This is a video that should be playing. Oh, this is the flag thing. Isn't that we need to interact with the thing once? My bad, folks. Not my fault for once. There you go. Look at that. So in the last episode, we were looking at features that were released in 2019 in stable Chrome, like web platform features. In this episode, we're doing the exact same thing. Yes, but we have four different features because Intel stuff, which is free APIs in one, made to the semifinals. Yeah, maybe choosing, but that's sort of roughly the same. And yeah, it's time for the next round. I think we should keep the symmetry and know you have to pick first.  Yeah. OK, OK, OK. I'm going to pick image aspect ratio. That's a good one, isn't it? It is a good one. Boom. Why don't you tell us about it a bit, or Jake? I absolutely shall tell you about it a bit. In fact, maybe even a lot. It probably does what it says on the tin, doesn't it? Well, I think you could question what the tin actually says, and I will tell you. I will tell you exactly what the tin says. This, we've all written stuff like this before, where you have an image inside a thing, right? Yeah, you with me? Yes. OK, good. The div has a width, and we're saying the image is 100% So it is also 400 pixels, because it is inside the div. Yes. Now, I know CSS. Traditionally on the web, until very, very recently, this is a very new feature. On the web, what would happen is your content would appear, and then the image would load. And point, yeah. Bad. Sad times. Layout instability, because it would wait for the image metadata to load before it knew how to lay out. Time for the aspect ratio hack. And yes, and there's the horrible thing where you put a position, where you put a padding top with the ratio. I always use the before things. Oh, to set the elements on top. Right, to set height, yeah, OK. And then you use position absolute to put the thing over the top, blah, blah, blah. Horrible, horrible hack. But if you want layout stability, it's what you had to do. But no longer. Now, if you do this, the key here really is that the height auto. Explicitly set to auto. Yes. It will take the width and the height that is set here, and it will use that to determine the initial aspect ratio. So even though it will not be 800 pixels wide, because it will obviously be 400 pixels wide, the browser will use these values to calculate the aspect ratio and then. Yes. I mean, I could have just put 8 and 6 here, because whatever. It doesn't matter so much if you lie about the content. But as long as it makes the correct aspect ratio, what will happen now is the content will appear and then the image will appear. You don't have to do any of these hacks. Amazing. Just that. So this is in Firefox and Chrome. This show landed in Firefox first. We should make sure to acknowledge that. Yeah, all of them. Yeah. But it's just landed. Just landed for us. It's a December feature. There you go. So what are you going to battle that with? So we have, let's take this, blob reading. Blob reading, excellent. Perfect. So are you going to tell us? I'm going to tell you a bit about blob reading. Looking forward to it. Although once again, it is what it says on the title. So you can get blobs in very many ways. One very typical use case is that if you have an input element type file, once you select something, you will get a blob or actually a file, which is just a subclass of blob from that input field. Now, in the olden days to get the contents of that file, you would have to use the file reader API, which didn't know about promises and was kind of backwards in general. It was bad. And you would have to have a separate callback for the error and you'd have to do horrible, horrible. So one workaround was that the response constructor actually takes files and blobs and they have the really nice text or array buffer methods that just give you a promise for that file in that format, which was really convenient. We use this in Squoosh quite a lot. We do. And now we can simplify it even more because the blob people were like, huh, that's nice. Let's just add these methods directly. Nice. So you can see we saved like 12 bytes. So this is really a high impact feed. And of course, they also can do streams, which actually, oh no, so yeah, responses are already streams, but array buffers is also there. I don't think Jason is on a blob, but only on a resource. No, it's not. Yeah, yeah, Jason is not on there. So if you want Jason, you'll have to go back to the text. Well, you get it as a text and then get it as a JSON parse. That's interesting. But yeah, but I do like, even though it's not a massive impact, it's just so much less mental overhead to keep in your decision. Oh, it's just a blob. I can just turn it into a text. The thing I like about it is that, although we had a relatively simple way of doing it, it was recognized that this is a gap. And a pattern. And actually, I think it's probably all, I would assume, hashtag I'm not a browser engineer, but that this was a fairly low effort addition for most browsers. But it just makes things cleaner. Because if you're new to the web and you were told about the other hack, people were like, why, why is it like this? Why, why, why, why, why? Well, now it's not. It's nice and simple and it works. But fine, let's move on. It's like, I don't know. Yeah, yeah, that's, yeah, there's, yeah. That's just so useful. Moving on. OK, OK, OK. This is me again, isn't it? Maybe I'll get one feature. You've been really unlucky so far. But maybe this time, this is images in the clipboard. Images in the clipboard. Boom for Jake. Going up against. Well, no. Oh, sorry. I forgot. Chill. I just want to see if I have a. Go on. Do you want to go on? Go on. Just break the system. Go on. I'm interested. Sharing. Against sharing. Fair enough. OK. Do your slides, mate. All right, all right, all right. So this is images in clipboard, right? With. Done. Done. Thank you. Do you need to know more? So this is, you fetch an image, you turn it to a blob. Yeah, yeah, yeah. As