It is my enormous pleasure and privilege to be able to introduce our keynote speaker, Raksha Dave, to you all this afternoon. She will be speaking on why representation matters in heritage. And she is a fellow alumna of the Institute of Archaeology at UCL, with two decades of experience in archaeology, public archaeology, and in broadcasting. So I'm sure she will be a familiar face to many of you from her decade working on time team, and she also has extensive experience in educational initiatives working for local authorities, the Council for British Archaeology, and as an advocate for the Young Archaeologists Club. You may have also seen her in addition to her many broadcasting adventures on the BBC and on Channel 5, Digging for Britain, Pompey's Final Hours. You might have also caught her this summer doing all sorts of exciting things, including opening Witch Bottles Live online, which was a brilliant event. So without further ado, it's my enormous pleasure to introduce our keynote speaker this afternoon, Raksha Dave. Thank you, Raksha. Thank you, Natalie. Right. Yes, I just want to say also that I've been listening to all of the papers this morning, and they've been absolutely fabulous. So that's been really great. Thank you to all of those. So now I'm going to try and do the magic sharing screen. I got asked to deliver this keynote, we were still feeling the echoes of George Floyd's death. The ripples of the Black Lives Matter movement were tangible. The pandemic had ripped the lid off inequality in society and magnified its beating heart. As an archaeologist, I felt that we have finally come to a watershed moment, a point of reckoning, when finally we could start the work of unpicking racism and the inequalities felt by other groups and look forward to more equitable and equal space in society. Every sector has had to look inwardly. Are my spaces and work diverse and more importantly, are they inclusive and equitable? Unfortunately for the arts and in particular for heritage, we are still acknowledging that our spaces are far from diverse or inclusive at all. And unlike other sectors, we have at least 30 years of catching up to do. We work in the parameters of a white male European framework, fueled by colonialism, where the power and the capital of heritage comes exclusively from this viewpoint. I've often felt at ease working with these structures. And it's true to say that at various points of my career, I felt on the outside. Whether that I was at university studying archaeology in the workplace as a female and at the point when I started a family. My intersectionality as a working class, northern female British Asian archaeologist has put me at a major disadvantage. It may not seem that like now, but it's important to say that enable for me to succeed. I've had to carve out my own space. The system as it stands doesn't work for people like me. I don't think I've ever enjoyed working in a heritage organisation as a paid employee. I felt creatively stymied, bullied, gaslit, unsupported or undervalued as an asset within a company. Unfortunately, I know that this experience is not inclusively my own. As heritage hemorrhage is telling on a daily basis. But what I find most frustrating is that I know that it doesn't have to be like this. Having worked in two different sectors, one in a local authority and now in broadcasting, I know that there is light at the end of the tunnel, that for heritage to move forward to more equitable space, we need to look outwards to other industries where their revolutions happened decades ago, or perhaps where they are striving to actively make changes now. It's important to remember that this keynote is not intended to depress or threaten. It's important that we start a conversation for people not to feel attacked, for people to bend rather than break. And I hope that after listening, organisations like the Society of Antifories move forward to a period of reflection resulting in much needed action. So what is diversity? Diversity and inclusion are two interconnected concepts, but they are far from interchangeable. Diversity is about representation or the makeup of an entity, contributors or workforce. Inclusion is about how well the contributions, presence and perspectives of different people are valued and integrated into an environment. It's important to remember that you could work in an environment where many different genders, races, nationalities and sexual orientations or identities are present, but if only the perspective of a certain group is valued or carried or carry any authority or influence, your workplace may be diverse, but it's not inclusive. But why is this important? It's the power of bringing people together who think differently from one another. This is intrinsically important to the whole of society, but especially person to the field in which we work. The heritage sector, where our very job is our role to tell the stories of the human experience on this planet. Surely by having an equitable framework by which we do this is a necessity. The very idea that we have been conducting fieldwork interpreting material culture and dominating world narratives from a white Western European viewpoint is preposterous. In fact is perspective blindness. So perspective blindness, what does that mean? It refers to the fact that we are oblivious to our blind spots, that we perceive and interpret the world from a narrow frame of reference and underestimate the extent to which we learn from people with different points of view. It means that we list the complexity of people, their lives and their lived experience, their stories which would further enrich the historical and archaeological record. Where are the narratives for children? People of colour, Indigenous communities, people with disabilities, neurodivergence and LGBTQ people of the past. It's arrogant to think that these people who belong in our society today did not contribute or live in societies of the past either. Cultural decolonisation is the starting process for this, the undoing of colonialism, deconstructing the ways we think and interpret cultures and their cultural material. For us to design diverse and inclusive research whilst repositioning debate by creating multidisciplinary research teams. Inevitably there has been a backlash to the work that we have started, the vilification of colleagues, work that started with people of colour, some of which is now being undertaken by allies. Unfortunately this has led to threats towards heritage professionals and heritage institutions. We are now threatened by proposed funding cuts and control over governance structures at board level. It seems that we have now found ourselves within a fake cultural war. Those alternative narratives, sometimes uncomfortable truths, are not palatable to the people who benefit from these power structures. As David Olyashoga eloquently pointed out, history after all is a process not a position and he's right, our job is to be reflexive. Archaeology in history isn't a sports picture where you can pick out the edited highlights. I personally like to call this straight dessert. So let's imagine we're at a restaurant, we all know that we should eat a balanced diet, but really we want to skip the starter in a main and head straight to dessert. And why not? It's sweet, it makes me smile and vaguely heady and euphoric. I know what I should choose vegetables, proteins and good carbs because in the long run I will benefit. And there it is, the elephant in the room. You can't pick and choose what you want to hear from history because just like continuously eating dessert, it will ultimately make you sick. Backlash from institutions and individuals are normally from people who are unwilling to change and are open to hear alternative points of view. This is why we hear the phrase from a place of privilege because quite often these people have solely benefited from these colonial structures, elevating their positions and taking advantage of the opportunities that are geared towards them. But to challenge and democratize archaeology in history we need to look at the structures by which we operate. Where are the key areas we need to challenge to become more diverse and inclusive? And here's one of them, local knowledge and contribution. Now I really didn't want to go down this back, but I'm going to go into it anyway. Stonehenge. Stonehenge is topical with the proposed development of the tunnel cutting under the archaeological sediments to replace the A303. But I feel as though the narrative has been exclusively taken over by male academics who feel as though they have a right to exclusively conduct research in the Stonehenge landscape and popular historians who have no archaeological framework whereby to contribute to the larger picture. The effects of this fallout now mean we have a skewed narrative where archaeology that falls within development and the planning process is bad versus academic research which is good. By and large I would like to see a more well-rounded approach. I feel as though the local voice has been lost. What are their daily transport issues? What do they think about a tunnel? And are there other issues that the lack of local planning and development that has hindered economic growth in their area? I do think that there is another way. I would like to see a variety of voices, the creation of multidisciplinary teams of academics and archaeological practices and local stakeholders contributing to better infrastructure developments. Personally I don't think that the current plans are a good compromise because all of these alternatives have not been discussed with a diverse group of people. However I fully support the current fieldwork undertaken by archaeological colleagues and their ability to execute the project to the highest standards. And also let's take a brief look at the Edward Colston statue. Who decides whether a statue should be dismantled or replaced? I for one didn't even know who Edward Colston was prior to June last year but the people of Bristol obviously do. It seems that there was already a strong grassroots campaign supported within the local Bristol population for the statue of Colston to be reinterpreted replaced or removed. A long-standing debate of anti-blackness, a campaign to reclaim humanity and execute reparations to individuals who suffered from Colston's actions. Frustration it seems was born out of inaction. The campaign had lobbied through proper chattels by the planning process and the local authority which were largely ignored for a quarter of a century. And as we all know the statue was torn down during the Black Lives Matter protest something I don't think would have happened ordinarily if it wasn't for the catalyst of living amongst the strains of inequality during a pandemic. Ultimately decisions like this should be made at a local level. Why do I care about a statue of someone I never even knew existed? Let us leave the final word with the people of Bristol. This panel on the slide is at the current Colston exhibition curated by the M Shedding Bristol. And it says it all, in less than three days after the removal of the statue 10,252 people responded to a survey by Bristol Live. Only 20% of the respondents think it should have been taken down at all opposed to an overwhelming majority of 80%. So what about fieldwork and research? International fieldwork teams can comprise