention for apprentices is much higher and much longer. So we made this business case because this is not a social program and it's not something that people are gonna do because they feel good about it. It's absolutely meeting a business need. And so we're very bullish on the future and we launched in January and we plan to continue to launch a cohort. We have 26 apprentices of which 20 are African-American or Latino. And that is not a typical entry level class for us or for many large financial services companies in Chicago. So we think that this can both give us access to great talent. It can reduce the barriers to a young person who just doesn't have the financial wherewithal to go to university at this stage, but it also creates an opportunity to address some of the barriers that Angela mentioned. Thanks. So Edison, along similar lines in the non-traditional industry, so you founded the Urban Technology Project in Philadelphia. So you've already been working to promote access to apprenticeship among underrepresented groups. Not only that, you're doing it in the tech sector, which particularly with the larger tech firms in the country have almost become notorious for their lack of diversity. So this morning in our breakouts we talked about expanding into new industries. Can you talk about how to do that while ensuring equitable access? Good afternoon. Thank you. You know, as we look at that question, I think we need to approach it at two levels. From the business perspective, you need to think about that diversity is good for business. But people in those decision-making positions really have to become engaged in ensuring that that becomes a reality. So part of it is proof-and-the-putting. So there is research that shows that companies that are strong with inherent and acquired diversity, as Bridget said mentioned, out-innovate and outperform other companies. So there's your business case, right? And then you turn that around and say at the second sort of place where we need to work is that the talent that you're gonna find is not just near, it has to be wider and deeper. So the work needs to be done on early awareness and approaching populations that you wouldn't think are ready for the IT sector. And then when you talk about the IT sector, it's not specifically just the IT sector. IT, as other folks have said, cuts across different industries. So that affords multiple opportunities for entry-level positions, multiple opportunities of a pipeline that has different paths of entry and different paths of exit and opening lots of doors in terms of scaffolding and developing career pathways. So from the perspective of a business, if you are consistent about your mission and you're really bought into this notion that diversity breeds innovation, then you have to do something about addressing the need to be introspective, to consider what are the inherent biases that impact your sort of talk and not ability to walk it? And that might involve looking at your HR department. Is that the gatekeeper? Looking at your onboarding, what is it about your onboarding that might impact the success of retainment? The inclusivity of the workforce, the work environment, and also your credential barriers, as Brigid mentioned. I listened to Jennifer earlier in the IT discussion and she was dead on. IT sector is so addicted to four-year degrees. So we need to help them get the medicine, if you will, and think about what can they do to think about what are the entry points? And as Brigid mentioned, we did an analysis of the IT sector. You look at that perhaps 40%, as Jennifer has pointed out, require an advanced degree and then 60% of those jobs can be something else. So I think of the apprenticeship system as an opportunity, as a gateway, if you will, to different populations. And again, now we look at companies saying, well, I need the talent now. Well, we can do that. And Apprentice seems to be a very promising model. And there are other companies, excuse me, entities doing that kind of work, which is what can we do now to meet your needs for upskilling, and possibly the backfill. And then there's the long, so that's sort of that now. But if we look at the tech sector, it has such growth potential, we need to think about the long haul. And in thinking about the long haul, that affords the opportunity to engage, what Mary noted, the opportunity youth, the 5.5 million young people who are not engaged in work or in schooling, who, I believe, and I think are experimented in Philadelphia, show there's deep talent and it's unrealized. So that's a longer haul and a longer sort of game plan. And when you look at that sort of model, you really are looking at sort of what are the systems we need to put in place to ensure that they're successful in an apprenticeship system. So the urban technology was sort of developed from an organic process, what did the employer need, but also listening to what the young people needed. So it's a very holistic approach, which is it's not just about a widget that can do a job, but about realizing the full potential of the person. And in doing that, I have to say, it's about rolling up your sleeves and it's hard work. And you just have to acknowledge that, okay? And in that process, it's sort of also an idea of discovering what the needs are because it's not the same, it evolves. And in that process of discovery is understanding some fundamental principles. And what I've learned from the youth is that they are indeed interested in tech careers, especially the disconnected youth, but they just don't know how to access it. And if they do have access to that, often it's through sort of programs that don't represent themselves and at a gut sort of response, it doesn't resonate. So being politically incorrect right now, it's like the gates of the world, the sucker birds of the world, don't necessarily reflect and make those dreams realizable for a lot of people that look like me or others. And so this comes to what companies need to do. They need to invest in diversity and they need to understand that it's important to begin to develop talent that's diverse from the get-go. The other thing about young people that teach you is that they want to serve their communities. And they truly just want a good career that affords them dignity. But then they also love their families. And often there's a dissonance between what the families want and what the young people seek. So you also have to engage the families and think about how do they sort of help transform and because it's about a transformation, sort of that dream of where they want their children to go and respecting where young people sort of want to do and how they're going to get there. So we developed a pre-apprenticeship program model using the AmeriCorps model. So part of it is being strategic. Pre-apprenticeship programs are really difficult to sort of invest in and they're not really formalized. So the AmeriCorps program, it's a federal subsidized program that allows any young person, any person to give service for a year to our country. So we took that and said, well, isn't that a great opportunity to build case management, to ensure there's an stipend, to be the first job before the apprenticeship program and also to look at it as the opportunity to dabble in different areas of technology. And then last but not least is the opportunity, especially for this population, to address the insecurities that impact the success in an apprenticeship. I'm talking about transportation insecurity, childcare insecurity, housing insecurity, food insecurity, because you need to understand that those things get in the way of success in an apprenticeship. So that's important in terms of the holistic approach is addressing those issues. And also knowing that it takes different times, to that length for young people to achieve a position where they can take advantage of an apprenticeship program. And what we did to with our model is that then we built the entry-level position, computer support specialists, as the entry point for our graduates of our pre-apprenticeship program. Knowing with our employer, which was the school district, that that was the short-term goal, but thinking about the long-term investment and saying this is the entry pathway, but we're going to paint this picture for these young people about the different doors that they can scaffold and move on in the organization. So the register apprenticeship program, being the first job, is also the opportunity for young people from this background to really excel because they bring a lot of skills to the table. The skills are resiliency, persistence, having to deal with failure, and it all sounds, and I was looking at checking off those sort of characteristics, I realized that in the tech sector, that's what we want. We want people who are adaptable, we want people who are trainable, and we want people who are committed to lifelong learning. So I want to go to Ariane next. So Mary Alice highlighted this in her opening remarks that women are severely underrepresented in apprenticeship programs at large, they only make up 7% of apprentices. If you dig down deeper to construction apprentices, it's just 2%. So not only are they underrepresented overall, they're most underrepresented in the highest wage jobs. So can you talk a little bit about what participation in apprenticeship means for women's economic security, and how do we know if we're achieving that, how do we measure it? Thank you, you're absolutely right. Basically what we have at the moment, I think are a lot of apprenticeship programs for men and a few lower paid ones for women. So even the 7% kind of overstates the integration that there is, although I want to say at the outset, specifically on construction, there are more women who work in construction trades than there are dental hygienists, right? And I think that's really important because nobody thinks that dental hygienist is kind of strange for women, but everybody thinks that construction work is. So what do apprenticeships mean for women? I think it's pretty much the same as they mean for men. It means a clear and affordable pathway to a good job with a certification that is recognized hopefully nationally, or at least that's what it should mean. And I'm German, so that's apprenticeship is like what I grew up with.  