Diolch, mae'n gweld nôl o'r lluniau yma ar y cyfrath. Mae'r glampau yn ymweld yn ymddi. Mae'r lluniau'n ddechrau'r lluniau. Felly, mae'n gwybod i'r lluniau. Mae'n gwybod i'r straff caron. Felly, mae'n straff caron? Nid oes. Nid oes chi'n gweld. Felly, mae'n gwybod i'r straff caron. Ac ydych chi'n ei wneud?  Roedd ydych chi'n cefnodd, roedd eraill yn ffordd mwy… Roedd wedi gyfolio gyda'n mynd i'r mwy fewn. Roedd o'n mynd i'r mynd i'r mynd i'r mynd i'r mynd i'r mynd i'r mynd i'r mynd i'r mynd i'r mynd i'r mynd i'r mynd. Fel y gwelwch, ac i'w'n olygu'n gwelwch, ac i'w'r olygu'n gwelwch, a i'w'n i'w right knee a i'w'n wneud lawyers. Ac ydych chi'n ffrindwchau, dwi'n gweithio'r hwnnw, eich gwyddoch yn ymddangos, sy'n rai'n gweithio'r gwyfnodau. Rwy'n cael ei wneud yw'r gweithio'r ymddangos hwnnw, ac rwy'n gweithio'n 5 o'r hwnnw. un o'r dŵr, dŵr, dŵr, dŵr i'n mynd i'r llyfrion yn y gwneud. Felly mae'n gofio, mae'n gofio'r gŷm o'r dŵr, ac o'r legin. Yn gweithio'n legin i mi gŷmau. Rwy'n gweld i'n gofio'r 1rhyw o'r dda i'r dŵr. Gofio, yn'r cymryd ymlaen nhw. Byddwn i'n gweithio'n gwirion. Yn mynd i'n gwirion i'r dŵr, wedi nhw'n... mae'n ei wneud rhyw hwnnw. Y cwysig eitha hwnnw llawer. Ac mae'n rhan fyddon, bo'n ath meddwl i am gyd i hefyd. Ond yn cychydig, ac rydyn ni'n gwneud. Mae'n bryd iawn i chi, ble nich. Rwyf bod ag i gwaithent. Mae'r llwys. Well done. Well done. It's cheered me up that. This is a nice little area. It makes a change from the plantations to see some different types of trees. I'm just ambling my way into Strathcarran. My legs feel loads better today. I'm all my ankles. This morning they were a bit like hurting. You get to a stage where you just hit a sweet spot where you can get some miles in and I got that. I'm just coming into Strathcarran now so I'm going to get myself a cupper and see what food they have on offer and I cannot wait. Look at these gunneras. I believe they are gunnera manacata. They're just growing now but they grow humongous. Which way to go? I'll have to go cos I'm thinking. This bit is rough. It's just pissed it down. I had to get all my rain club on but obviously as soon as the rain goes it gets too hot. So you've got it on and off with jackets but they're up and down and up and running. I keep having to get into the side cos there's no paths. People going past. I'm vlogging why people going past because they don't care. Up and down these roads man. The cars appear to seem to be going so quick cos they don't seem cars for quite a few days. They just seem so fast and dangerous and loud. If one should be riding around on dears that's what I think. Right this is downhill anyway just roll down it. Are you having that look? I'm actually over the moon about it. The Caron restaurant owned by a lovely couple actually. An old couple that do all their own cooking and making. Gets a two thumbs up for me. A wonderful place to stop and a welcome surprise and a welcome treat. If you're ever in the area mate get yourself booked into Caron restaurants. Look at everyone looking at me look. Everyone at there looking at me. Is this clutch from out of town? It's me mate. Like share and subscribe me. I'm playing a game where I just smile innately. So anyone, any car or anything that's created that I'm just doing it. I think I've gone delirious mate after me cake and coffee and that. And they're coming out going just do like a full on. The most beaming smile I can get. Some people are beeping their own. Some people, yeah let's do it to this lad innit in this van watching. You can't see my face mate but postman party's seen it all before mate.  Yes some people are beeping. They're just involuntarily smiling back. I'm going like that and they're going ugh. Who's that puddled fella? Get me a number. Get me. Honestly I'm going to get me a propeller on top of that. I'm one propeller away from it. Full on waves though innit. A smile beget to smile. Oh man laugh mate. Yeah man laugh. Just playing with cars on the road. I'll tell you what.  Get me back in the fort to say this. I didn't think I'd say this at 5 o'clock yesterday. But get me back up into the mountains mate. Get me back into bogs. Get me back into slippery rocks and all that gear. Cos I'll take it. It's rough and it's tough. But I'll take it over smithalisation any day. Providing I have ample food and what. Optimism has gone. Keeps pissing it down. It's just dried out just now. But road walking and the cars now. There's no big smile. It's just head down trudging along. I don't like it mate. I don't like it mate. That road section was not it. It was awful mate. I'm going to look for a place to camp here. Cos I'm not going to push to King Lock U cos it's a real steep climb out of here and I don't know if I'll get a flat pitch. I'm going to look for somewhere around here to camp and then we'll tackle that in the morning. There's just no way of turning up man. There's just a real way there. And that's steep as tits and then everywhere's just fenced off all boggy on this main road. Look at this man. Look, is this a joke? I am brew. I am brew. What's next? I am brew. Let's go brew spotting shall we? I am brew spotting. I know in fact let's not. Can't be janked.  It's nasty. Right sod it. I'm going off piste. I can't cope with that road any longer sir. On map it says this goes steadily up and then joins on to the track that I'm wanting to be on tomorrow. I do need some water as well. So I've just gone for it and I'll just hope that there's a relatively flat bit. It's not particularly windy so it doesn't have to be the most stable pitch. Even though this is steep it isn't that main road because that was pants. It was hard but in a different way. So sapping took hours. I'll get my water now for the evening and tomorrow morning. Look at it, it's just deep enough in it sir. I might have been washing it I think. I definitely need filtering but it takes too long and it's good to go mate. Pop that there while I have a wish. You don't need to see me having a wish dear. Pop a wish. Look at that. It's like going to shop. It's just like going to shop. It's nothing like going to shop is it really but look at that. Two litres of the good stuff. I know it's trickled all the way down the side of this mountain and it's probably fine to drink but the amount of dead deer I've seen on this trip man I think I'll, I shall filter it. And I'm just drinking from the burns that are right up top and appreciating it when I do. Yeah, show you this. So I came up here and I was like oh this turning must have somewhere flat. There I am look. Hallelujah. It couldn't have come at a better time. I've pushed my hiking poles up another five centimetres or so just to raise it all a bit more because I'm sheltered here from any breeze or wind and it'll just help with condensation. I've not been able to get the pegs into the ground as well as like so. I've just chucked some rocks in. I've put the pegs in on a really shallow angle and then just chucked some rocks on them shallow hell. It's got everything I need look. I've got my vitamins here look. Vitamins, water. Can have a fire if I want it to but can't be. Can't be janked to have a fire. I've wanded through my gate and the bottom of my gate has just tizzed no more. Look at me. Inchestical pouch with lipstick earplugs. Here we are. Spare. So right we've worn through one. Let's see if we can make the other one last to the end. That's where we woke up. I forget your names lads sorry. We're camping there. Got up nice and early and off.  