exclusively of European and North American archaeologists at professional or student level. This is problematic. The idea that teams would operate without the input of local archaeologists or use local archaeologists in lower ranks within team hierarchies or as labourers. I certainly witnessed this during filming in Egypt. There is a pervasive colonial structure that still operates within Egyptology and Egyptian archaeology. I was also quite shocked by the terms of reference. European teams still refer to themselves as missions. I'm guessing this is extrapolated from the word missionaries bizarrely naming them as such in a possible bid to save the local populations from their own material culture. Local Egyptians are almost always used as labourers or are present as lower ranked experts within teams regardless of their expertise. Exclusive European teams is a real world issue. This can ultimately lead to the guarding of knowledge, a lack of training in native countries and the lack of understanding of methodologies and frameworks. In some cases it can exclude for meaningful research and discussion about their own heritage, curation and the management of heritage assets. And what about indigenous communities? I'd like to see more engagement with indigenous archaeologists and communities. Let us dismantle the process of disenfranchised indigenous people. It is important to understand how much their contribution is relevant and how colonialism has almost eradicated their right to participate. For example, recent archaeological research has shown how indigenous populations can contribute to the future ecology of our planet. I still feel we have a lot to learn from these communities to bring them front and centre to the debate and solutions for climate change, land management and living sustainably. And we also need to decolonise curriculums. An active move to help decolonise teaching curriculums by viewing the historical curriculum through a critical lens, instead of giving us the edited highlights. The move to more expansive teaching will give us the ability to portray stories that reflect our society, whether that is from the viewpoint of people of colour or the working classes. This is also mirrored in post-colonial countries. I was quite shocked recently as I sat on a panel for SEPA to hear that British history is still actively taught in Kenya. The echoes of empire still firmly in place. But ultimately, how relevant is this to Kenyans? It's really important that we don't continue these discussions and actions without our colleagues from the global south. I'm pleased that decolonisation work is happening, but it is becoming apparent that there is a gentrification of the decolonisation process. It's important that we stay authentic, that people of colour, Indigenous communities and colleagues from the global south are not excluded from this work. They are the people that snowball this movement and have to live with the daily consequences of these structures, be allies, not colonisers of decolonisation, and the workforce. Ensure that you don't have fake diversity versus true diversity. The evidence of parity in a level playing field for EDI individuals and that diversity and inclusion is embedded into the organisation, not just as an afterthought, and that those diverse employees are represented through entry level to senior management and executive level. There is a real issue with heritage organisations in the UK, where practitioners are almost exclusively white. There is diversity in these organisations, but they are predominantly represented in support staff. Cleaning staff, HR, marketing and IT, but almost hardly in their practitioners. Organisations will supply this data as a win, whereas if we scratch beneath the surface, nothing has changed at all. So I just wanted to give you a snapshot of UK archaeology as a case study. It's really hard to get a real snapshot of the quality, diversity and inclusion in British archaeology, mainly because umbrella organisations are not invested in making a change. Where are the success stories, the issues and how we can improve in areas where we are lacking? We need a real commitment from sectoral bodies to improve the way in which we attract a diverse workforce and shape policies, enabling people to thrive and contribute within a positive environment. After all, a quality diversity and inclusion shouldn't be siphoned off into a box called specialist interest. Surely it's in everyone's interest. What we see is a negative approach to EDNI, one that is reactive rather than proactive. Take for instance the Me Too movement, whereby our female colleagues globally have bravely and very publicly shared stories of sexual harassment in our field, or in the Society of Antweres case whereby governance structures were changed to hold a member accountable for sexual offences and to uphold the role of the society as an educational charity that operates for public benefit. Research has shown that there are many benefits to a diverse and inclusive workspace. It can lead to higher revenue growth, greater readiness to innovate, increased ability to recruit from a diverse talent pool, and a 5.4 times higher chance of employee retention. The flip side to this is this, when employees don't feel their ideas, presence or contribution are truly valued or taken seriously by their organization, they will eventually leave. UK archaeology has a real problem with this. We have a serious issue with retention on every level of the archaeology food chain. How do we attract diverse people at participatory level? How do we feed this into universities or apprenticeships and why does this not translate into the profession? So what do we have? We're going to have a quick look at some recent data collected by Landward Research. They're the authors of profiling the profession. It's a central overview of UK archaeology and data for this survey was collected from UK organizations and individuals working within British archaeology. The report for the 2020 has just been published and you can access the full detailed current report and earlier reports here. There's a link on the slide and these are just like quick excerpts. It was quite difficult to actually take the quality diversity and inclusion information from there because it's quite scant. But we're looking at in 2020 there were roughly 6,300 full-time equivalent archaeologists working in the UK within organizations. So if we take a quick look at disability, when asked about a disability organization said that only 2.8% of archaeologists working for them is disabled. However, when individuals completed the survey 11% of UK archaeologists reported that they are disabled but that only 30% report their disability to their employer. This is much higher than previously thought and actually it's more in line with national employment figures relating to people in employment with a disability. Those that indicated they have a disability were asked if this was caused or exacerbated by work and 53% of respondents said yes. The age disparity between individuals asked about emotional disabilities are more frequently reported by younger age groups rather than the 40 plus age group. Again, I don't know why. Perhaps there is a generational inability to talk about emotional mental health or perhaps the framework didn't exist to diagnose individuals at a younger age, especially if we're looking at pre-2000s. Now there is a caveat to this. It's not a legal requirement to report to your employer that you are disabled. So we're unsure why under reporting happens. But it's clear that more work needs to be done looking to support archaeologists with disabilities. Another category that we're looking at is ethnicity. In 2020, 97% of archaeologists are white. However, the other category which totaled to 1% was also exclusively ticked by white Europeans that work in the UK sector, suggesting that UK archaeology is 98% white. If we look at previous years, there's a 1% diversity improvement. Data collected for the 2012 report showed that archaeology was 99.2% white. But hang on, let's not celebrate the 1% climb. There are caveats to this data also, because since 2002, the UK workforce has become less white over time, while archaeology has essentially stayed the same. The small changes in the 2020 data are within the margins of error and landlords suggest that they cannot say that an increase of 1% in the number of BAME archaeologists is the result of change in the sector, or a result of that year's sampling. In short, we cannot say that this has changed at all. So if we look at harassment policies, 98% of organisations have a sexual harassment policy, 41% have a no retaliation policy, but only 25% of UK archaeologists are employed by organisations that provide sexual harassment training for all employees. Interestingly, sole traders and partnerships usually don't have employees and don't think that they need these policies, which I consider quite odd, especially if they are predominantly engaged in loan working. They simply don't see the need for training or safeguarding themselves. So gender and age, 53% of UK archaeologists are men and 47% are women. Over time, since the start of data collection for profiling the profession, the proportion of women in UK archaeology roles has been increasing. And in 2020, in the 2020 report, the gender balance in the profession matched the data for the entire workforce. People identified as other genders and they were reported, individuals reported identifying as other genders opposed to a handful of staff as reported by organisations. Lamma suggests that these numbers slightly affect the dataset, but all the results by employers and individuals are within 1% of each other. Let us, however, seem to be some more, some good news. Data from the 2012 report highlighted the phenomena of women being pushed out of archaeology in their 30s before they reached their 40s, potentially due to family duties, disproportionately affecting women. The dataset for 2020, however, suggests that there is now no such ceiling. However, Landward are unable to make a clear analysis of whether this is due to generational trends due to the seven-year reporting gap. The data does indicate that there is no such ceiling. However, there is no extra analysis of where these women sit within these organisations. How many are represented at senior management level? Has government policies such as childcare grants, paternity leave and parental rights enabled women to stay in the profession? And how many leave because of gender-related issues? Of course, we do not know, but we can speculate. Now, this leads on to carers' responsibilities. 