We know women are more likely young women at school and afterwards to be good at school, to get educational attainment, to go to college, to end up with college debt, to end up with larger college debt and to end up in jobs that pay less, so make it even harder to pay off the college debt. I just visited the iron workers, the union and the contractor together, are the only union at the moment who run their own pre-apprenticeship program for women. And they do this because they realize that they need to attract a more diverse workforce, they get more women to come into it. And iron work is like, it was under 2%. And at that program, it's the third cohort in just 18 months and they're always well kind of filled. Out of 24, there were four women there who had college debt, around $80,000, right? So you just, ouch, exactly. But there were also two young women there which was really encouraging, who had been sent, learned, had taken welding credit at high school. And they came in through lots of different avenues and they came because, A, they liked the physical work, B, because they knew it was going to put them into a good job. And if you look at the kind of middle-skill jobs that we are looking at, high level of skill shortages, future job opportunities, partly because the economy is growing again, partly because of demographic change. They typically don't need a four-year college degree. They are incredibly gender-segregated. You know, if you think about it, airline mechanics, 2% women.  All construction, 3% women, it's kind of mind-boggling, but I think we all have gotten used to it in some way. So we kind of feel that at this point in time, given the demographic change, given the interest in apprenticeship and given the support from the Department of Labor to kind of re-kick gender, that we may have an opportunity to move the kind of post towards higher levels. And the programs that we work with as part of the consortium, like that the ironwork is very quickly, they went up from, okay, it's not very high yet, but from about 2% apprenticeship in California to 7% women apprentices in California. In Boston, a program we work with, they have more than tripled the number of apprenticeships and it's now 500 in the building trades. You know, it's still not masses, but it's really great success, so. Thanks, so I think we have time for one, maybe two questions if we're quick. So make it a really good one. Oh, oh, okay. Oh, 10 more minutes, oh. Oh no, no, no, let's go for it. Just kidding, we're gonna talk a little bit more. So I might take your question. So Bridget, one thing that we talked about when we did the prep call is women and people of color face myriad barriers to the labor market, whether it's employment discrimination from the start or challenges advancing once you get into employment. So how is Ann working to address that through its apprenticeship program and what do you think other companies should be doing to diversify their workplaces? So I think to some degree it's two questions because when you look at diversity over the span of a company, there's entry level and then there's mid-career and then there's senior executive. So at entry level, women actually come in at even ranks to men. People of color are different African-Americans and Latinos, less so Asians and Indians, pretty equal proportion. But then what you see is you see a lack of advancing. You see an advancing for the first couple of years and then there's this drop off. Whether it correlates to childbearing or it's people look around and they think, well, I'm not gonna really make it up so I'm gonna move out from there. So as I mentioned, the apprentice program, it's split between men and women. It's intentionally and very, we went out of our way to ensure that we're getting a diverse class because part of the ability to retain people over the course of time is to create a cohort and a network and this idea that you're not so isolated and only and so you kind of create some critical mass. So that's our goal in that regard. When it comes to that, one of our goals is to increase and I see that Al Crook is here from Zurich and Zurich also has an apprenticeship in the insurance industry and our goals jointly are to bring a whole range of other companies involved. So we've 50 apprentices between the two of us a year, we wanna make that be 500 in Chicago and so there are several large banks and other insurance companies and others who are on the cusp, I believe, of making the decision and so the thing that I would say is that our view is we were willing, we wanna be the proof of concept. It works, you've seen some apprentices, this is, you can talk to the managers, we've been really bullish about kind of lobbying our colleagues in the industry to adopt more because it's when you get to critical mass that you actually start to see some success. As a firm, we went to address diversity over the mid-career and senior, we're, you know, it's kind of the typical way, you have to create goals, so our goals are diversity in 30% for women and people of color throughout the ranks, we have different levels of how people are ranked and then it's set the goal, it's make the goal a part of people's evaluation because if you don't make it a part of the manager's evaluation then obviously it becomes more of a talking point and less of a reality and then it's to how do we measure ourselves year after year and what are we doing and we have a lot of explicit conversations, how do you ensure that a woman goes off on a maternity leave, she knows that there's a long-term plan, how do you increase flexibility, there's a myriad of options but none of it happens without being highly intentional. So there's a strategy at the entry level, there's a strategy at the mid-career and then there's a strategy at the senior executive and it has to be intentional and diversity has to be something that people stop seeing as like something I should do because it's the right thing, which it is but you should also look at it as embedded in the future success of your business because now when we, and I'm sure a lot of other companies respond to an RFP, go in to see a client, they wanna see a diverse group of people there because especially that's who their buyers are, that's who their own executives are and to think that that's not relevant to your business is really to put your head in the sand. Thank you. So in the interest of time, I would like to move on to the policy. So we've talked a lot about kind of like what you can do from a programmatic perspective but ultimately the way you get systems changes through policy change. So I'll go to Ari on first and then I'll pose the same question to Edison and Bridget but what are the policies they're missing and what do you think is encouraging? So we've got a new regulation from DOL and Equal Opportunity Employment, there's been a lot of work to put out these contracts for equity intermediaries but so where have we come and where do you think we need to be headed if we're really thinking about making these programs inclusive for women, for people of color, for people with disabilities, for individuals with criminal records, people who really face challenges and might go overlook by employers who really do need skilled workers. So to my mind a lot of the elements are there but probably need more funding and need to be lifted up. In the field that I mainly work on non-traditional, occupations where women are underrepresented in construction, transportation, manufacturing, pre-apprenticeship programs are very important and particularly they're important for women because women often haven't had the same chance at home to learn about trades, tools, build up the confidence and they also face an enormous amount of skepticism when they step into the workplace. So pre-apprenticeship programs kind of have a dual function, they help the apprentice or the pre-apprentices feel confident but they also are like a stamp of approval to say this person is good, she can do it. So I think and then what you need, the second issue and the Institute for Women's Policy Research just completed a big study on support service and job training programs in career and technical education which included some apprenticeship programs and really lifted up the issues of transportation, case management and childcare and for women particularly childcare unfortunately is, you know it's a big barrier, it's a big issue and even more at almost the programs that are community college or technical colleges because not everybody has 10 of money and sometimes the programs are short and you go beyond it and when you look at this, you know, you talk to programs that manage to get through a lot of women or help a lot of women get through and you can see that one year they have childcare then the other year they don't and then one year it covers this population and maybe that could, you know childcare is expensive. We work with one wonderful program, Moore House in Mississippi and Biloxi who have a construction training program for women, place a lot of them into chip building. They now through the Department of Labor have a case worker who works specifically on helping people find childcare and that childcare follows them until the end of the year, the financial year, it's not very logical but that's funding but it really has increased and varied the number, the type of people that they get through the program. So pre-apprenticeship program and more secure funding streams for support services. Okay. And do you have anything to add in the next one or two minutes or should we go to questions? Yeah, so I affirm that and the thing about, it's not just about pre-apprenticeship programs is really making the systems work better. So, you know, in this arena you're looking at, you know, frankly, the ability to build public-private partnerships because you need to break funding, you need to break services and supports and they have to be holistic and they have to move from one phase to another. So you can see that it's not just a matter of, you know, the policy informing but the policy informing collaboration and the other piece about this is that, you know, when you look at all this investment it needs to be sustainable and when you talk about sustainability you're really talking about ecosystems infrastructure being developed and that has to involve conversations at a local level that brings in sort of the policies that municipalities or counties can address through the use, well, the good investment of the workforce systems, the policies of themselves as a municipal employee and then also