Feet were hurting a little bit. Bit of an elevation around here and then across the tops and down into all this which isn't very nice looking because it's plantation. A lot of it's just been cut down and they're waiting to regrow it and what not. Now much to see. It was alright. Legs started to feel quite good coming down here.  Got a wriggle on. These gardens man. Atadate gardens. I had a little look of it wall and it looked amazing and it was tempted. It was a tenor to go in and have a little walk round and I thought I've got more pressing things to be doing although it was very tempted. I was going to chuck my bag down and have a little look round these gardens because some beautiful flowers and plants in there from what I could see so if you get chance that's quite good. That's quite good. Walk round here and then this bit was well all today mate if I'm being honest today's been a bit of a soul destroyer.   Really enjoyed it. Just done by an old couple who do all cooking themselves and what not and it was two thumbs up mate really nice. I came into Strafcaron tempted by pub but carried on going past it. I came over at this bridge here and the lady said there was a lady at the pub and I got in the beer garden bit and I was talking to her because there was these little weird pods in and I was just asking about them but a digress. She said that people camp along here so I thought I'll have a look and it won't tickle in me so I thought you know I'll just push on so I pushed on and I got to where look another exclamation mark to in fact it's doubly bad and then instead of going up here which in hindsight maybe I don't know. I don't know well if I step back and you can see look at all the different ways you can go look. There's up here along here then up there then that splits off into two or up here and up here and then split. There are multiple different ways so I chose to go along this road which was it was hellish if I'm being honest it was I didn't enjoy myself one bit and yeah didn't enjoy it. Kept going and see now you could have gone up there but I didn't I kept going could have gone there kept going but then I thought I don't want to get here and then double back on myself to go up here so I looked for a where is it there should be a little areas. This track here I got off the main road and just joined this track as you come up and it'll probably be this little bend here that I'm on and that's where I am now. That's where I've come so pan out I've got to go some steep gear in morning up to wherever anyway it doesn't matter about tomorrow it's tonight so I'm pitched up here and I'm happy for it man. I had plenty of food in that little cafe today this morning whenever I ate it.  I've got my water just going to listen to my audio book and rest my feet just keep my feet up which is a joy. Maybe do a little bit of yoga the joy of having as well this big tent as opposed to the the the Lanshan one is that you can actually stretch out in it and I've just been doing stretches as much as I can just to keep the old knees and calves and hips and everything really just just flowing to give me a chance of getting to the finish line. Look at that mate.  Morning glampers. I was taking air out of all gear so that's it now the dreaded. I've raised my pole so there was a lot more airflow because yesterday I had a bit of condensation but today. Zero and all the outside so the outside on the inside of the tent is bone dry bone dry in harmony is just about to turn seven o'clock so we'll be up and away before half seven that's good. Ten to me feet as well because I've got a few hotspots on my toes so I'm going to put some plasters on them. It's Foxtrot Oscar. I've got a load off me last night but he must have just slipped through the net so we'll have him removed. Mate, I can't even look down there because the flexibility is gish. That's some aching. Where is he? That's right so turn him out. Little terra weasel. Can you see him on the end of there?   Great. Now that's great. He's fallen onto the floor on the car. Where's he gone?  I keep just having to check up the legs. I use my mirror to check around my gooch. You have to mate. You have to. You have to. You don't want to feast on your too long. It was on me for too long there so it's gone a bit sore, a bit red.  I'm going to neck a couple of ibuprofen this morning because it's a little bit and it's strapped my feet up and then we're going. There's that cuckoo following me about. It's going to be a novelty one day just being able to wake up and not have to go for a huge foot crushing height. It's all uphill for this first bit as well. Good news. Locked and loaded. We're going to get some spruce. Come on. What are you doing down there you? Lagging behind. The smaller ones are what you want. Anything that when they get a bit bigger they get a bit woody and they're not very appetising. So collect a few of these and put them in our boob bag. When a hero comes along. Is it any piece of patented? No. With the strength to carry on. Something, something. Get on there. I've just come out of this forest here. It's pretty steep. Listen to this cuckoo. Hear it. There's loads of cuckoos. They stopped right on cue, right on cue, right on cue. There's a path right over in the distance and that's the path. That's my path. This looks good enough to drink straight from the burn which is always nice because it just saves the, I mean it doesn't take that long to filter it like but it just takes, it's just so much quicker doing it like this. And there you go. There's over a litre of water that'll keep me going. Cut all the bilberries. It's not fruiting yet but never mind. Right, let's get out of here. I want to get my campsite next to somewhere where I can swim or just ease down the second half at day and just soak myself in some water, just some cold water just to ease my joints and just clean myself and freshen myself up. So at the end of this, well I don't like it when I can see over the mountains and then still see the track. It's sort of like whoa. It's best just to not see where, how far you've got to go. But if we get to King Lock Cew, there's a campsite there so I was thinking of maybe trying to get into the campsite and hopefully they'll have showers and I can get a shower and charge my power bank because this battery that I'm on now is the last of my batteries and my power bank's dead so hopefully I can get in there if not might lose the film but it is what it is. I've got me water and