29% of UK professional archaeologists are carers for children, theirs or others, whereas 6% of UK professionals are carers for other adults. Now, Landward realised that one of the correlations discovered during the analysis was between age and carer duty. Almost half of the archaeologists in their 40s were caring for children, whereas for adults, it peaked for archaeologists in their 50s. I'm imagining that this is where we'll see a trend as populations grow older. The need to care for adults will become the norm and employers will need to be more supportive towards the caring duties and responsibilities of these age groups. So, what about the solutions? As you can see, the data doesn't paint a very diverse and inclusive sector. There are obviously issues, but what about the solutions? What can we do to support our workforce, but also to address those key areas in how and which we do our work? How do we stop operating in homogeneous spaces, and how do we stop thinking more like rebels and not like clones? Matthew Said in his book, Rebel Ideas, coins this phrase. He recounts the tale of joining the FA's Technical Advisory Board and was confused as to why he was invited. He accepted, as did a lot of other individuals, who had no direct expertise in football either. But what he found was exhilarating and I paraphrase, diverse groups express radically different properties. It was fascinating to see how people who were not experts in football were nevertheless able to pierce through to some of the underlying weakness, whether in recruitment or coaching methods or bring a fresh perspective to media relations. Rebel Ideas were often rejected. Exchanges were robust, but always led to divergent thinking and more sophisticated solutions. So how do we think more like rebels? I think the heritage sector has a lot to learn from other sectors and I for one would welcome heritage sectors taking these steps in moving the ED and I agenda forward. So what about the long term and possible solutions? I think that we need to look at sex sector wide initiatives, a commitment by member and umbrella or heritage organisations to cross sector data collection. We need robust data asking the right questions. We need to know where the sticking points are in the chain of engagement at participatory level, how this feeds into higher education which eventually leads to work within the profession. Are we supporting people enough so we attract a diverse pool of talent, retain them and see the transition of diverse people into senior management and CEO level? We need to challenge the power structures too. There is scant diversity at board level for heritage organisations from cultural institutions to grant giving bodies. Are you recruiting wide enough? Are you exclusively recruiting from your sector? And are you personally handpicking board members that suit your agenda? True board diversity comes from individuals that will challenge you. Remember, think like rebels, not like clones. I'd like grant giving bodies to reframe the way that they look at funding projects. Longer term sustainable grants rather than three year cycles. How can we really see change and the benefit of our work? Having worked in public policy, this can only happen if you enable projects to embed into communities successfully using longer term models. And let's talk about impact data. How do we collect impact data? We need to look at other sectors like public sector organisations and how to successfully show public benefit. Our terms of reference for this public is public engagement. Mainly with experiences of supplying data to grant giving bodies, but their data collection is not fit for purpose either. We need a cross-sexual toolkit available to drill into the benefits of history and archaeology. Higher education institutions need to challenge the terms of references for bursaries. There's no point in being too selective in which groups of ethnic minorities can access funds. Because as we can see from diversity data, that this doesn't translate into the profession anyway. All bursaries are always exclusively for postgraduate degrees, but there is a bigger problem, the supply chain, and what are you doing to attract diverse students for them to take that first step onto the undergraduate ladder. I'd like for us to look to other sectors. Other sectors like engineering science and local government have diverse pools of talent. Heritage obviously has a problem with recruitment and diverse participation at all levels. It is time to look beyond the fences of heritage and look to other sectors to see how successfully they attract diverse thinkers. Local authorities are some of the most diverse workplaces, but admittedly outside of the greater London and other urban areas, there are issues with representation at senior management level. However, there are many areas where they succeed and we can learn. Perhaps it is because of the very nature of their business, that they are there to serve their local communities and by and large reflect the people that they provide a service to. But surely this is what heritage needs to strive towards too. Local authorities have long established outreach engagement programs and the right tools to embed projects into society around them. They have robust impact studies showing public benefit which leads onto shaping local agendas. They are ingrained in everyday business as is the retention of local stakeholders. I'd also like to see us emulate successful outreach programs that other sectors rule out. STEM programs were particularly designed to attract and encourage girls and young women to potential careers in these sectors. Traditionally, careers in this sector were predominantly populated by males, so successful STEM engagement programs like STEMS and Girl Geeks has had a positive impact in turning the tide of uptake of future roles females. Or also for us to look at sectors that realise immediate action is needed just like broadcasting. Employees in this sector have been predominantly white, male and traditionally from wealthy socioeconomic backgrounds. Broadcasting is an emerging sector where change is happening, but in some cases it is pithy, but in others it is rapid. They've obviously been spurred on by the success of diverse subscription-based channels like Netflix. Channels have been keen to emulate the disruptive breakdown of traditional broadcasting, but it's interesting because particular channels that are quick to make change are not bogged down with senior and middle management structures. A good example of this is Viacom who were in Channel 5. In 2021, the company instigated an immediate no diversity, no commission policy, meaning that unless representation is built into projects for on and off-screen talent, commissions will not be approved. We have also seen clear commitments to commissioning from independent diverse indies and the introduction to colourblind casting, which saw Jodie Turner-Smith cast as a lead role in a three-part drama about the ill-fated Queen Anne Boleyn. But what is the impact of these? Currently, Channel 5 always ranks in the top two or three channels for diversity, and it will be interesting to see how diversity starts change after the implementation of these policies. Ironically, the BBC, the UK's public broadcaster, lags behind in diversity targets compared to Channel 4 and Viacom-owned Channel 5. But what can we do as individuals? If you're a leader, show effective leadership, acknowledge that there's an issue and respond accordingly. If your organisation is criticised for the lack of diversity or inclusion, it is your responsibility to act accordingly as a CEO. You shouldn't leave it to staff to pick up the rebuttals. Make excuses on your behalf or for you to take ownership. Allyship. Find out what this means and share the power instead of adding to the echo chamber and keeping the power to yourself. Speak up when you see aggression. Support a quality in diversity, inclusion individuals, and stand up for people who don't have the same capitality. Help elevate other people's voices that are not heard, or make sure others get access to opportunities like attending panels and conferences or invites to boards. Personally, if somebody asks me, I always send a suggested list of alternatives to organisers and always check to see who the other speakers are before I accept, to ensure that there is an actual representation of voices. As you can see, we have a lot of work to do. Diversity, inclusion and then quality isn't just a buzzword. Let's make that change so we can welcome more critical thinking into our research and explore multiple narratives that are truly representative of the human story. I'd like to thank the Society of Antiquities for asking me to deliver this keynote, and I'm pleased to say that this is the beginning of a series of events planned by their diversity and equality working group. So following this conference, Society of Antiquities have planned two follow-up panel discussions, as Nat Cohen said, in October 2021 and February 2022. The first will explore the UK's troubled history of slavery and colonialism and its legacies, and the second, an international perspective on colonialism. Thank you. Thank you so much, Raksha. That was a really amazing paper through which I was writing down questions, but quite a few of which you then answered through the paper. So I have, if I may, I'll start with one question that's just come to mind. Thinking around your discussion, particularly of board appointments and those sort of higher level some strategy appointments and the people who are actually in charge and the recent challenges around some of those board appointments that we've been seeing in the press from government. I'm wondering how, and this is potentially a rhetorical question, but do we, do we as a sector need to become much, much more effective in influencing at a higher level so that we can help support those colleagues who are looking to make proactive board appointments and things like that? I think it's quite difficult because I do think that there's this strange chicken and egg situation where they are often reliant on government funding. So obviously their livelihoods and their staff's livelihoods are being threatened, but I do think that, yes, we do need, we need to apply the pressure from both, I would say, not just from on high and the power structure, but also from below to say, well, you wouldn't have culture, you wouldn't have history if it wasn't for the people that work in it, you wouldn't have interpretation and amazing museums like the British Museum and all the London museums and all the brilliant local regional museums if it wasn't for their staff and the people that curated them and all the archaeologists that supplied the museums, you know, it's mind boggling really, so I think the pressure needs to come from all various angles. And do you think as well that we need to become much better as a joined up sector as well that potentially we come across as quite fragmented and perhaps that this is something that isn't helping us to pull together? Yes, desperately so, and I think that we need to start working in silos, they need to be much joined up thinking, that we need to do a lot of cross pollination. Yeah, start looking after like our own business, because actually it's not our own business, it's all of our business, because we're so interconnected anyway, that we do need to actually start working together so that we're one voice, rather than lots of fragmented voices which we currently are at the moment. So much stronger voice around shared heritage aspects? Things like I don't, as I said in my paper, I don't think that we actually really know what the impact and our personal public benefit is yet. So we really need to look at that and kind of find a framework by which we can all funnel that information into, because currently we don't have anything. Yeah, I would agree. I'm just waiting to see what other questions might come in, but I have more. That's okay for me, I've got a lot of right loads of notes. I was thinking about your points around decolonising the curriculum and how we can