impacting or enforcing sort of some of the, you know, using the regulations as a means to start these conversations and these conversations also with, you know, that extend to anchor institutions that may have a civic engagement with their communities and then we have to help them think about that civic engagement become a reality in terms of investments in enhancing underrepresented communities finding jobs through apprenticeships. I'll just make one comment. So I know that we were talking earlier about Senators Booker and Scott as well as Representatives Lepinsky and Roddy Davis both of whom are from Illinois. They are introducing an apprenticeship tax credit and so part of this is awareness, you know, just getting it out to the larger economic system around, hey, this is something to think about. You might not have thought about it before and so they're gonna have this incentive program. It's going through and I just think, you know, for all the downsides of the volatile moment that we're in right now politically, there's also taxes around the table, infrastructures on the table, so is financial services reform and opening those three areas up seems to me ripe for opportunities to start to insert really, as I said before, intentional changes and incentives around apprentices because, you know, the pendulum as I said before, it swings over one way. It's probably gonna come back to the center where training and education are more closely linked. So I would keep my eye on that bill that's going gonna go through Congress, but as we debate infrastructure taxes and financial services reform, let's not lose sight of the opportunities to integrate apprentices into those changes. Yes, that is a great place to start on questions, a good advocacy charge for everyone in the room. So let's go to questions, over here. Oh, we'll go here first. Hi, I'm Marie Croce from Seattle. We've seen great progress in kind of moving the needle on the construction site. So a lot of great programs on pre-apprenticeship, access, but, you know, if you think, in 1970, there were 10 black construction workers in Seattle, and it wasn't until court orders, the policies started taking place. Great programs, but we get, in 2017, there are huge disparities in completion rates and journeying out rates of people of color and women. So as we're moving forward in developing more programs about access, it's not always about getting that person in the door or fixing that person's skills, but it's how do you create an environment that is inclusive? And that is, you know, so people aren't being hazed on the job. So as the apprentice said, being thick-skinned, we've talked to joint apprenticeship coordinators that said folks of color have come with a chip on their shoulder. Because they don't accept racist remarks. And so I would just say the call-out is not just about access and opportunity, but really about how do we change practices so that we address those disparities and we create inclusive workplaces. Absolutely. I'll make one really quick comment on that. So when we set up the apprentice program, there's three parts of it. There's the employer, there's the school, which is Harold Washington is City College, but we put an organization called One Million Degrees, which is based in Chicago, and its whole focus is, you know, getting people from non-traditional backgrounds, race, gender, sexual identity, and background into career-track jobs. And they're that middle ground that can really act as an advisor, a advocate, a protector, any of one of these roles, because you have someone who's new to any kind of environment. You might be young, you might be, it might be the first time you're exposed to, whether it's corporate or construction trades or anything else. And building in that buffer between, you know, just not assuming that the person's gonna be able to negotiate all of the things they may be confronted with on the job site, and instead of creating an environment where they either have to suck it up or leave, that you've got to build in this middle piece that says we know that someone's gonna confront obstacles of any sorts, we're gonna make sure that there's someone in the middle who can kind of help negotiate some of that stuff and mean that their likelihood of success is much greater. And I think if you don't do that, it's both naive, but it undermines the people who are kind of least likely to be successful to actually complete the program. All right, next question over here. Hi, I'm Deb Seymour from Entangled Solutions. My question is actually about boot camps. So in some of the trades, or I should say some of the industries that we've been talking about, boot camps have become very popular ways of training those who either already have a college degree or are not in a position to acquire a college degree or really don't want to acquire a college degree. So I'm just wondering what your perspectives are on how boot camp training fits in with pre-apprenticeship and apprenticeship training, and what are the advantages and disadvantages to somebody who comes to you from already been trained in a boot camp. Thank you. Boot camps is one part of the solution, but it also, as you said, is fraught with some challenges. It's a way to fast track the opportunity into the tech sector. But you also have to be conscious that might there be inherent biases there that leave other underrepresented populations to engage with that. So it's about looking at how does it fit appropriately, meeting the needs of that sector, and is the employer, as Bridget had put, ready to address those needs. So intermediaries play a key role in ensuring that it's successful at transition. And so when we look at boot camps, we also have to think about what work, and my colleague here alluded to this, what work needs to be done, and pre-apprenticeship has become very critical for that. Sort of creating early awareness, early exposure, and the resiliency to succeed in a boot camp, and then how does the boot camp itself become in mesh or included in a apprenticeship system that becomes holistic in its approach of support for the person, but also for the employer's ROI. All right, we've got time for one or two more. Oh, yes, one in the back over here. Good afternoon. I'm Lauren Sugarman from Chicago Women in Trades, and I started my career in the trades as a direct result of affirmative action. And I think that's exactly what you're talking about, Bridget, when you say intentionality, but it was intentionality with measurement and with pressure and some incentives to continue to get federal contracts. We've moved away from that, and I'm wondering if you all have recommendations about how we can link intentionality to more concrete measurement and performance and link it to economic development so that we can get back to real paths being created like I had. I think it's a great question, and what you're seeing now and what you're responding to is the government is kind of backed away from the requirements, and so this is our attempt to fill in some of that gap. It's not gonna fill the whole gap, and this gets back to the advocacy question that Angela brought up before. What needs to change on policy? It isn't just to incentivize people around apprenticeships. It's also to incentivize the behavior we'd like to see on our own, but don't always. And so how do you codify that and make sure that it's not a, whether or not you have somebody at a company who feels strongly about it and wants to do the right thing or wants to make it happen, but everybody has to step up to the plate? And how do you do that in a way that, it aligns itself with what the business needs, and part of that is strengthening things like city colleges in Chicago and other places because you have to have that training pipeline to feed in, and I know that the trades have done a lot on apprentice programs, pre-apprentice, but we're still at least us locally. I don't think we've totally cracked that nut about how to keep that pipeline wide and open, but your question is a good one, and I think it's, we're in Washington and this is kind of where people think about those broader issues. So I don't know if someone else has a policy answer. Actually, I had written down to button at the end, accountability as the issue that I'd forgotten on policy. And if we look at the areas where real progress has been made with shifting these really old patterns of girls aren't wanted here. If we take Boston, in Boston you have a conference of a city commitment to employ local residents, you have the unions who pick up on this, you have the policy group for trades women's initiative, a group from union and it's luck in a way. You have women who are committed in unions in the universities together with people from business contractors coming together saying we need to do something and having the time to analyze thousands of contractor hours on looking at do they actually employ as many women? Do they employ any women? What is the, you know, to say what's women, people of color, we want women who are people of color, you know, and the Boston pathway program we heard from Sylvia actually is the only pre-apprenticeship program I know of that gets to 50% female participation and then 90% people of color. And that comes from accountability in the rules but also having the resources to help people accountable and then provide technical assistance to turn things around. So, you know, accountability and intentionality but it comes down to the bottom dollar. So at the local level it's about your procurement processes, you know, what makes you competitive and, you know, aspirational needs to turn into concrete results and as you said, you know, it's about bringing these sort of things together and what, you know, in Philadelphia what we're trying to do is get the city which they've done terrifically, put together a strategic plan that informs the work that the workforce system does, the community colleges as well as the CVOs that do a lot of the work around workforce investments. But most importantly, it's making a case that diversity is good for business and it's quantifiable. So at the end, that's what's going to drive, you know, the self-interest and it's important to not forget that. Okay, last question. Seeing no others, I will wrap this up. Thank you so much panelists for a great discussion. I really appreciate your expertise on these issues. Great, thank you so much and that was an absolutely great discussion.