that's the main thing. Right, just a couple of things. One is that I've got a couple of new warps that I do now. One is this. You can't really see. Left leg goes out a little bit like that. Oh yeah, that's it. That's my new warps like that I'm doing. Quite enjoying that one. Another one that I'm doing just to mix it up a little bit is I go like that onto, I feel quite like a dinosaur or a bird. I go onto the, sort of onto the balls of my feet and Ed goes like that so it propels me along so I'm just propelled by my neck. That's quite a good one as well, I enjoy. Anyway, yeah secondly I was just going to say that for anyone who's watching this, if I ever get found, you might be a policeman or an ambulance worker or just a, I don't know, it could be a hiker out tomorrow but it's probably going to be one of my loved ones or someone like that. But if when you do find me and I've passed away, which I probably never will do but can you just whip out your phone and just do a quick medic on me please and then post it on Instagram and I'll, well I won't repost it but it'll be much appreciated from the afterlife. Thank you very much. Hey I can see a couple of colours, maybe a hiker of a rionder. I quite like not seeing humans to be like, it's really refreshing just to be out on your own practicing your walks and that practicing your different walks. Oh they're coming this way. Right, see you later because they are coming this way and I'm going to look like a lunatic. Temperatures dropped dramatically and the clouds are coming in. I might even need to put my jacket on. Well that's just a weather report, that's boring. What the main thing is what I've brought you here is, Dick, look at this. We're just sort of in the middle of nowhere and there's just two beautiful white, what are the cows? Just two beautiful white cows look. All white cows, I've never seen anything quite like it. You all right guys? Oh mate, you're majestic.  Right I'll turn this off anyway. Failure to these lads, just chewing down by the river. It's chilly now. Right that path that I pointed at in the distance, I've gone up there, that was a steep climb and I'm just sort of going across a plateau a bit. And hopefully at the end of here there'll be a little bit of downhill and some nice views. Dark clouds are coming in. I've got the bin bag on so ready for anything. Medic! Pushing through all these. When you're coming through like head height stuff you're thinking, well I'm thinking, I'm getting ticks. Gloria. And I've done so well. I was just thinking to myself, this section was probably, it was going well, it was dry. My feet had stayed dry for the longest on any of the days so far and now we're back. We're back on with Trenchfoot out there. Can you hear the cuckoo? Constant cuckoo. Just gravity, look at it, beautiful. Oh hello. Oh hello. Yeah, he's banged a little post in there I need to stop excess swingage. Look at that. That's all you need. There is no latches, there is no locks but it still makes it into the inner workings of my heart. Beautiful stuff. Right touch. Made it. Made it into town. I say it town. It's more of a hamlet. But there's a cafe up here hopefully they'll still be serving so I'll get some grub then there's a garage so I can resupply on my snacks and what not and then think about what to do. I'm in here. We're in the caravan. It's more of a caravan park than a tent place but we've got a couple of pictures. I've asked if anyone's left any like shampoo or hair gel or shower gel. I'll start buying any. I'll just use some scraggly bits but look I'm in here, look, a tent area mate. This lad here or whatever that is. That's my pitch look. Perfect. Some raspberries there. Anyway, that's my neighbour and it's got a shower with hot running water so I can get a shower and I'm going to wash my socks and underpants and just the simple pleasures of life that become more than just simple pleasures. Right, let's get this tent set up now. Here I am. Look. Next carbon hair and body wash with vitamin E. Vitamin E. Get it on your drop a couple of vitamin E's. Right, I'm having it. I'm having that. I'm going to get a full on shower and I'm so excited about it. Showered, hot shower, clean cloths, washed both pairs of my socks just with me, that shampoo and the weather. Ironically, this is the worst weather I've had on a campsite. I keep getting gusts of wind and the ground isn't particularly good to hold the pegs I've had to go in on a really shallow angle with them. Hopefully it holds.  Darn tuf socks, still lovely and dry and then there are obviously nimble wholemeal, low in sugar. These are my ultralight and they'll go on there and then my boots can go up, my shoes can go over the top of them and I'm good to watch at shop looking like a bit of a weirdo with dry feet there. So the wind has been, we've had 50mph winds and rain in the campsite is where I've had the worst weather. So I've dropped the hiking poles in situ and just put it all to the ground so that the wind just rolls over it instead of catching underneath it. Let's have a little look at the map Morgan. On this little corner that's where I work up. I hiked through this woodland to get to this path, this was pretty steep man out of here, pretty steep and then it just hit a track like a 4x4 track which was just easy going really, some half decent views filled my water up here. Down here, all along here, that's where I saw me two white horses. Instead of going, instead of just doing this like L shape here, I'll just cut straight across, straight across there, up this, this was all pretty steep, carried on going up out of the woodlands over the tops. Nice views all along here, the weather did drop, it was pretty cold but yeah nice views all along here. Now I did done goofed here. I cut into these woods and I even wrote it on this map but I didn't have this map on me I was using my GPS. Written on this map prior to this section because of the blogs and everything that I've seen and what it says in the guide book was to cut down to this road and it's a real simple walk in. I goofed, I didn't do that. I went half way down here and then I was at roads there, it looks pretty busy, I'll go and I followed this thing here, mistake really because all this, there was not much path at all, it was boggy, it was overgrown and it took me ages man. So he kind of stuck with me, killed me morale a little bit and then I thought because I was gnashed after this bit I thought do you know what I'm going to see if I can get my tent into here and get a shower and that. I went up website fully booked but I gave him a ring and I got in. I managed to get a shower and then just going to rest my trotters. I don't know if that's worthy of an episode and I don't know how I'm going to structure these videos but if that is the end I just want to say thanks for watching. If you want to click the bell notification next to the subscribe button you'll get notified next time I upload. Take care of yourselves and I'll see you soon.