help to support embedding much broader histories that are being presented in our schools. At what point do you think is the key point at which to embed that given educational curricula and frameworks and how difficult it can be to influence those sort of aspects of education? Is there a key point that you can see from your experience of when is a good moment to have these conversations in schools and really influence the choices that students might make in terms of career choices or just their sort of lifelong interest? Yeah, I think yes to a more diverse curricula for sure and things that are more relevant and things that aren't one-sided because I remember doing GCSE history many many many moons ago now and my GCSE history was all about the industrial revolution. Yeah, me too. That's all about the greatness of Great Britain and they innovative, you know, all of this stuff, inventions here there and everywhere, industrialisation, but actually if it would have been a much more rounded and brilliant experience if I'd actually realised that this didn't actually happen without colonialism, the only reason why the industrial revolution kind of kicked off was because there was this extreme depression of colonised countries that we absolutely trashed their economies and we had to make our own. But then I also made a recent documentary called The Bone Detectives where we followed this amazing story about mill workers and they excavated the bodies of these poor children, the poor working classes living in the mills and what they found was that these working class people were completely just taken in, you know, they were themselves indentured slaves, they were records saying that these children were taken from work houses, you know, so obviously there's this like this great industry that suddenly needs a supply chain of people, where does it come from?  And there's this very pertinent line, you know, that this country was made on the bones of children, you know, and it's so and that's what I, you know, we need to hear about those people as well. Definitely, we have lots of questions all of a sudden now in the chat, so I'm going to go through a few of those for you now. First question is from Sadie and she says, how do you think we could encourage a younger more diverse population, particularly of Londoners, into Burlington House, the Society of Antiquities Home? Do you have any suggestions as to how we could encourage a different audience to come through the door? Oh gosh, millions and billions of ideas, but I think that essentially, firstly, there's one thing that we have to address is that we don't actually have a great PR image at all. So I just vaguely remember a couple of years ago, I was kind of doing some consultancy with some young people from Birmingham with the National Youth Agency. And I went to talk to them about archaeology and would they be interested in an archaeology project, that kind of thing. And I felt completely ashamed because I felt as though I hadn't done my job properly. Which was that they didn't even actually really understand what archaeology was, they thought it was just for white old men. It was really depressing actually. So I do think the first thing that we need to do is to change our image. Yeah, yeah. Thanks. And I think once we get over that hurdle and change our image, and people realise actually, so many different people do archaeology and actually archaeology is done, it's not just field archaeology, that there are so many different types of archaeologists that do so many different types of jobs. And also you can study archaeology, but that doesn't necessarily mean that you have to be an archaeologist either. You could be a charter surveyor, you could be a teacher, you could be an ambassador, you name it, you can do anything. And that's the whole point is that they don't quite understand the enormity that archaeology gives, that there are so many transferable skills. Absolutely. So I have another question in the chat here from Howard Spencer, who asks, how could we best improve recruitment practices, specifically to avoid the well documented tendency for people to recruit those who look and sound most like themselves? Well, just like Channel 5 did, the colour blank casting, it's the same. You do blind recruitment, essentially. So the person's not a name, they're a number, and what you do is you just recruit from the best talent. But then also the issue is there isn't a supply to choose from a diverse group of people either. So it's really crucial and essential that those higher education bursaries change, that they recruit people into undergraduate courses from a diverse pool of people, but also that apprenticeships are also attracting the right people too. And it's those things that will then funnel in a bigger work group of people, a much more diverse group of people. Yeah, and that's really interesting actually in terms of two of the questions that have just come in, or comments that have just come in as well on the chat. So we have another from Sadie, just noting that some research by Hannah Cobb at the University of Manchester a few years ago did indicate that archaeology courses at universities are populated with a more diverse group of individuals than we're seeing reflected in the profession. And then we have a follow-up, it's almost like a nice follow-up question from Paul Drury, which asks, salaries in commercial archaeology have remained low despite professionalisation. Does this contribute to the lack of diversity? Massively, massively. And that's an issue as well, and especially with Brexit, because quite a tranche of the people who are working within UK archaeology were from the EU. We've been stabilising our work economy from people from the EU, and now that is no longer viable. I think places like Merle, they've just announced that they can give people working visas from other countries, which is part of that. So all organisations need to start looking at that and supporting new talent from abroad, but also, yes, absolutely, we need to make sure that we are getting paid right. I know loads of people who are archaeologists, and there are other hubs can't be archaeologists, so one of them has to go and get what we say in an inverted job. It has a massive issue on sustainability of the profession, doesn't it, because the very depressed wages are not an encouragement for career progression through the profession. Especially when you're trying to do things within your life, which is to get on the property ladder, to have a holiday, and to start a family. I mean, I'm sorry, but they're not onerous things. They're not luxuries. They're things that people do in their normal everyday lives, but when you're an archaeologist, you can't afford those. Yeah. So we have a couple more sort of comments and questions, and then I think we will look to see what's coming up next. There's a comment here from Jane Gallagher just coming back to the points we were talking around the curricula, saying that teachers have some flexibility in the curricula, and it's the exam boards that dictate overall what is going to be examined. So that potentially is another area of atmosphere that we would need to look to influence in, in order to help to create those changes and to have those options of a more diverse curricula. And we have another question here from Andrew Myers, and if we knew the answer to this question, Andrew, we might have the winning key. It says, how do we change our image? University departments are under attack. The teaching of colonial period industrial archaeology at university receives minimal investment and requires a higher research profile. And when this comes back again, I suppose, to the point of, you know, there are significant threats to archaeology and heritage within university departments, within planning. We have an acknowledged image problem, and we potentially, well not potentially, we're undervaluing ourselves. How do we try to sort of address all of these fairly serious structural issues alongside encouraging more people into the sector? Well, I think that we have to just start doing it anyway, because there's there are always feast and famine years, as I like to say. So I would probably say the feast years were the time team years. Yeah.  Actually, nobody really did anything. They kind of wrote the wave, but they didn't really do anything with it. And that's the problem is that you can't just wait for something like that to happen. You know, you have to take a long hard look at yourself and go, actually, we have to start the all this grassroots kind of development. And that's like, you know, all the yak clubs or looking going into schools. And it's the same if the STEM groups, you know, the STEMS, the Girl Geeks, if they realize that they had a problem, they realized that they had to change their image. And they went into those schools, you know, they actually did all the footwork and went in there and and just changed that whole agenda around them. That's what we have to do. We can't just be complacent and just say, well, well, you know, we're not being funded, and this isn't happening, because that will change. Will you change? That's the question. And unless we start changing, then nothing will change. Yes. But we'll start doing it. Absolutely. So we have a comment, which I think will be our final comment of the of this evening from Izzy Bartley around diversity in the curriculum and looking at initiatives from Pearson who are thinking of embedding LGBTQ plus histories through their syllabi at GCSE level. So hopefully, you know, we are starting to see the effects of those changes coming through and fingers crossed that that continues in a positive direction. Yeah. And I think that's the thing. It's those small things. You don't have to do big things. It's the small things. So, yes, there are the kind of long term structural organizational things that we all have to have a vested interest and do things about and support. But there are those individual things that you can do, whether that's you changing the syllabus in your school, teaching something slightly different on your curriculum, supporting the Young Archaeologists Club, going into schools.  You know, just just do it. Absolutely. I couldn't agree more. Well, I'd like to wrap up this evening then by by thanking you so much, Rector, for an amazing keynote speech. It's a really brilliant way to round off what I hope everyone has found to be such a thought provoking and sort of interesting event as I found it this afternoon. My huge thanks to all of our speakers from today. All of our chairs who helped to manage the sessions and also, of course, to the organizers, Linda and Danielle, for putting together such a fantastic program. And it's really exciting to see the, you know, further steps being taken towards more events of this kind through the Society of Antiquaries events program. These recordings of today's session will be available on YouTube, hopefully within the next week or so. So it just falls to me to say thank you to the audience as well for all of their fantastic comments and thought provoking questions. And I hope that you've enjoyed the day on behalf of the Society of Antiquaries. Thank you so much for joining us. And we look forward to seeing you again soon. Thank you very much. A big round of applause, virtual applause for Rector and all of our speakers. Thank you, everyone.