Hi, beautiful. If you're ever wondering what I look like below the table, it's this, a pair of sweatpants. But I'm actually kind of vibing with this look, you know what I mean? It's like, it's kind of giving something. And I am in a extra goofy mood today. Oh, we're gonna like go with it and vibe with it. I was kind of tired. Believe it or not, I do get tired and I'm not always energetic. And today is one of those days, sorry. You're gonna have to see me not be excited and energetic. I'm just kidding. I will be excited and energetic today, but I'm tired. It's heavy to carry the world of hair on my back. We are watching people show us their curly hair routine.  What's most exciting of all is that we are using, everybody's gonna be using the Wave Tech Wave System in their videos today and reviewing it. And I can't wait because I always save these videos to watch with you guys. And I just, I hope everybody likes everything. Obviously, I'm sure there'll be some critiques in there here and there, which I'm totally always open to. But this is the Wave Tech Wave System. It consists of five products. We have our iconic Wave Tech Wave Foam.  It is my pride and joy. I love curly and wavy hair. It's such a passion of mine. We have our Revival Mist, our Wave Tech Hydrating Wave Cream, which is similar to this formula, but it has extra hydration, creamy and goodness and richness. And we have our Wave Tech Wave Shampoo and Conditioner. Everything has our Wave Flex technology built into it, which you can only get with our Wave Tech products. But anyways, babies, y'all gonna go back to your home and I'll see you in a little bit. We're gonna watch you in the video. I don't know. Don't know what I'm saying. There was no joke there. I was trying to make something happen, but nothing came. So we're gonna put that over there. We're gonna pretend I didn't try to make a joke. And then we're gonna just start watching some videos. Up first, we have a video by Daniela Aliza. And she will be trying the entire Wave Tech collection with my puppy. Just kidding. So I will not be there. But she will be here, dying for my attention constantly. Baby, you gotta go down. For those of you who don't know, I did try out the X-Mondo Wave Foam and I kind of made a little curly concoction using the electric rain, the conditioning mist. Don't! I love that idea of putting Wave Tech foam with electric rain. That is also a great concoction. But let's see what she thinks of the new Hydrated Wave Cream because you're gonna love it. At least I hope. We have the shampoo, the conditioner, the Wave Foam, Hydrating Wave Cream.  I'm kind of like very on and off with refresher sprays. It just depends on my current routine at the time. Okay, I get that. But we'll have to see what you think of mine. Will there be a change of heart? I hope so. And if not, no hard feelings. If you don't like it, that's totally okay too. The thing with hair guys, it's a lot of trial and error. Everybody has such different hair types, such different hair needs and wants It's definitely not a thing where you're gonna find a product that fits every single person in the world. And I try to formulate things that I really love and I feel really passionate about. All right, so I just finished washing my hair with the shampoo and conditioner. She's about to review the shampoo and conditioner. I'm very confident in my products, but you know, everybody's hair needs and wants are so vastly different that, you know, there's never gonna be one product that everybody in the entire world loves. There's always gonna be people who love it and hate it and that's okay. The shampoo, I enjoyed it. It doesn't leave my hair feeling super squeaky clean after I rinse it out. Yeah, it is very non-stripping. It is made to hydrate the out of those curls and give you the most luxurious feeling silky soft hair imaginable and deep frizz, baby. So we're gonna go ahead and start up with the Wake Tech hydrating cream. Oh, this is an interesting pump. This pump is my literal favorite thing in the entire world. It's such a good dispenser. I am such a freak when it comes to packaging and just functionality is really important. It's so sexy. Okay, back to you. It almost gives me like a slightly thicker leave-in conditioner consistency. Like it's very light. Like a sort of like semen look. I had to say it, it does. It looks a little bit like semen. What? It's natural, okay. We all know what it looks like. She's putting this on first, which I love to see. That is what we recommend if you're gonna use both the foam and the hydrating cream together to give you maximum curl benefits. It'll give you that sexy boom, boom, boom, busy, boom, boom, bang, boom waves. I can see the curls forming. I can see that cream going on. It is looking sexy as a... And I am ready to see her curls just explode. Okay, this is what my hair is looking like right now. Very well saturated. I feel like I definitely put a lot more product than I should have.  The hydrating cream is very hydrating. Be careful of putting too much of that in. Be generous, but not too generous. Now for the Wave Tech Wave Foam. So I'm gonna start off with this much. The foam is the one you can be generous with. Like you can put that, mm, mm, mm, bam, bam, bam, bam, bam, bam, bam. All over your head. You will get such amazing curl definition if you put that sh** on and lay it on there thick. And I'm just gonna like loosely put it in my hair. This is what we're looking like so far. Hair looks pretty defined, very, very coated for sure. There's a lot of product on there. I'm gonna go ahead and diffuse and I will come back with the results. I'm surprised she didn't comb her hair or twist it or use a denim brush or anything. I mean, she obviously has great curls if she does that or not, but like I think we could get those curls even better. I mean, I'm sure you know better that you live with this hair, but I don't know, I wanna see you use like a denim brush. I want like that perfect, like fluffy curl. I literally just finished diffusing and I haven't really parted it or anything. I just left it. But when I tell you there's really no cast, there is no cast. Ah! I love that, I love that, I love that. I will be honest, it is possible to get a cast with Wave Tech, but we definitely tried to formulate this product to give you the most soft touchable waves possible. That is like what the entire Wave Tech line prides itself on is soft touchable waves without the crunch. You know, anything that's forming, curling your hair has a possibility of giving you a little bit of a cast, but we really tried to eliminate that as much as possible and sometimes you'll feel nothing. But I'm gonna go ahead and fluff and then like pick apart and then I'll show you guys the actual final result. I decided to do my makeup as well. So this is the finished look.   Lots of volume, lots of definition, beautiful shine. Ah! I told you guys in the beginning, I don't have any energy today, but apparently I do because something is coming out of me right now and it's just, it's probably because I might love for curly hair. I love it, I love learning about it, I love you guys teaching me about it and I love hearing about it. You ever just wanna like, don't do that by the way. I'm not trying to get sued. I don't know who needs to hear this, but don't eat my products. I saw you guys eat those f***ing Hyde Pods. They do look yummy though. Oh, of course, we have Melinda next. We know Melinda, you guys. And by the way, this video is called Wave Tech Wave System, brutally honest review. I have to be honest with you. I'm a brutally honest in the title, makes me nervous. And Melinda never holds back when she's telling me what she doesn't like about things that, so I, Melinda, please just be gentle. If you have anything bad to say. I'm going to be reviewing Brad Mondo's brand new Wave Tech Wave System. They actually did send it to me in their little PR box. I actually have already tried out this whole system because they actually sent me the products to try out ahead of time before it was even announced or launched. I haven't told the public this ever yet. I actually had a select handful of the most influential curly hair influencers actually try the lab samples of the Wave Tech Wave System before we even manufactured them. And we got all their feedback and really took that into consideration when building out this product line. We did do a lot of work internally to make sure that this was actually loved by curly hair people. And it wasn't just me creating it based off of what I enjoy. This is what my hair is currently looking like. I actually washed it yesterday and have zero styling product in it. It needs a lot of help. It's feeling a little bit dry. Side note, Melinda, I want you to have highlights.  