Members of Naval Region Japan's Ombudsman Team and Fleet Activities Yokozuka's Fleet and Family Support Services held a town hall with members of the Japan Maritime Self-Defense Force about improving their Ombudsman Program. Petty Officer Jacob Allison has more. Since their foundation following the Vietnam War, Fleet and Family Support Services and the Command Ombudsman Program have been critical components in the Navy's efforts to engage with families and improve sailors' quality of life. Now, Yokozuka Ombudsmen are working with members of the Japan Maritime Self-Defense Force, the Kaijō Jaitai, to bring the Ombudsman Program to Japanese sailors and families. It might be difficult to implement the U.S. Navy's system because of our cultural and organizational differences. However, we would like to implement something similar so that our members can focus on their missions. Petty Officer Jacob Allison, Yokozuka Naval Base, Japan


Hi there and welcome. I'm the Technician Projects And today's tutorial is going to show you how to layer up tracks in GarageBand ready for editing So we're going to start our tutorial today on the GarageBand screen, and we're going to choose an empty project We're going to select an audio track, but the microphone one and press create Now that we have our GarageBand loaded, we're going to Remove these two functions on the side and the mixer on the bottom. So we have a blank screen We're just going to go to our finding now. I'm going to minimize the window a little bit Go to my finder and drag some audio files in to the project Just to show you how to layer things up. So we've got Couple waveforms here. I'm just going to drag and drop straight into GarageBand. It's as simple as that There's one There's two and there's number three Just going to minimize That's going to zoom out in the window using this function at the top You're going to click on your track two for example, and it will be highlighted You want to click and drag it to the end of the projects to the end of the first waveform really and Then zoom back in and you can like this is the best way to line it up for the function now I know that both these tracks have a bit of dead space at the end and at the beginning so you want to line up the Wave form of the second track to the slight dead space of the first track So it sort of comes in without a jump Now I'm going to pull over The bottom track as well and do the same and line it up In line with the dead space at the end of track two Now you can use your playhead flat which I'm doing here And you just line your transients up with your playhead and that should come in Just After the track is finished So now you want to export out you can either use command a as a shortcut or click and drag and select all files So we highlight all files. We're going to take off the click track We go to share export songs to disk Now we can select mp3 or WAV And I'm just going to title it layering If you enjoyed the video today, please leave a like rating and subscribe for more. Thank you for watching and see you next time


Welcome back, but the same we are resuming with the next panel. The focus, the topic in focus for this panel discussion is the importance of diversity and inclusivity in PR and communication. And ladies and gentlemen, followed by your round of applause, I would like to invite our panelists for this discussion. Please welcome Shivani Gupta, Managing Partner, S.P.A.G, Finn Partner, Harjeet Singh, founder Gutenberg. I must ask everyone to kindly offer their loudest applause as we welcome our panelists. Please welcome Nikhil Dey, Executive Director at Factors PR, Ashwini Singla, Founding, Managing Partner, Astram, Nanditha Lakshman, Founder and Chairperson, The Practice. Welcome panelists, kindly be seated. Thank you very much. And with the same, let's please welcome the moderator for this session, Jagruti Motwani, CEO and co-founder, Cha Chee. Hi everyone. It's my pleasure to have you all here for this panel, which covers a very important topic in today's times, that's diversity and inclusivity. You have been introduced to all these team panelists here. While we begin on the subject, we are all aware that PR is seen as a women's domain. And I'm happy that on the panel today, there are more male speakers than female. So maybe let's begin with that. I would like to ask each of you maybe starting with Ashwin here. What does diversity and inclusion mean to you? And if there is anything further on the subject that you would like to share. Interesting. Thank you so much. Look, coming from a land in India where diversity is a natural part of our culture and character, I think the rainbow reflection of our nation in the workforce is what diversity includes and inclusion means to me. But more importantly, I think it's not about the collection, but creating the opportunities for that diversity to flower and reflect in the demographics and the psychographics of our workforce. Let me give you an example. You made a very interesting point talking about the fact that we are now three people on the panel who are sent to be males. And it started with the fact that you are a women-dominated workforce. Let's break it down. Public relations by its nature, three out of every four professionals, is a female. But why is it that it does not reflect in the leadership of the public relations industry both in the consulting side? Exactly. And that's really interesting. So where does the fallout happen? Where does it sort of go out? And I asked this question at the Eco Summit where we were in Dubai recently. And I asked a lot of our colleagues, young colleagues, female colleagues, industry professionals. And the single most important answer they gave us is that they drop out of the workforce because as they get married and they have other priorities or they're difficult, they're not able to come back because they have children. So there are two sort of turning points in their life, marriage or they have a kid. To my mind, the opportunity that we need to provide is to enable that transition to happen so smoothly that we don't have that drop off point. So therefore, to me, inclusion and diversity is not about the culture, character, but creating opportunities for people to be able to live their lives and also be able to participate productively, at least at a gender level in that way. And then you can sort of take it into different forms. I'm very proud to say that at this point of time, three out of four board members of Astrum are my female colleagues. We've had three motherhoods, four weddings in the family, and none of my people have dropped out simply because we were able to create that balance for them. Right, this is interesting. I move on to Nandita and Nandita would like to know from you, what do you think about diversity and inclusivity and anything that you have felt biases in your profession and today into these times, how are you enabling a more diverse environment for your workforce? So for me, diversity, as Ashmi said, we've grown up in a very diverse nation and diverse culture. So for me, basically, diversity is really a way of life. Inclusion is really a philosophy. And I differentiate between the two. They're very different. I think I would like to take this whole aspect beyond just male and female, because there's just so many aspects to diversity. And we have, from the very beginning, had a very, very diverse workforce, in that sense, gender, ethnicity, language. In fact, off late, we've been even telling our people, asking our people, how many languages do they speak? Because now the work that you do is multilingual. So it's very important for us to even appreciate and understand different languages and the nuances of so many aspects. I want to take it a step further and say that it's just not to talk about our industry, but we represent so many clients who also require to go beyond diversity and inclusion just being an HR tick box. And therefore, how are we creating campaigns for our clients, keeping all of this in mind? So there's a huge responsibility. And finally, Jagratthi, with GWPR, we ran a kind of a survey to find out, how many women spokespeople do we actually see in newspapers, in the media? And it's abysmally low. Most of the people, even in the banking and finance world, where there's so many leaders sitting in the leadership positions. But when you look at the space, the real estate that the media takes up, it's mostly male. So I think we just need to really expand that philosophy.  