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Hey guys, it's Nate, A.K. The Foot Accountant. Welcome back to the channel. Just as we talked about and as we expected from yesterday's video, yesterday on Tuesday, we had the first couple leaks of LaLiga team of the season and it is insane to see some of the juice that EA seems to be doing with these LaLiga Toss cards. So I wanna take a look at the few leaks that we have and also take a look at some breaking information about how we're actually gonna figure out the LaLiga team of the season cards before Friday. We're gonna have the whole team with confirmed stats on Thursday, according to the LaLiga Twitter account. I'm actually gonna show you that and talk that through how that might impact a few things on the market and also just letting us know what cards we're gonna have impacts before we actually see them on Friday. It's kind of like leaks, but not even really. Like they're just gonna show us the cards on the LaLiga Twitter page. So I'm gonna talk about that in today's video and also talk about today on Wednesday. Is it a pretty big day? Cause it's guaranteed team of the season pack day for the main league, which is Bundesliga. We had the Saudi Pro League Toss upgrade yesterday, very cheap. They did put a token inside of it so that made it a little bit more expensive. But I think a lot of people did it to get that token and to try to pack Taliska or Romarino. I was not able to pack either of those. And we had the Bundesliga 84 plus double upgrade yesterday, which was kind of a phantom pack in which for a lot of people it was disappearing and it confused a lot of people. So I wanna talk about that. That was kind of a crazy little situation at the content drop. I know the servers have been down. It's kind of been a weird day for you guys finishing week-end league as well. We're awaiting some communication from EA to see if they're gonna change anything on that because technically foot champions is still going on for the next few hours. But the servers were down yesterday at two different time frames for a couple hours apiece. So I don't know if EA is gonna do anything since it was so late in that foot champions timeframe. Just kind of might be out of luck on that one. But we'll see if they do post anything about that on the direct communication accounts. So we're gonna talk about all of that. And of course, take a look at the market and yesterday's content as a lot of centerback drop because of this guy right here, Mr. Gavardiol. So all that and more in today's video. But if you're enjoying the videos on the channel, make sure to thumbs up and of course, subscribe if you're new. Let's get right into it and talk about these La Liga Tots cards. These Tots cards right here, the stats that I'm seeing on these cards. Of course, they're not confirmed stats just yet but we're gonna find out tomorrow on Thursday anyway what the legit stats are sooner than normal. But this really gets the hype flowing for me. Really it does because look at the stats on this Benzema. Absolutely deserved by the way, 98 rated, 95 pace, 98 dribbling, 98 shooting, 90 passing and 87 physical. What a boost for Benzema's team of the season. Really for me, looking at these cards today, what it gives me a lot of hype in is knowing that EA is juicing these Tots cards and hopefully the ratings and the stats don't change at all. But hopefully what this does is kind of bring some hype back to the game because I feel like with this last week of Bundesliga Tots for myself and for a lot of people, it just didn't hit that great. I mean, yes, the cards are good. There's some really cool items that they didn't put out. Of course, we had the Gavardiola SBC yesterday, which a lot of people have been very excited about and doing, it's a really cheap, really popular centerback item and that's changing up some people's teams. But these cards right here look insane and it's getting the hype built back up again after kind of a quieter week with Bundes Tots so far. I'm excited for this. I'm ready for this and this gets me looking forward to this weekend of FIFA. So this is the biggest juice of any of the Tots cards that we have leaked right now. Look at the state of this Luca Modric card. 90 pays, 97 dribble, 98 passing and 90 shooting. This card's gonna be absolutely phenomenal. I don't even know if we're gonna get a week foot or scoom of upgrade, but also just look at the overall rating, 97. That is way up there, right? It gives me Bundesliga vibes once again in the fact that they're boosting the overalls so much higher, 97 level, 97 Kimmich, right? 96 Bellingham. The overalls on these cards are getting very, very boosted and they're giving some pretty big stat upgrades, right? They did a few for Bundesliga, but for me, this just looks so much more hyped with a lot better. Just linkability with other cards that are already out in the game. La Liga's got a ton of special cards this year and I think that this is really gonna bring the hype for a lot of people on this game. That's just only one insane milled biller that we have leaked right now. Here's the second one, Tats Pedri. And I do have to make a little bit of a point on this. The 91 physical is not correct. We got super excited on this one, like, oh my gosh, 91 physical, this card will be disgusting. It's actually gonna be 81 physical. So it's like a plus three over the Pedri Future Stars card, of course, which a lot of people are looking at on the market right now. So it's a pretty solid item, right? He's gonna be Hullet Gang finally getting over that, you know, into the 80s in the physical range. What's really gonna be key for this Pedri is what is the weak foot or skill move going to be? His gold card is four star, four star. His Future Stars is five star skills, four star weak foot. If they give this card four star skills as well, or maybe if they give him a five star weak foot, I think that would add a lot of value to this card. If it doesn't have either of those, maybe just a slight bit of disappointment if that does not happen. But this card looks absolutely cracked and he's gonna be up there. We've had so many great midfielders so far. Graven Burch, we've had Bellingham, of course, and Kunku technically would be a midfielder for most people. This guy is gonna slot right in there as one of the top Tott's midfielders that is gonna be released on this game. He's gonna be pretty expensive. I think that, I said in my predictions video, 1.5 mil for this card. If they give him a skill move or a weak foot boost to either five star, I think it's gonna be two mil. I think I have to up my valuation after seeing how expensive Jude Bellingham is, knowing how much hype this Pedri has and all the Barcelona links that could be in this team of the season. I think I'm gonna have to shout this card probably at two mil coins and maybe starting even a little higher than that on the weekend. That card looks really, really good. Now, there's not a ton of stats that are leaked. There's only four cards right now that we have. But this is the last one and it's an insane center back and it caused even a little bit more panic on Bundesliga center back in Dicca being French in the game and the hype French center back to use right now is this Kunde, right? 91 pace, 95 defense, 90 physical, 87 dribbling. A lot of you guys remember that team of the year, honor mentions Kunde card. It's so many people, absolutely loved. This dude's gonna be cracked. He's got the French links. He's got the La Liga links as well. This guy's gonna be a very, very sought after Tots card. But as I'm looking through all of these cards, the one thing that stays the same is EA's giving out some pretty big boosts. They're really, really putting it, especially on this Marge. I mean, I have to show you guys this. I know we just looked at Benzema, but I gotta show you this Marge, man. He's going from 90 rated with 72 physical. From 90 rated with 72 physical, he's going to 97 rated with 86 physical plus 14. Plus 14 physical, that is a massive, massive boost. And I love it. I'm here for it, I'm all about it. This Marge card, a lot of people have loved. He's up in price a lot. He was like 240, 250 yesterday. He's up to 300,000 coins because I think people are looking at this card and like, yo, that's gonna be somewhere closer to like that 750, 800,000 coin range just because of how high rated it is and how great the stats look on this game and all the other great Real Madrid links that are gonna be out during La Liga Tots. So all of these leaks combined gets me really, really high for La Liga team this season. I think you're gonna see more leaks today. And I think you just keep an eye on Twitter. I know I've been looking at Twitter like this whole video so far. But keep an eye on Foot Sheriff and keep an eye on Twitter for more leaks because here's the real big piece of information. This was tweeted out by the official La Liga Twitter account with eight million followers. I just filed them yesterday. So if you have not, make sure you do and get ready for Thursday because they tweeted out and said, on Thursday, we will meet the best 15 players of the season in the team of the season together with EA Sports FIFA. You can follow it live on our social networks from 7 p.m. I don't know if that's 