Like some good money pieces. It would just make your waves so much more enhanced and stunning and like I just see it for you. I like to apply my products to soaking wet hair. I get the best results with that. So I started by applying the Wavetech Hydrating Wave Cream. So she's already shampooed and conditioned her hair with wave shampoo and Wavetech Wavetech conditioner. And now we're gonna do the cream. I used about two and a half to three pumps and just used the Praying Hands method to apply this to my hair. And I did start applying this like midway down and then I scrunched it in. Look at her waves already start to form. God, I wish I had long enough hair to like use all this daily. I use the foam personally on days when I wear my hair like down and disheveled and like wavy. I want this experience. You can already see her waves start to form and they look magical. And then I did go ahead and section my hair just to make sure I could get like a really even texture all throughout my hair. So I just pulled up the top half section and then I did four pumps of the wave foam on each section of my hair. And I just started by kind of using Praying Hands slash glazing and then I also did end up breaking this through my hair too. She is using the cream and then the foam. I think that's a great idea for her. She is probably the least amount of wave I would recommend the hydrating wave cream for. Anything less wavy than this. It might be just too much for your hair and I recommend just using the foam. I did want to plop my hair. So I put my hair in a plop for what was only supposed to be like 10 to 15 minutes. It turned into more like 20. I love a good plop. Plop me up and put me in prison. God, I'm really failing at the jokes today. It's like they're just not flowing. Nothing about that made sense. Oh, she is plop-erino'd. Again, it's not flowing, the jokes. God. The freaking wave type gives so much hold. Like, can y'all see how tight my curls are? Yes, I can. And it clumps my hair so well together. Dude, that's like nuts. Okay. I love how excited she is. Makes me really excited. I'm going to add a little bit more because this is what I normally do. I like to add a little bit more of my styler over top after I take the plop out just for some extra hold. I'm really excited to see what these products look like now that my hair is actually a lot healthier too. Y'all, look at this piece. Oh, we are getting a ringlet right in the front. All right, so I'm going to go ahead and hover diffuse. I'll go and tell dry honestly, just so I can hurry up and finish this video. And that brings you up to where I'm at now. These are my final results with my hair fully dry. You guys, I am really, really impressed with these results. She looks so good. Look at that hair. I want to see her fluff it even more though. I want to see her like, I don't mind a little frizz, like in curls. I know we're all like, do frizz. Which like, yeah, you want to get most stuff frizz out but like a little frizz, kind of sexy. So I obviously haven't used the revival mist yet. I'm going to be using this to refresh my hair. Excuse me. Oh, it's locked. Genius. Oh, no, it's not. Am I just stupid? Excuse me. Open. Am I literally dumb? Okay. Yes, I am dumb. It's confirmed. All right. Damn, the bottle guys. Let me just show you something. It has a lock here. So that if you want to travel with it, you can and it doesn't spill all over the place. And then all products, like it takes a few squirts to go up the straw, out the spout. So just be patient with it. See you guys, look how much tighter these are getting. Like these pieces just dry kind of stretched out. Okay, that just made all the difference for you. I love a mist to finalize a look. Like just because it's a revival mist doesn't mean you necessarily need to use it on second day. You can totally use it on the day you wash. It will really just enhance your way even more and de-frizz even more. Look how much definition you get in like curl enhancement. Oh my gosh.  Can we just talk about that? Can you guys tell how much more curl enhancement I have, especially through here in these like bleached ends. I feel like the revival mist just really helped to like tighten these stretched out pieces right back up. I had one curl that literally looked like I used like a freaking brush or like finger rolled it. That's like freaking wild. Look at that curl. It's pretty insane that your hair went from like literally waves like this as it was wet to then spirals. That's what I'm looking for. And that's what I want for everybody. Everybody needs that. Up next we have a video by She's the Life. I can't sit anymore. I'm getting anxious. Sometimes I just like, guys, it's a lot for me to sit for like an hour. It's like I just wanted to get up. I also look kinda skinny. It's like a lot for me to sit for that long. Should I do this? Is this cute? It's kinda cute, huh? There are jeans trousers right now. I do, don't I? You get a car. You get a wave tech. You get a car. Let's watch the video. Today I'm gonna be trying the wave tech bundle. I haven't opened it yet. I haven't tried any of these products yet. The wave tech wave shampoo, the wave tech wave conditioner, the hydrating wave cream, which I think I'm the most excited about. Wave tech wave foam, damn, a wave revival mist as well. You will benefit a lot from the hydrating wave cream because you have a good amount of curl and your hair is lightened and processed. So curly hair is naturally dry and then you're making it even more dry by lightening it. So we gotta put that moisture back in there. We gotta pick up that moisture and just throw it back in. I'm literally in my bathroom right now, just massaging the shampoo and then just rinsing it off and then going in with the conditioner and running it well through the ends of my hair and just washing it all off after four or five minutes. I can't wait to see this transformation because she has a little bit of like bleach damage going on. So her wave pattern is not very regular. Like it is a little bit more straightened in some spots, a little bit curlier in some spots. And I hope that the wave system kind of evens that out for her. Now we'll finally get to use this product, which I'm most excited about. It's the Wavetech Hydrating Wave Cream. I'm just gonna like pump out a little bit. Maybe. Okay. Guys, every time, everybody tries to pump it and they're like, what is going on? What do you expect? It comes pre-used with the thing filled up? No. God. Like three squirts. Drag it down through the ends of my hair. Just wanna make sure the hair is evenly coated and then I'm gonna be doing my usual scrunching. I wish your hair was more wet when you're styling wavy and curly hair. I'm sure you probably know this. It'll just clump up your waves so much better and make them so much more defined if your hair is really, really wet while applying product. And do you need to use more product? Please. I'm gonna do just a little bit more because I love how this smells. Literally me every time. It's so intoxicating. It smells like heaven. Okay, so in one of Brad's videos, he uses the Wavetag Wave Foam after the wave cream. So I'm just gonna do what he does. That looks so satisfying. Then I'm gonna brush it the way he does to the hair. I'm so glad she's using a wide tooth comb to do this and she's putting the foam on top. She definitely needs that foam right at that root area where her more natural hair is and I hope that she puts a lot of it on. That's gonna really help tighten those curls up and give her long lasting hold. More product! Come on! Stop being stingy with it. Oh, he uses it a lot. I'm just gonna just keep scrunching. Yes! She's like, hold on, he puts a lot in. Yeah, I do. Ooh, I can already see these really pretty beachy waves starting to form. Just to help my hair dry faster, I like using a microfiber cloth or a towel kind of absorbs all the extra moisture or water without making my hair too frizzy. I think I'm just gonna keep scrunching at regular intervals while I let it air dry. Air drying is honestly my favorite when it comes to waves. I know that not everybody has that opportunity to let their hair air dry or their hair is not wavy enough to let it air dry and you have to diffuse it to give it a little bit more of that definition, but letting your waves air dry just gives you the most beautiful, shiniest waves possible with like zero frizz. Like, it's just gorgeous. Oh my gosh, you guys. Are you guys seeing this? My hair is like 80% dry. This is insane. It looks like I've used a curler. Look at that. I mean, are you guys seeing these? Wait, wait, wait. I was not expecting it to be that curly. I love the products. They worked so well on my hair. I love the result. That definition that she got underneath, she can get that on her entire head if she just puts more product and put it on wet hair and do even more scrunching and twisting. Like you could have the curliest head of hair. Oh my God. And then fluff it after, girl. It would be a dream to see that. Can I see that? Can you do that for me, please? That was fun. I don't feel tired anymore, to be honest with you. I feel actually very pumped. I wanna make more products. I'm the f*** addicted to it. God, I love hair. It's just the most beautiful fabric. I can't even explain it. I'm so happy. Just kidding, I don't cry. Or do I? I do, I cry a little bit. I appreciate all of you making your reviews.  