To make it embedded in the organization. And I can talk about that later. Correct, this is interesting. Now I move to Nikhil. Nikhil at factors just completed 25 years of existence. I'm sure you have seen a lot of trends emerge and alter, evolve, change. How do you ensure that in an organization that is more than two decades into existence, how do you ensure that you're able to implement the new ways of working, including diversity, accepting individuals from all races, genders? Thank you. I'll start with a line I read somewhere about what is diversity and how is it different from inclusion that stayed with me says diversity is being invited to the party and inclusion is being asked to dance. So it's one thing to bring someone in, but then you can leave them hanging there and still make them feel excluded. And coming to where the rubber meets the road from this nice little analogy. If you look at the digitization of our business, so I think we are trying to attract more and more digitally savvy, digitally inclined people. And we're having to go far and wide outside the talent pool that's existing. And therefore what I sense is there are about 200 people in our firm who are quote unquote in the digital team.  We just moved into a new office. Today's are sort of inaugural and stuff like that. And when we were thinking about it, I remember, Ashwini, we had attended the editors of the World Conference a while ago. And there was a story that the editor of Al Jazeera told, which was about how they were trying to integrate digital people into their force. And they had about four digital people then who were sitting in one corner till the uplink went down and those people, where's my digital team? I need them and they were called in. And then they made those people sit in the center of the newsroom. And that was the story that he was telling about the structure of an organization is so crucial to diversity and inclusion. So part of it is structural, right? So you need to make structural changes. So in the new office, I've insisted that we have digital team members on each floor intertwined. So that's one part of diversity. And I'm just using this because it's a very real situation. But the question you asked me is that what are we doing at Adfactors to try and bring some of this alive? I would say we've created a millennial board which has 16 members. So trying to give young ageism is also part of diversity and inclusion. So the younger people, younger voices should have a say. And these 16 members come from North, South, East, West, all the languages that they talked about.  We've looked at gender. We've looked at religion. We've tried to factor in as many things as we could to give them, at least structurally, a voice. And now we have to nurture that. That's one of the initiatives that I think we're doing to bring about some kind of diversity and inclusion in the workplace. This is interesting. Thank you. I move to Shivani now. Shivani, what challenges do you feel an organization faces while implementing DNI in its true sense? Of course, working with people who are gender neutral, working with people who probably have a different ethnicity than the majority of people in the organization. Now it's a new culture shift we are talking about. We are talking about calling them they, them instead of he, she. So talking about these small changes to maybe bigger changes in the culture, what has your experience been? Thank you. So I think overall, like you said, cultural shift and adaptability and culture and things that evolve in, and especially I think from the past couple of years when we talk about millennials, Gen Z and how the thinking process and the lounge we were just discussing about exactly the same thing, how people think about and behave in a particular set of environment. So yes, I think it is very important for the leaders to kind of adapt to the newer generation thinking, adapt to the new ways of working in lifestyle, how they would want to work with in terms of the thinking process, whether the skill sets they come with. It's no longer the same that we, if we have a media relation person and he is just stuck up on just doing the media bit of it. I think it is important for us to understand even within the organization if the person's skill set is beyond what he has been hired for. So I'm taking it beyond the diversity and the point beyond that. So it's for the leaders to adapt and understand how the culture shift has been there. You know, when people are wanting to learn, people are wanting to change their skill set, people are wanting to evolve with the times and people are wanting to adapt to newer environment and skills. So the challenge definitely what I feel the biggest challenge is when you are two different, three multi-generational, you know, workforce is working in the same environment. And if somebody is not ready to adapt to that. So yes, organizations and everybody has to work towards it, which is probably like right from, you know, hiring processes, right from working on the, you know, the DNI committees that we have working on, you know, the training programs and the robust training programs that we talk about. So it is not just for the, you know, the newbies in the system, but it is for the leaders as well. So I think there are it's a very thought through process and thought through work in terms of how much what kind of training program would go for different set of generations and different set of people. So I think it's a continued and evolving employee manuals that you need to work on. There is no one set rule that you can stick to and you can work with that. So yeah, definitely, I think it's an evolving thing. Thank you, Shivani. I move to Harjeet now. Harjeet, we have spoken about what it means, what DNI means, what it takes to implement it in an organization, the challenges and other things in your career. How have you seen clients, you know, evolve and also your employees? I'm sure like all of us here work with people across generations. We work with Gen Zs. We work with millennials. We work with baby boomers also now and each set response to DNI in a different way. So what has your experience been there? Sure, I think what I wanted to sort of maybe put up there for everybody to also think about, we talk about DNI and particularly in the communications marketing space. We oftentimes see it a lot