7 p.m. UK. I don't know if that's 7 p.m. Spain time because this is the La Liga account, of course, based in Spain. But that's kind of one thing to keep an eye out on and one thing we're gonna have to watch for tomorrow on Thursday. They did this last year on the La Liga Tots Friday. There was like a live stream on the EA Sports FIFA Spanish YouTube channel. They did a live stream revealing all the cards and Tots. It sounds like it's gonna be some sort of thing like that. But I would imagine that it says here that you can follow it on the social networks at 7 p.m. So I'm assuming they're gonna post all the cards on their Twitter starting Thursday at 7 p.m. So we're gonna know the team of the season cards ahead of time. On this Thursday, whatever 7 p.m., whatever time zone that is, the big fact here is that we're gonna learn about what cards are in Tots with their official stats posted basically by EA Sports on Thursday and we're gonna go into Friday knowing the cards that we're gonna be getting. So there won't be as much of a surprise factor, but it will be really, really cool to kind of watch this reveal and to look at these cards. And of course, we'll take a look at them after they're released. Depending on what time that is, we'll kind of fact the end when the video goes live and stuff on Friday. But that's big information because again, like I mentioned, we're gonna go into La Liga Tots on Friday knowing what cards we're actually gonna see on the market and absolute confirmed legit stats. This would not be like a leak, right? Like we took a look at the Benzema. We're like, okay, will Benzema have these leaks or these stats? It's expected stats right now. EA could of course change those one or two like we've seen, but the cards that we see on Thursday will be the actual final 15 cards in the La Liga team of the season. So that's really exciting. And it's also kind of throwing, I guess a bit of a twist into the plans of this week as well and we'll continue to cover that as we head throughout the rest of this week. So that's the big information related to the La Liga Tots. And again, the overarching theme is they're going all out at look. So I'm excited to see more leaks, excited to get more information regarding that. Now let's talk about today on FIFA, Wednesday. What's big about Wednesdays, right? The guaranteed Tots pack. We started yesterday with the lower league. Today we're gonna have the main league. I feel like there's not a ton of talk about with this because last week for Premier League, they made it really cheap. They made it an 86 rated squad for the Premier League Tots guaranteed. We were like, wow, we were expecting an 87 or an 88. I think that this week they might have to wow us again. If they make it anything higher than 86, people are gonna be disappointed. And I think that this week it's gonna actually come in as an 85 rated squad and a team of the season. So if you've got some fodder in the club, make sure you save that for today because I think you're gonna get yourself a shot at Nkunku. I think you're gonna get yourself a shot at Bellingham, all these great cards that are in the team of the season for the Bundesliga. And it's only gonna cost you an 85 rated squad and one Tots player. That's what it was last week or it was 86 last week. So I think they're gonna take one step down this week for the Bundesliga SBC. That's kind of my opinion on how it's gonna work out this week. You know, your fodder cards right now, if we take a look at the SBC fodder market and kind of rope this into the conversation here, fodder is doing very well. If you bought 83s under a thousand coins, if you bought 84s in the low twos, 84s are up like 2,000 coins apiece. 85s are up almost 3K apiece from their absolute low. 86 is a rising. Fodder is looking very, very good right now if you've held on or if you invested on the weekend. I think if you wanna take the quick cash, you can probably sell today on Wednesday, tomorrow on Thursday, either of those two days before some of these SBCs kind of expire and we have some more pack supply coming in on Friday for a lot of league of Tots. If you want to, you don't have to, but if you want to, you can. So just kind of keep that in mind with these cards right here.  Again, like we saw the 84s were like 2K or 2.5K on like Friday, Saturday. Now they're up at like almost 5,000 coins apiece. I think they'll hit 5K today with that bonus league of Tots pack being released. If you had the fodder, you might wanna wait until like right after content drop with that bonus league of Tots being released because it should cause a bit of a spike on these as it has done basically every single week. Now also talking about Tots bonus league cards and this is another tricky situation, I'm gonna be honest because now that we're seeing some of the leagues for a lot of league of Tots, we talked about in yesterday's video, maybe an opportunity to buy some of these cards. The really thing I'm worried about now is are these cards actually gonna drop low enough to seem buyable as a lot of them are just up so much in price. You know, Lewandowski was 560, now he's 635. Kimmich was 700K, now he's 834. Davies after the Gavardiola SBC was dropped yesterday is now up to like 300,000 coins. Bellingham is 34, Diaby's 150K, Verz is over 400,000 coins. I really think that today on Wednesday is gonna be an interesting day to see what happens with these. Like we saw last week with the Premier League, you remember guys like Bernardo Silva, Trent Alexander-Arnold, those cards got panicked big time on the release of the guaranteed Tots SBC. Today I think you're gonna see a lot of people from that pack getting Neuer, Diaby, Muller, Frimpong, Schlotterbeck, Costage. You know, so keep an eye on cards like Diaby, Muller, Verz, maybe Davies as well, getting packed, Holland getting packed a few times. If there's panic selling on some of those cards that are really popular, but still might be packed a decent amount from the Bundesliga Tots guaranteed or even panic ahead of time on that, you might have an opportunity to trade and flip with a couple of these cards today, but as this looks right here from an investing, purely investing perspective, I don't wanna buy any of these cards and try to invest for them to go out of packs. I would rather try to invest in other areas of the market and try to make coins in other ways because just looking at this team and how the hype has just been kind of mad this week, for most people it seems, I just wanna stay away. There doesn't seem to be as much hype with these cards going out of packs compared to the amount of hype that there is for the LaLiga Tots cards that are coming into the game. So I'm gonna take a break from investing in these probably except for a couple of quick flips and a couple of trades on the market for maybe some of these Bundesliga cards. So that's kind of my take at the moment and how I'm gonna go about with these cards. And I'm probably not gonna, I wouldn't really recommend investing in these cards for a rise out of packs. Maybe a couple of them could, but only if you want to buy one of them for your team try to find a low price today on Wednesday or tomorrow on Thursday. Now a couple of things that could help out with a low price with these cards today is, of course, we do have a week in the reward. So that's gonna bring in just a little bit of supply. But also today on Wednesday, we have a new team of the week. And for the last few weeks, EA has taken the opportunity to run lightning rounds on Wednesdays and Thursdays before these cards go out of packs. And especially, like we saw on the weekend, if they run those Bundesliga specific lightning rounds once again, that is going to drop these cards a decent amount on the market. And of course we have not seen it yet, but if they ever are to drop that, the SWAP token, the TOTS SWAP token pack, we talked about it at the very end of yesterday's video, I think that that would supply a lot of your TOTS cards on the market. Whenever that pack drops, I don't know when it's gonna be, whether it's gonna be before a Bundesliga go out of packs or if it's gonna be after a lot of league of joins packs, then I think that you're gonna see those, whatever TOTS cards are in packs, they're gonna get hit with some supply. So I don't know when that pack's gonna be, I don't think it's even added into the code. I don't know if they're gonna even add it into the code, but just kind of keep an eye out on that. That's one other thing today with lightning rounds, that pack potentially dropping, that I would be another variable to throw into the situation that I really don't wanna mess with. Really right now, what the market is moving the most in is, well, first of all, from yesterday, a lot of center backs are down. Because of the Gavardiola SBC, which is a very, very well-priced SBC, it crashed a lot of center backs on this game. Reuben Diaz was like 230, 240,000 coins. He's still down here at like 210, 220. I was looking at potentially flipping him. I did buy a couple of claustromines, just because he actually links to the Gavardiola who is not that easy to link. Claustromine was down at like 320K. Oh, my man's flying. Okay, we'd love to see that. So I bought a few of these at like 330, 320, 330. He's back up to 360, 370. So that's a pretty nice profit on a card like this. I might take the quick cash, though, here on this, or if you bought some Hinkapay's, any of the center backs that were Panix sold yesterday that were out of packs, Bundesliga cards, Hinkapay is kind of like 71K. He was down at like 60K, about a couple of those there. You know, I might sell those with this small bounce back because it looks like we're getting some really incredible team of the season center backs for La Liga Tats once again. So if you want to take the safe cash there, you can, could claustromine be back up to 400K today at some point, if you bought any of these, he might be, this card is incredibly rare, as you can see here. There's not very many of them on the market and people will be buying some Bundesliga cards to link up and to put in their teams.  