That's what it's all about for me. Obviously, if you wanna shop the Wave Tech Wave system, you can with the link right down below or go to xmundohair.com. That's all for today, guys. I thank you so much for watching.  I'll see you next time. Bye.


Hi, this is Dr. Beeman and we're going to do the migration of the gasses. The first thing is the hydrochloric acid and we're going to load this into the left side as you look at it. So I'm gonna take this, basically place a couple of drops of this into a piece of cotton that's in there and we're gonna load that up. Okay, you can see the pH paper changing in this. We're going to stop for that, turn that so that it's good. You can see it. Now I'm going to step across ammonium hydroxide here and we're going to load this one on this side with the ammonium hydroxide and you can see the green formation here with the pH paper. On this side you can see the red of the HCl. I'm gonna basically put this on. Now we'll be able to track this looking at the color of the pH paper. You can already see that this ammonium is starting to diffuse very rapidly versus that of the HCl. I've got a clock on here and what we're going to do is to watch it basically come across. You can see already that the ammonium has traveled almost two or three times as far as the HCl has. We're going to let the clock go. We started at zero and you can see the second hand coming around. The pH paper is basically telling you where the gases are in this and you can see that going on. I'm going to step away from the camera and let it run for just a minute. I'm going to add a meter stick here to the upper part. It's like that so you can see how fast this is actually going. You can already see the ammonia on this side passing the 50 whereas the hydrogen chloride is just getting down here to the 8 or 9. We're about three minutes in now and you can already start seeing the ammonium is down here and here is the hydrogen chloride here. The ammonium is traveling much faster and it's just a little bit up so you can see it as it travels. We're about five minutes into this and that we've gone from 50 to 40 with the ammonium and really the HCl has just gotten a few centimeters more so that the ammonium gas is traveling much faster than the HCl. Coming up to the six minute mark and you can see now that we're well past the 40 centimeter mark moving down here toward 36, 37 someplace in there for the ammonium gas and over here with the hydrogen chloride we're basically at about 9 maybe the 10 mark for that. We don't think that we're at the 10 mark just yet. Coming up to the eight minute mark you can already see that we're now down from the 40 to around the 34 here and close to the 9, 9.5 mark with the HCl. We're getting toward the 10 minute mark and as you can see that we've made it all the way down down the tube to the about the 30 close to the 30 centimeter mark so we've gone from 40 to 30 in about a minute about three minutes something like that maybe four minutes and we continue to spread downward with our ammonium hydroxide whereas the HCl now is just about to hit the 10 centimeter mark. There's 10 minutes. Starting to come up on 12 minutes and you can see now we're down past 32 right about 26 there abouts right on that tube so we're basically driving much faster with the the ammonia that's coming off than with the HCl. The HCl is not quite to the 10 mark yet it's getting very close to that but it hasn't quite got there. Now we're starting to come up on the 15 minute mark and you can see the green of the ammonium hydroxide has gone from this 60 to 62 all the way down now toward 23 whereas the hydrogen chloride is just now getting to the 10 there abouts not moving very rapidly there. I'm going to move this around a little bit so that we get the full effect. I'm going to pull this down because I expect the reaction zone to be approximately where that mark is on the tube so we're going to take this down just a little bit and I'm going to reset this to the point where it's essentially at the end just like that. What we're going to do is to the other end here in just a second take this and pull this down about where we had it before so the same descriptors can be used. I'm going to take and put tape on here so we know where things are oops almost lost that. I expect the reaction zone to be someplace close to that mark that approximates where we are in terms of the tube. You can see at this point or close to 10 again a little more and see at this point that we're getting very close to our 20 centimeter mark for the ammonium hydroxide whereas for the HDL we're just now getting to that mark in the tube that is about 10 centimeters. The 20 minute mark essentially at this point what you have is the ammonium hydroxide has driven down to around 18 maybe yeah about 18 centimeters so it's gone from ostensibly the 60 centimeter mark all the way down to around the 18 centimeter mark and the hydroxide is just now getting across the 10 and hitting toward the 11. I'm going to take you and focus you in on that reaction mixture. You can see how this is starting to really quite get close to each other. We're about 23 minutes out now. You can see that we're starting to get very very close up here. This is where my ammonium hydroxide or ammonium gas is and here's my HDL now right at 10. Bring your father out so you can take a look. We're about 25 minutes out now and what we see is that the the ammonia is right on the verge of reacting with the hydrogen chloride. Basically there is a very few or very little amount of the pH paper that has not been reacting with at this point and as you look back you will see that there is a very large amount of ammonium hydroxide that's starting to come down. So we've seen it drive from about 60 centimeters down to about 10 centimeters in about 25 minutes. Very shortly the two will mix with each other about 27 minutes and you can see that we now have the two that appear to be in contact with each other. There's very little pH paper left to react for them. Almost 30 minutes now and what is going on is that the ammonia has driven down to the HDL. We're going to see very shortly that we're going to get a reaction down here on this about where the mark is. We expect to see in fact you can barely see the beginning of a white a white material it's going to happen about where that card is and a little farther up. What about there? That's where we expect that to start happening. Okay, what I'm going to do is to get a colored block here and start showing that to you very shortly. We're going to let it mix a while. It's right at the red spot that you could start seeing it right here. It's going to start happening. We're at 31 minutes. Three minutes here.  Hopefully you can start seeing the the ammonium chloride that's being formed at this point. Hope to see that right where it's present. We drag the tube just a little farther down. There we go. You can see that right there where the white precipitate is occurring right here. We're at now 33 minutes. We're at 34 minutes. Really starting to form nicely right here. You can see the ring right around it and what I'm going to do is to show you the camera here and then get a close-up of this. Show you that. It's present there. Okay, and we're sitting at about 35 minutes out and we've got a precipitate that has formed right on that line.