from our clients when we're doing releases and announcements about how they are sort of adhering to the sustainable development goals by the UN. All of this conversation started about a little over a decade ago when the UN sort of, you know, chartered the UN women to come about frame the SDGs for 2030 and sort of expanded how we needed to sort of as a world focus on that. The one data point, which is very particular to India, which is important. I think especially a lot of the younger team members here who are here. In the last decade, we have seen the workforce participation of women in India go from 26 percent down to 19 percent. And I would imagine if you looked at that data today post pandemic, it would have gone down further. And while all of the conversations and the messaging that we do as an industry is very good at that level, I think it's very important to realize that outside of the communications marketing space, the participation of women in the workforce is rather low. Is there something we can do to change that? Of course, you know, when I look at our own data, we work across four countries, we have 22 languages. We speak across all of our offices and, you know, we have a variety of cultures that participate. So we get a sort of unique view on this outside of India as well. But I think when I just look at the data from a global perspective, we still have a lot of work to do as a country, but also bringing more women into the workforce. And I was looking at some economic data comparing India and China. Women in China contribute 40 percent of GDP in India. It's only 17 percent because of that low participation rate. So India can be a richer country if you can have more women participate in the economy as well. And there's a lot of work to do for us. Absolutely, a lot to go. While we talk about it in PR also, I've seen because of the male and the female ratio, there are men also who face discrimination sometimes not at the level where probably you all are. But when they're starting their career, they may be put in an all women team and they may have reservations in taking orders from a female boss. I have also worked with people who are gender neutral. And sometimes it's challenging for them to adapt to the culture because there are very few people in the organization they can resonate with. What challenges, Ashwini, do you feel have emerged in your organization? If any, you know, my view now, Astrum's my third life was set up clear, made a successful genesis. Of course, became the gold standard in public relations. And then now Astrum, one thing that I consistently maintained over the last 25 years in the career is that you remove the world discrimination of any kind in selection and promotion of your talent. At the end of the day, what matters is talent. It doesn't matter the orientation, the religious orientation, the sexual orientation, the gender orientation. When you can remove that lens from your organization and embedded as a part of your culture at the leadership level, then you will automatically do the right things. Now, whether you want to set the examples to sensitization, training to do all of them so that people who are not comfortable in that environment become comfortable, that's all part of the course. But first and foremost is does your character in the organization reflect zero discrimination of any kind? And if you refuse to tolerate that, then automatically it will come. For example, first and foremost, does leadership necessarily need to reflect in age and experience or it needs to reflect in expertise? Question, ageism, as Nikhil mentioned, is an important aspect. You can take away that lens and it doesn't matter the best talent gets promoted. It doesn't matter how old or young or whether female male or whatever orientation that may be. My you would say, hey, somebody who's working with documents cannot be visually impaired or cannot be differently able My general counsel in Genesis for five years was somebody who was differently able, was visually challenged. Fantastic lawyer. Today, he's one of the most successful lawyers in a in a leading law firm, right? So it doesn't really matter. In my view, I remember somebody, a young guy, we used to go for this annual on offsite. And that I will remember that every Easter we would toodle off to Rishikesh. One young guy sent us an email said, hey, this lent. It's a it's a it's a it's a day when we feel right. And that day we said, stop. This is Easter weekend is not going to be the one that we are going to go toodling off and doing our annual offsite because obviously we are insensitive to somebody else's religious belief. So the question is if you remove that discrimination of any kind in your organization, then automatically all of this will sort out over a period of time. I can just add to that, Jagruti. I think, you know, as a when I founded the firm, my the first few hires were all, you know, female even and across the twenty two years that we've been in existence, you've kind of seen it's cute towards women, right? So and now with male colleagues who've gone through the you know, the whole, you know, the lifespan of getting married and having kids. And one of the things I always say is that, you know, you have to be an equal partner at home. So you need to go out for your PTAs, you know, parent teacher meetings, you have to attend everything. And, you know, I've seen the struggles of my male colleagues as fathers and trying to be equal parents at home. And I think one of the most important things is as we're trying to create this environment in the office, I think reinforcing the message that diversity and inclusion will just be catch phrases. If we are not talking beyond and don't take this conversation to society and and that, you know, we need to bring that in the societal conversation into the workforce and also take what we're talking about in the workforce back to society. So it's a huge amount of struggle for male colleagues who are going up the ladder, taking on new responsibilities, both in life and at home. So it's real, actually. Right, Nandita, I agree with you here. Now a question for the audience.  Yo. So just three, four, five, six. No, you have to change. Yes, please. Why you are saying that discrimination is only at the workplace. Discrimination, I think, starts from home. I agree. We are discriminated from at our homes only that we are somehow not permitted or we have, we have something within. But due to, as everybody said, that due to some responsibilities, due to some work at home, due to taking care of our elders, we are being compressed and we are not we are not able to come out and show our capabilities to the world. So I think the question is where ever we are being discriminated, whether it's home or whether it's workplace. I think there must be many females. You're right. And I think many aren't showing their hands, but all of them, if they reflect on their lives, they would have felt discrimination at some point or another.  