So if you bought any of the center backs yesterday, I think the one that got hurt the most was actually in Dicca and he is in packs, but the reason that he went down yesterday was because Gavardiol, a combination of that and because of that leak that we just looked at for the Kunde card, people saw that and this in Dicca was like 380,000 coins. He went from 380 to about 330 and then he dropped even lower after the Kunde leak came out because Kunde's card of course is an insane French center back with a lot of hype. So a lot of center backs were affected on the market. I think they could rebound a little bit maybe before the weekend and that might be an opportunity to take your cash before we have some more insane center backs that are probably a little more expensive like a Kunde, a Militao, Alaba, Arajo, if all of those three of those four or all four are in La Liga Tots, potentially. You might have a lot of people changing up their teams in that center back position later on this weekend depending on how cracked those cards look. So just be careful with that. And the last thing I gotta say on the market is again, we're being very careful with some of these La Liga out of packs special cards and I think a lot of people have started to say that, hey, these cards have risen up so much that I'm gonna start to sell because take a look at this Danny Albas. He was 310,000 coins on Saturday, he's now 400K. This is, I mean, it was a really good investment at the time because you think, okay, what right back, if there's no right back that's gonna be in the Tots team or if there is and it's Jesus Navas, he doesn't have that much hype. This Danny Albas with the Barcelona links gonna have a lot of hype or some of these other team of the season cards that could potentially link to team of the season that have risen up a lot in price. You know, a lot of people are thinking about selling in the hype and taking that cash early. I think that's a pretty smart move if you don't wanna risk it. But you know, on some of the higher tier items, I think you don't have to take the cash. Like on a guy like Kamavinga, who was, I believe, 400,000 coins flat or maybe the low 400s. How much is he right now? He's up like 30, 40,000 coins. So he's not up that much. And this is a guy that a lot of people would wanna put in their teams to link during the promo of La Liga team this season. Great links, perfect link to Benzema.  There's gonna be a lot of La Liga hype. So I think that you could sell some of your La Liga specials in the hype. The ones that I would really try to sell would be ones that are on the lower tier that have gone up a ton. Like how much is this Burcije? We've been looking at him about every single video. He's still 36, 37,000 coins. There was another card, Bryan Hill. This is an example of a card that I would maybe sell because Bryan Hill was like 20 something K and now I think he's over 40. How much is he? He's 42 K and this guy was like 27 K on the weekend. I know it's a good card. It's really, really cheap. And this card for me is just not gonna be one that would rise a terrible ton after that La Liga Tots would come out with all those cards being released. So if some cards are up a lot, if you're in a lower tier La Liga special, especially that wouldn't have a lot of hype or just doesn't have that greatest stats and it seems like people are just buying it up to buy it up, then that would be the type of card that I would sell. But if it's a really rare card like that Dani Alves that would still have a lot of hype, then potentially you hold on to it, right? And then you have a lot of different places in between where it's like, okay, there's gonna be a lot of center backs coming out. This Militao right now is at like 220, 230 K. So he's up a little bit, but not that much. So I mean, all the cards that I bought are pretty rare for the La Liga Tots out of packs buys. Like I bought some Vinny Juniors in the low 700s between 700 and 720 K and he's 800,000 coins, right? I'm gonna keep holding on to his card. I bought some Bayles at 220. He's still pretty low. You know, I got some Militos, a couple of Fakirs. Whether Fakirs and Tots or not, that's also a question that we have to kind of ask ourselves. This Dembele card, I know this Dembele and it's five star or five star, but he's only up about 15,000 coins. I bought these at 100 K and he's 115 as you saw right there. So just gonna be careful with a lot of these cards and take the easy road if possible. I'm actually gonna list up one of these right now at like three, let's go 370. If we get the sale, I will take that. 320 to 370, I have no problems with a quick flip. Just a couple hours kind of flip on that. So that's kind of how I'm thinking about La Liga Specials. Just be careful with them if you have them. There's so much more investing this week than there were the last couple of weeks. And so just be very careful with those because with that over-investing potential there, selling on the hype could be the play for some of the cards. Maybe not all of them, but some of them. So that's kind of that situation at the moment. Last couple things, today on Wednesday, what else can we expect? The 75 plus times 10 SBC is going to be re-upped today. So as you can see here, it's going to be repeatable once again. That one I think was an 84 squad is what you had to turn in for that. Yesterday, they dropped the Bundesliga 84 plus double upgrade and it was glitched. You open the pack and then it would say, sorry, this pack's no longer available and it would send the cards from the pack to your unassigned. So I opened this pack, didn't of course see who was walking out of it, went to my unassigned and that's why you see the blue counter being up to 48. I packed Kostich and Neuer in that pack. It was kind of crazy that I got both those cards in that pack because a lot of people just got like an 84 or an 85. Oh, the reds have dynamics now. Okay, that's nice. My red Davies is looking real nice there on the left side. But yeah, so that was my pretty insane 84 plus, but if you did that SBC and you couldn't find the cards, it should be in your unassigned. That was the glitched issue with that yesterday. Also just a little bit of an account update at the moment. I did finish the Vieira SBC yesterday and I did do Gavardiol and Gavardiol's in the Bundesliga cup team that we have rocking with that.  People say he's really OP at center back. So I'm gonna go ahead and give him a try out. I mean, I know he'll be a little bit off, Ken, if I end up putting him in the starting 11, but I think it might be worth it because Desaille has been a true workforce for the club and he's a really great card. But I think Vieira is gonna be a step up as a center back based off of how people say that he plays. I plan to do a lot more player picks though. Today on Wednesday, I plan to do a pretty solid send of the 80 plus times threes. Rares I think are like 950 to 1000 coins so they're a bit cheaper. Also make sure you get this UEL road to the final. It's basically like marquee matchups again and it's super easy to do, really solid packs. We'll give you some rares and non-rares at the very least to stock in your club. So I think that's a very, very nice SBC to go ahead and go do. So I know we're going a little bit long once again on a video today. I just can't stop talking because this game is getting me excited with what is headed towards us content wise today and on this weekend. So if you enjoyed the video today, smash the thumbs up on a comment down below if you have any questions and of course subscribe if you are new. It has been Nate, The Foot Account and I will catch you guys later. Peace.


We have 22 journal titles in our portfolio at the moment of active journals, and if they were considered just from a pure business point of view, they're independent cost centers, only three of them consistently make a surplus. But it's enough of a surplus to be able to support publication in all these other journals, and many of them are really important in their field. Because of the scholarship that they represent, all of them take a developmental role in that they have relatively high acceptance rates, but editors work in a super intensive way with many authors to whip manuscripts into shape to be able to then put them into circulation like that. And so we rely on those developmental efforts for inclusion and equity purposes within the field and to put this material into circulation.