unlearning is more difficult if you really love and appreciate and admire those who taught you it. If what you need to unlearn you have a special attachment to because of your appreciation of the person that taught that to you it's difficult to separate out sometimes the thing they taught you which now is not working anymore and it was maybe good for them or maybe it was good for them and it was never right for you but because of your love and affection for the people you kind of feel that you have to keep that stuff on board and give some kind of attention to it and you don't.


Welcome to the AI for Good Global Summit. I'm joined now by Manuel Marina Reyes, who's the cardiologist and is founder of the HealthTech Out of End. And your idea is digitizing basically the diagnosis. Tell me about that. That's it. Thank you. The idea, when we started with the research in 2014 in a research institution, the Spanish Cali vascular Research Center, we were trying to create machine learning algorithms and to write code to partially automate what doctors are doing when dealing with electrocariograms, when dealing with the analysis of the ECG. Today is almost 1 million hours a day of doctors that are diagnosing through these complementary tests. And it's the starting point of the cardiology checkup. So anytime there is a cardiovascular problem or as you are suspecting a cardiovascular disease, you are trying to analyze those electrocariograms. So we were doing research, and in 2018 we decided to create a product and a startup, a HealthTech company based in Madrid and now hiring all over the world to just do that. Now it's not a desktop software. It was at the beginning. Now it's a cloud-based infrastructure where artificial intelligence is getting electrocariograms through an API, which is the door where you can enter platforms and processing those data, reaching cardiology-level accuracy. And that was the challenge. And then sending the electrocities back to support those doctors in that process. When we talk about AI for good, patients will want to meet you in person, right? They don't want to do this remotely. Yeah, the reality is at the beginning, patients prefer the human contact and a real doctor on the loop. And many of those setups are like this. So you have the software that is automating the repetitive task that is triaging the cardiac patterns, finding the ones that are clinically relevant for a doctor, and the doctor is spending the time treating the patient, speaking to the patient, understanding what the patient needs and being more empathic with the patient. But today, doctors are overwhelmed by the amount of data they have to process. The world is recording more and more electrocariograms. It's a complement that is growing 12% a year. So more and more electrocariograms are being analyzed every single year. And what we as doctors need is to find the diagnosis. At the end, any test in medicine is to find what is happening in that concrete patient and how can I treat it. The time you need to analyze this complementary test is just time that today we are obliged to spend and to be accurate on that one. But software solutions and technology are evolving. And AI, this is the power of AI. It has the ability to analyze massive amount of data from one patient and then to give you an indication or a clinical decision support system on where the disease is, on what the disease looks like so you can treat it and then you can solve the problem to the patient. Isn't there also the issue of data security because this is all going on the cloud? Yeah. To do so, of course, you need ISO standards which are cloud security, GDPR compliance. There is a lot of challenges. And the problem in a startup like us is that when it's a health tech startup in health, you need to become a very professionalized project with a lot of standards and a lot of quality system, trustability of the patient since the beginning. Otherwise, it's impossible to reach the health care systems in different countries. Now we are live in more than 30 countries. So to do so, you need to be a very structured project almost since the beginning. Now AI health is advancing rapidly. Remote treatment is rising enormously. Where do you see AI developments in the long term in your field? In health care, I think on the short term, AI is real. AI is happening and AI is adding value currently to the doctors, to the patients, and to health care systems. We have some projects where we are reducing the waiting lease from three months to less than five minutes. That's why digitizing the diagnosis looks like. Like the patient is waiting for three months until they get the diagnosis. And now that you can do that in less than five minutes. The average time is 4.3 minutes in those projects. We have other projects where we are reducing false positive diagnosis by 98%. This is the reduction of the workload of doctors by 98%. So those kind of software that are able to manage massive amount of data in a concrete use case, because we are just doing electrocariograms, can have a clear value proposition today for the health care system and for those doctors and those patients. On the long term, I think AI is going to change the way we work. With doctors, we are doing 40% of our work in a daily basis to do repetitive tasks, administrative tasks sometimes. And AI is kind of a software as a service solution or what I like to call a platform as a medical device. And those things, those kind of code and software solutions allows you to automate or partially automate all those repetitive tasks that are generating burnout in the doctors, that are generating all those inefficiencies in many health care systems that are not allowing us to standardize the way care is provided depending on where you were born. And this is why I truly believe and I see that in a very tangible way, you know, the project that we have ongoing, that this is real, this is happening and this can have a massive impact on the way we move onto the health care space and the way health care is gonna evolve to reduce certain cardiac arrest, heart attacks and all the massive problems that are impacting all the goals that we have in this agenda of the United Nations agenda for 2030. Manuel Marina Brez, co-founder of the HealthTech Idoven and a cardiologist. Really interesting, we'll be hearing a lot more about this in the future, I'm sure. So thank you very much. Thank you very much for the invitation. And we'll have much more on AI for Goods from the Global Summit right here. So do stay tuned.