See, fortunately, it's not been like that. And when I started my career, it's, you know, it has been predominantly a men driven PR industry that time. And of course, when I moved to the corporate ladder, I was with one of the corporates where it was the whole floor was just full of men and it was more like, you know, the business people. And I was the only Popcom person there. So and to my surprise, everybody was like, you know, very contributing and very supportive of in terms of, you know, OK, a woman is there and in terms of a Popcom, you know, section is there. So I think people are receptive about it. But to answer her question, yes, you are right in terms of, you know, how the conditioning of women is done right from, you know, like the beginning, the societal changes. And over here, we are not just talking about, you know, the Me Too thing or Black Lives Matter. We are talking much beyond that. We are talking about, you know, how the conditioning can change, how the skills offer people, you know, how diverse skillset we can bring on board in terms of within the organization and how adaptive people can be. And if we are talking about bringing different skillset and again, the conditioning starts from homes. Conditioning starts from the society. So I think when you're talking about challenges, definitely whether it's, you know, men or women, I'm sure a lot of people face different kind of challenges. And maybe, you know, I just went to see this movie, Dr. G, the other day and I saw how he was bullied by women. So it's not about that. I think it's about how whatever environment or situation we are in, it's how strongly we and how positive we are to deal with that. So this is how we need to condition ourselves. We need to condition our people around us, whether it's your people at home, whether it's your team members and how the whole work starts from you. That's the whole work starts from us to build that environment. So that's what. Right. Now, I'll take this question to the male members on the panel. If you have felt the discrimination and if you can share any examples, I definitely have. And in this industry, as we started saying, it is one of the few places where I think there are many more women who are naturally attracted towards the industry. And I can tell you, I can't tell you which companies, but I can tell you that have been companies where I have applied for a corporate communications role at a senior level. So it's not only at a junior level and I've been told quote unquote unofficially that the PR role is a diversity role. So you don't stand a chance. Don't even bother to apply. OK, so that's real. And one has to accept it, right, because this is one of the few places where I feel a male member is discriminated against, but there are many, many more women are. But I just want to make one point outside, because if you see, there are two panels today, one was on gender and this is on diversity. And I know that the man movement thing gets a lot of airtime here. But a very, very important part I feel of diversity and inclusion in our current post, I won't even say post, but pandemic environment is around neurodiversity and mental health because there's there's a lot of pain and problem hidden under smart outfits and a smile. We've gone through a grueling few years and it's showing up now in the workplace. And I feel we are ill equipped to deal with it. So when there is a problem to do with, I don't know, let's say a sexual harassment case, there's a posh committee, there's a set of prescribed rules, you know what you need to do as an organization. When I have a team member who is going through a really tough mental situation, right, could be depressed, could be harming themselves. There could be so many situations that emerge in the workplace. I am genuinely struggling to figure out what can I do to as an organization be most supportive and inclusive and accommodating of them. And I know there are answers out there, but I think it doesn't get enough attention. It's that thing that we say, OK, we'll deal with it quietly. So I do think neurodiversity and mental health is a big part of diversity and inclusion. Agree there. Thank you. I was very fortunate that I experienced discrimination as a student and not as a professional. And interestingly, I was supposed to be chosen as the best student in my college, but I instant got the most dedicated student award because the best student award had to be given to another student who hadn't got it. So to that extent, I felt cheated that. Therefore, in my mind, I go back to to the same point that I made it a purpose of my life to ensure that the only thing that matters in life is merit. We need to be creating an environment of equal opportunity without any lenses, mental, age, gender, otherwise. That's I think number one, which is the more important part that you should. If you if you create an opportunity, if you create opportunities for people to succeed, then the best people will succeed. And and you don't have to do anything special. What you really need to look for is to create a culture of support for anybody who may struggle with those issues and be able to guide them, support them and not judge them. Look, it can be. I'm, you know, you know, gender diverse environment and I feel that I'm not able to cope with it. Will I reject that person to say, hey, you can't respect women or you can't work in a women dominated environment. Therefore, get out. My job is to support vice versa or otherwise. So I think the two aspects that I would like to say in the end is one, be an equal opportunity environment in respect to where you come from and create support mechanisms as maybe because in this business, we're in the knowledge business. The only thing that matters is our people. Like you said, if people are in good shape, they perform well. They have a good environment. They are in good mental health. They are happy coming to work. Everything is OK. So my focus as a as an entrepreneur has always been my people first. No matter what, I will do what we need to make sure that they are in a good shape. Great. This is this is really good to hear. So personally, the the only discrimination I faced I've spent most of the last 30 years in the US was racism. And this was at an immigration going into New York.  He was American, but clearly his ancestors came from Poland into the US. And I he's like this is right after 9 11. So everybody was very sort of up in arms about any foreigner coming into the country. And I said, you know, your last name seems to be not from this land. And that's pretty much true of most Americans today outside of the Native Americans who actually come from there. And he just shut up, just stamp my thing and let me go. And I think we have to stand up and fight back to your point. I think the earlier data point I gave if the women's workforce participation is 17 percent, we have to first acknowledge that there is a key issue that we all need to work together to kind of push back. And I think this industry is probably the best boys because there are more women in the industry. One of my favorite quotes is from a German playwright, a guy called Bertolt Precht. And he said about art. He said art is not a mirror to be held up to reality, but it's a hammer by which to shape it by. And I think this industry has the ability to hammer diversity and inclusion in the minds of not just our clients, customers, but in general about how we can change cultural attitudes and bring people into a more diverse environment and workforce. To me, that's very important. Thank you, Harjeet. It's almost time to wrap the panel and I'll ask you all one last question. That is, you know, mental health as a subject, but did not get an opportunity to discuss it in this panel. So, you know, if there is one advice for you that you can give to people building businesses right