Welcome, everyone. Thank you for coming. This is particularly strange for me as I have not seen almost anyone in three years. I have not spoken at a conference in three years, so definitely a time warp back to when I used to speak at a lot more conferences. So I'm just going to do a quick recap just in terms of where we've been over, I guess, now the last couple of years, which wanted to highlight a bunch of the work that's been going on within the project. That's pretty cool. First thing, of course, is now we have Quick in HTTP3 that's generally available. So that's been a ton of work by a lot of people. And very excited to see this now being used a lot more widely. Obviously, there's still a lot of server support that's going to be needed. So it'll be very interesting just to see, you know, how this rolls out within different cloud infrastructures and all those kinds of things. But I would expect to see much wider deployments of this technology over the next couple of years. That's very exciting. Very excited for people to try it out and give feedback. The project obviously continues to spend a tremendous amount of time on security and fuzzing. We still have lots of people that are updating our fuzzers, finding bugs. The folks at Google have been fantastic in sponsoring a third-party firm to actually go through our fuzzing backlogs. Because as you might imagine, there's lots of false positives in the fuzzing framework. So getting through all of that noise is fantastic. So we're burning through that backlog. This is an area of the project where actually if you're interested in helping, we always have a large number of fuzz bugs that aren't real bugs. They're just bugs in the fuzzing framework. But we're always looking for people to come in and actually help fix those. So if that's something that you're interested in, please come and speak up. And we would love to rely on you. Ah, Linux. Okay. Sorry. It was working. Is it showing at all? No. Let me see. Is that working? No. I'm not really sure what to do. Let me see. I'll try replugging. If not, I'm just going to wing it. Is it what? Sorry. There were slides. Okay. Thank you. Thank you very much. All right. So back on the security and fuzzing. So this also comes back into software supply chain. So, you know, I think a lot of the things that the project deals with at this point, which will be the theme of my next slide is, you know, they're not super exciting things, but they're very critical things. And as you all know within the industry at this point, software supply chain is getting a lot more scrutiny. Envoy is no different. So we spend a lot of time trying to make sure that we're not depending on projects, you know, that are not up to the standards of our own project. And, you know, this means auditing obviously to make sure that we don't have duplicate dependencies, looking at the dependencies that we are using and actually making sure, you know, that they themselves take security seriously. And one of the big efforts here is that, again, thanks to the folks at Google, we are replacing our, all of our HTTP codecs with Google provided codecs. We've used the HTTP-1 parser for a long time. That codebase is deprecated, so we can't use that anymore. And then for a very long time, we've relied on NG HTTP-2 library. And long story, which I won't go into on video, but the maintainer of that project has not been very amenable, you know, to working with us on a security perspective. So a lot of effort has been going into, you know, making sure that the supply chain for those critical components is up to our standards and that we can rely on that. So that is work that's ongoing. It's been ongoing for quite some time. And we'll continue over the next few months. One byproduct of that, which again is a boring, but very, very, very critical issue that's been open for a long time, is that historically for HTTP header validation, we've had different code for each of the codecs. And this has been a known issue for a long time, but this is, you know, minor, very small things like, you know, do you validate white space and all of those things, right? And there's all kinds of rules. And that has been implemented independently for each of the codecs for HTTP-1, 2, and 3. And as you might imagine, this has led to a large amount of complexity and a lack of understanding about whether it's actually consistent. So folks are working on what we're calling the unified header validator, which again, from a security posture perspective will be absolutely fantastic. So we'll run the same code to do all of this HTTP layer validation across all of the three codecs. So the combination of that as well as the software supply chain I think is going to get us into a much better place, which is super exciting. Next major topic, which is the, frankly, the often bane of my existence is CI and build and release. You know, it's just a continual thing that always needs fixing and updating.  And we are very close finally to being able to ship signed binaries and signed packages for various different operating systems, which has been a long time reclass of the project. People have long been unhappy that always ship our Docker images. So very excited to finally have that be built into the project. And I think that'll be coming hopefully finally in the next couple of months. Again, this is another area of the project, which has nothing to do with the low level C++ code. But if you like Python, if you're interested in this type of tooling, there's just perpetual work that is needed. So lots of work happening there. Obviously, people continue to work on WebAssembly. And I think in general, you know, frankly, this has gone a bit slower than I would have thought. I think there's been more performance issues than people realized. It's a very complicated piece of technology, but it is becoming stable. And I think they're fixing performance issues over time. So I'm excited for all the work that's been done here and all the work that will continue. Next up is probably you've all heard of Envoy Gateway. You're going to hear more about that today. And just the brief story there is we would like to make it easier for Envoy to run on Kubernetes. Envoy itself, as many of you know, is a Swiss Army knife technology, but is very complicated. The barrier to entry is high. So we would like to make it easier to run for certain common use cases. So I'm very excited about this project in terms of making it easier for folks to get started with Envoy. So we'll hear more about that today. And lots of work happening with Envoy Mobile. We have it shipped out to almost 100% of users at Lyft. Folks at Google are starting to look at it pretty heavily. We have various other companies that are starting to onboard. So pretty excited about the future of this project also, and we'll hear more about that today. And the reality is that so much work happens on the project at this point that I honestly can't even keep track. I mean, there's just so much happening all the time, and I'm sure I've missed many important things, but just want to give a big thank you to all of the people that do so much work. And if you look at the release notes every three months, you'll see there's just so much going on. So just a quick thing in terms of the state of XDS. I just wanted to point out, you know, that at this point things are becoming a lot more stable. We're obviously focusing on general API stability interoperability between things like Envoy and GRPC. Because of that, we're seeing a slowdown, you know, in the number of new APIs, which is a good thing. We're also trying to push everyone towards ADS for all new things, you know, instead of defining new APIs. So hopefully that'll also make things easier from an implementation perspective. And because of this, again, showing the maturity of the project is we don't deprecate anywhere near as many things as we used to, which is great. So things are slowing down and becoming a lot more stable. And on that note, you will hear it here first, although I'm going to do a policy update at some point soon, is we've basically decided at this point that there will never be a V4 API and we're never actually going to deprecate anything. So any APIs that you use, they will be there forever. We've had this discussion with the API shepherds and it's just becoming clear that the API is so widely used at this point that, you know, trying to remove code at this point or remove features is, it just causes so much pain. So and because the rate of deprecations is going down, I think we feel that this is an okay posture to have. So hopefully this will make people have less pain in the future when it comes to API updates. We will still deprecate fields and, you know, push people to doing the new things. But in terms of actually removing the code, you know, there's no plans in the future to do a V4 API, at least not right now, or at least not while I'm still around. And my final call to action is, you know, one of the things that I like to think about is Envoy boring now, you know, and we started Envoy seven and a half years ago, Envoy's been open source for six, and in some ways I think Envoy is boring now, you know, it's not as exciting as it used to be.  And which is good, right? I think we've had so much success and it's been so fantastic to see Envoy deployed in so many different ways that it is a bit boring now. But it's boring obviously because of all of your hard work, so thank you all. And my pitch, though, is that boring software still requires a lot of work, right? So it's my continuous pitch to all of you that we still need help, you know, around lots of different areas within the project. We need new maintainers. We have maintainers that work very hard, but people get busy and they move on to new things. So having new maintainers is fantastic. We need people to handle releases, so that's actually cutting releases, doing security backports, all of those things. These are not things again that require, you know, low-level C++ skills, but they're very important. We need people to work on documentation, just doing fixes and examples and all of those things.  So just my general pitch again is that I think there's this perception that Envoy is, you know, very low-level software and you have to be a networking expert to actually help out. That's not true. In fact, there's so much work that has nothing to do with networking. So again, my annual pitch to all of you is that we're always looking for help. I want to thank Tetrate for being our diamond sponsor for today, and thank you very much. So we're going to have a lot of great talks and there'll be time for people to chat and please come find us. So thank you very much.


Hi and how are you all today? I am Priyanka. The question says how many 6 digit numbers can be formed from the digits 0, 1, 3, 5, 7 and 9 which are divisible by 10, no digit is repeated. Now let us start with our solution. The given numbers are 0, 1, 3, 5, 7 and 9. Numbers divisible by 10 always have 0 at its units place, isn't it? So we will affix, fix at the units. For the rest 5 places, permutation of remaining 5 numbers can be used, right? So by using term 1 of permutation, there will be as many such numbers as permutation of 5 different numbers taken 5 at a time without repetition. So the required number of permutation is equal to 5P5 that is 5 factorial divided by 5 minus 5 factorial that is 5, 4, 3, 2, 1 getting multiplied by each other divided by 0 factorial that is 120. So 120 is our required answer. I hope you enjoyed. Take care. Remember term 1 of permutation.