Hey guys, welcome back to my YouTube channel. This is Daniel Rosa Going on a bit of a leisurely stroll today in the direction of Bethlehem from Jerusalem So what a lot of people What's fascinating about this city in this region is the extent to which Bethlehem Ramallah in Jerusalem are Kind of like one city. I mean you can literally zoom out on a map and you'll see what I'm talking about So as an Israeli citizen, I can't enter area A the West Bank Under normal circumstances, which is all the cities Bethlehem Ramallah Janine All the places under full Palestinian control But that doesn't mean that you can't walk out and actually the walk from Jerusalem to You can walk through it takes only about an hour Depending upon where you start in South Jerusalem to get to the checkpoint checkpoint 300 with Bethlehem I'm walking southbound here and traffic here is going out towards Bethlehem traffic on the other side That's coming in towards Jerusalem. And this here on my right is Talpio, which is one of the industrialized neighborhoods here in Jerusalem lots of factories there and not a whole lot else to see And this is Dirk Hebron going towards which means in English Hebron Road I'm just using Google Maps to keep track of approximately where I am as you can see I'm coming up to here Asher Veiner Street and then after that Dirk Hebron Road continues all the way to That checkpoint checkpoint 300 Let me just show you guys where I am so continuing southbound here Going out of Jerusalem and these big buildings behind me Those are the towers. It's kind of our known in here and this is kind of about the most southbound point in Jerusalem that's still really Jerusalem. I'm gonna actually do a video if I can remember When I'm crossing the Green Line the Green Line actually goes along Dirk Hebron Road. There's really nothing to see There's no actual Physical demarcation of the Green Line, which is really was only really ever intended as an armist expoundery between Israel and Jordan But the Green Line does cross along these road this road This is some of the scenery here still going along Hebron Road, and we're just Running parallel now to Talpio and there's some really interesting houses along the way here I'm not sure what this thing is. It's like this random house with an Israeli flag And these are all these really tall buildings here. This gas station here is actually It's labeled as Dawid Alon or Matt Rachel. It's a supermarket slash gas station And this means that we're already pretty close to where the Green Line is and this road is actually also used By people living in what's called Gush Etzion, which is a block of settlement over the Green Line And they would take this road going out of Jerusalem the road bifurcates And they take a right turn where the checkpoint is. You can see here Gush Etzion And Gush Etzion is called in Hebrew Gvish Hamin-e-Rod Which means the road of the tunnels and that's because when you go through Bethlehem There's a tunnel that brings you like under Bethlehem for a few seconds Okay, still walking to Bethlehem As per the sign and you can see we're far enough now in south Jerusalem That stuff is starting to get pretty scraggly these lovely olive groves here by the road And we're heading southbound towards Bethlehem and the West Bank etc and coming up on my left We've actually just passed Ramettrah Hill. You can see that's the Israeli place just outside of Jerusalem Passing by the entrance to Chomach Muel This is built over the Green Line. It's an Israeli Neighborhood of Jerusalem you can see in the distance. There's some gorgeous views here looking over the West Bank So just on the walk to Bethlehem now, I decided to call in to A local beer place and it's amazing that even in this kind of remote part of the road outside Jerusalem You can find the Carlsberg and beer so I'm just taking a quick hydration break before I continue further Towards Bethlehem on this amazing walk This is a really really nice walk. Despite the fact that's next to a really busy walk This here is traffic coming into Jerusalem on the other side going into Bethlehem Check out the scenery behind me. I'm doing this walk around sunset here. Just like beautiful olive groves And what you're looking at behind me is East Jerusalem, Carlsberg and actually looking to the West Bank and if we just go a little bit further up this way What you can see there's actually a amazing monastery That is a popular site for pilgrims. You can just see behind me here in the background I believe it's called Bar Elias Monastery and you can see all these kind of Crazy West Bank scenery and just here there is a monastery Which we're about to pass see the Monastery, it's actually a Greek Orthodox Church We're actually getting closer and closer to Bethlehem here I'm still heading southbound and this is actually there's amazing to see there's still agate buses on the road here And if you see this right turn the junction coming up This is Rose Marine Street and on the right is Gilo this road here in front of me heads towards the checkpoint And this is a little road here to more Elias Monastery And what you're already seeing in the distance is actually part of Bethlehem here these houses front of camera What an unusual time to take this trip sun down here in Jerusalem You can see the beautiful sunset here, and I'm just here just in front of the Road here the bifurcate and the view here is absolutely unbelievable these houses you can see in the distance That's already in Bethlehem, Baitzahor So is that so is this over here and traffic is mixed you can see a sign here for the monastery Okay, so we're now on the final stage of our journey crossing the road here to the right of me is Gilo And this is the road leading out to check point 300 So if you are interested in going walking between Bethlehem and Jerusalem, this is going to be the last stretch of road I'm actually surprised to see that there are agate buses Agate for those who don't know is the Israeli bus company There's agate buses that actually go this far and I think there's final bus stops just before the checkpoint You can just see here in the distance. It's just sunset here in Jerusalem So the lights fading pretty quickly, but that is Har Choma also known as Choma Chimuel Which is just next to Bethlehem almost there at checkpoint 300 coming into Bethlehem on the road here and About a let's say a 45 minute walk Starting in South Jerusalem But there are people I've heard of who have made the pilgrimage From Jerusalem literally walked into Bethlehem through this checkpoint and you can definitely do it So we're almost there. I'm just going to show you guys probably won't be able to go much further here on the road But this is what it is Okay, so we're just getting closer to the checkpoint itself starting to get pretty military looking lots of barbed wire I think this is like a bus depot for those Arab buses going to Going into the checkpoint itself, but you can actually see the houses of Bethlehem here in the center of my screen so beautiful olive groves here on The right completely looks kind of like almost uninhabited land And you can see all are all in the background That's all about them. You can actually even see The hotel there is Tantor. You can see in the distance that concrete structure there Skirting through the landscape. That's the separation barrier. There's a hotel here called the Tantor house hotel This is where the road by for case on the right you can visit Rachel's tomb and on the left You can go into Bethlehem itself. This is one of the signs you have these all over the West Bank It's letting you know that the Israeli citizens are not able to go into this this road leads a here into area A of the West Bank So it's not allowed for Israeli citizens So this road will be going into area A and you can see the traffic here going in that's probably an alternate route Into Bethlehem. Okay, this is as far as I'm going to go in pretty much almost in Bethlehem this as you can see in front of me here the separation barrier that is separated between Bethlehem and Jerusalem and you can see here the terminus of the checkpoint itself checkpoint three hundred here is on my left and There's still I'm as I said in a previous video. I'm absolutely amazed that you can actually walk all I've just continued This way from Jerusalem all the way out here and there's still two lanes of traffic So you can walk and if you're a pilgrim walk that wants to walk into Bethlehem. You just need to go through this terminus here Thank you very much for watching this video I hope it was interesting if you're interested in watching more videos I'm going to show you stuff on the ground in Jerusalem in Israel interesting things and please feel free to subscribe to Thank you very much