now, people like myself, we started Chaachi about four years back and all our great veterans. I've seen growing up. So any advice for organization that are nimble and just beginning their lifetime? What do you think they should do to ensure that they have a healthy culture and a healthy environment for their people? It's simple as long as you have a culture of acceptance. I'm a parent. I was a professional. My wife was a professional. We had a single child. We all struggle and we struggle with different roles. Sisters, brothers, as long and again, diversity as I said, right? It doesn't really matter as long as you build a culture of acceptance and you create a support mechanism for anybody to first say it's OK for me to ask for help. The biggest issue with mental health that I see is our inability to accept the fact that I have a problem and I need help. Now, we have, for example, we have a we have a psychologist and psychiatrist available on retainer for our anonymously for our people to consult. We don't ask questions. We don't ask who we have no details in session, but we make sure that somebody is available in a safe environment, in a secure environment to be able to have a conversation and seek help and guidance. So therefore, again, accept and and make the investments needed to provide that environment for people to say it's OK. I can take help and there's no issues. On that point, creating the infrastructure to support is the first step, but it's it's it's not enough because I'll give you an example of the first things I did when I joined a year and a half ago is in my first month, I picked up the phone and I dialed our EAP employee assistance program number to fix a appointment with a therapist for myself. I had gone through a tough time. I felt I needed help. More importantly, I wanted to test and let my team know that it was working and it was OK. And I found out some really interesting things. The first time I used the line, it took me about a day because I was a new employee. My number was not registered. So the limited point I make is as a leader, if you have set up these systems for your people, test them yourselves, use them yourself. And then when a team members in a difficult spot, you can tell them with full confidence, use this. I've used it. It works. And that legitimizes it. That gives them the license to say, OK, if he's open enough about it, maybe just maybe I can do it too. Thank you, Nikhil. And there's a lot. It's not just about performance and non-performance anymore. There's a lot that goes on in between. And as leaders, setting up businesses. We need to observe and listen a lot to know what's going on because it's not as crystal clear as it used to be in the past. I have to agree with Nikhil. I think the most important thing is, as leaders, we have to create an environment where it is absolutely OK to ask. And we have to actually, if we need help, we have to ask and make that environment so easy that anybody feels comfortable to do that. It's not easy when you get larger and larger. It becomes harder because people work in different geographies. And I think one of the things that's accelerated this issue is this work from home hybrid model, which to me, the flip side is a phenomenal opportunity for diversity and inclusion. Because if I'm a newly sort of married person and I have issues of kind of going out of home to work and I'm in a tier two, tier three town in this country, now today they can get jobs. It's important, right? Or if you are a single mother and you need help, there are opportunities to build on some of these networks that are out there. But the question is to ask and create a culture where it's absolutely fine to ask any question. Sure. Thanks, Harjeet. Closing remarks from you. So yeah, I think I'll get a shot. I think it shouldn't be, for an organization, shouldn't be just a buzzword. There has to be an intent behind it. And you need to keep working towards that intent is what I would just say. Thank you. Thank you, everyone. Thank you, everyone, for attending the panel and listening to us.  Thank you, panel.


How can you live for yourself and not end up a narcissist? Well, because a narcissist is obsessed with himself, but it's obsessed with how other people see him. And that's not living for yourself. Somebody who really lives for himself, if you've read The Fountainhead, The Fountainhead is excellent here. Because in The Fountainhead you can see that how to work is is nowhere near a narcissist, but he's completely living for himself. But he doesn't care what other people think of him. That's exactly what he means to live for yourself. He doesn't care how he looks to other people. He cares how he is with himself and with reality. He cares about his own values. He cares about his own life. He cares about his own love. Narcissists values a second hand. Narcissists, it's all about other people. And it's all about superficiality. Narcissists are not traders. It's about themselves, but it's a self-destructive form. It's much more closer to lone wolf type form, but they're not complete lone wolves because they need other people's approval. They need other people's confirmation. They need other people's pat on the back. I mean, if you want to see what a narcissist looks like, I think Donald Trump is a good example. I really do.  I think what motivates him is the perception of other people of him. He gets his pseudo self-esteem from others. He is not a trader. He is an exploiter. He has no principles. It's all about him in the most superficial sense. To live for yourself means to live. To live for yourself means to live, which means to be guided by reason, to be guided by reason in choosing your values, to be guided by reason in choosing values that promote your life and ultimately your happiness. That is what a narcissist is.  What we need today, what I call the new intellectual would be any man or woman who is willing to think. Meaning, any man or woman who knows that man's life must be guided by reason, by the intellect, not by feelings, wishes, wins, or mystic revelations. Any man or woman who values his life and who does not want to give in to today's cult of despair, cynicism, and impotence and does not intend to give up the world to the dark ages and to the role of the collectivist. All right, before we go on, reminder, please like the show. We've got 163 live listeners right now, 30 likes. That should be at least 100. I figure at least 100 of you actually like the show. Maybe they're like 60 of the Matthews out there who hate it, but at least the people who are liking it, I want to see a thumbs up. There you go. Start liking it. I want to see that go to 100. All it takes is a click of a thing, whether you're looking at this, and you know the likes matter. It's not an issue of my ego. It's an issue of the algorithm. The more you like something, the more the algorithm likes it. So, you know, and if you don't like the show, give it a thumbs down. Let's see your actual views being reflected in the likes. But if you like it, don't just sit there, help get the show promoted. Of course, you should also share and you can support the show at your own bookshow.com slash support on Patreon or subscribe star or locals and show your support for the work, for the value, hopefully you're receiving from this.  So, yes, like, share, subscribe, support, like, share, subscribe, support. There you go. Easy. Do one or all of those, please.