we did before. But now I can write it to the clipboard. This is something that requires permission from the user to be able to change their clipboard stuff. And it needs to be coming from a user interaction as well. So NativeF has been able to do this for a while. When you press, you know, copy and Photoshop or whatever, it would actually put the image in the clipboard. But on the web, you were not able to put. You could only put text in the clipboard. Yes. Yes. Unless you use, like, flash plugins or something weird. Exactly. Yeah, so this is another way around that. You can, you provide a type and provide the blob there, and it will put that in the clipboard. This is quite interesting because you actually provide a map from the type to the content. You can, like, that's for same content in different formats? Yeah, yeah, because the clipboards are complicated, right? Yeah. So you can provide the same thing in multiple formats. And that is one of the things that will happen when you copy something in Photoshop, right? True. You will copy it in ways Photoshop understands with the extra stuff. True. And then it will also just give you the bit. Right, so if you copy, like, multiple layers, it will keep a format that has multiple layers, but externally also a version, it's just a flat and bit map that you can paste into paint or whatever. Now, there is an interesting detail here that the browser will provide, like, it will sanitize what you do, like the image you provide here. Oh, really? Yes, because there are sort of hacks you can do where, like, certain kinds of image compression you can create, like, a bomb. Oh, like, PNG can be quite small, but decompressed to a massive bitmap. To massive things. So sanitization happens here. OK. Yeah, anyway. The other side of it is getting images from the clipboard. So again, use a permission, use a gesture. But here I'm going through all of the items in the clipboard. And, you know, for image types, you can now get them. Good. Again, sanitization happens. And this is just to stop things like XIF data leaking out that you might not expect from the web. OK. There is another proposal, which will. Oh, sometimes I might want to have that, right? Like, maybe I'm an app that wants the XIF data. Yes. And so there is proposals for raw clipboard access, like, to get other kinds of formats and other things as well. So that means you actually have to opt in that you are now taking over the responsibility for the resilience to weird data and whatnot. That part, so this part. Has landed. Has landed. The other part is still in discussion. I see. And that is it. So over to you with sharing. Over to me with the sharing. Yeah. So sharing is also a two-fold, a two-for-one, if you'd like. OK, so sharing. OK.   I actually want to tweet about the thing that I found. And that is now possible with the Web Share API, where you can actually tap into all the other apps that are available by triggering this kind of. So that was triggering the Android built-in sharing system. Right, right, right, right. And iOS has the same kind of a similar system where you can say, hey, I have this piece of data. I want to give it to another app, which apps can take it. And this is basically something that sits on Navigator and you just say, hey, I want to share this. And here is a bit of text. And you can even put files in it. And then from there on, basically, the user flow takes over. Interesting. So I think we've been able to, is the sharing thing this year? No, I think the share itself has been around for a while. But now we can actually share images. And right, excellent. OK, right, so you can share an image to Twitter or something. And correct when I'm wrong. I think the operations actually inspects the MIME types of the files. And through that decides which apps can actually handle. Yes, yes, that is typical. Yeah, that is exactly how it works. So this is the use case where you are an app and you want to share to another. But what if you want to declare that you can actually receive these kind of share operations? We did an episode on this at some point. And so this is basically the TLDR, because we're in the native photos app, Android photos app. And we can see that Scrooge is actually in the list of apps that can handle it. So what you see here, we just shared from a native app to an installed web app, a PWA. Excellent, yes. And this is exactly the case we did in a whole episode about this. Because for us, it's a major use case in Scrooge that we actually are now in the drawer. Like, you're in any app, and you're like, this image, I like it, but I want to compress it or crop it or whatever. And you can just use Scrooge. Brilliant. And that is done by declaring yourself as a shared target in the manifest, where you say, if you ever have a share, dear operating system, please post it to me on this endpoint. And I accept files of this MIME type. I accept other files of other types. You're all declared in there. The operating system knows which endpoint to target. So this is PWA only, right? Yes, you need to be installed. Like, you can't just visit a site. That alone won't make you appear in the drawer. Only installed apps will actually have the privilege. So these features together, it means you can share from a web property to a native app via the standard operating system way. But you can also do it from a native app to a website. But it also means you can do it from two web people. You can go from web to web. You can share from Squoosh to the Twitter web app or vice versa. That works. And so once you've done this, just to complete this. So the other part of this is how you would catch this post in your service worker to make it all work offline. But we don't need to cover that here. We've done a whole episode on it. Yeah, we should link to that in the description. All right. All right. All right. Cool. So that leaves us with a, ah. Will I? Will I now, for the first time, win around? Because I think I will. I think you've won this one. I mean, images in clipboard is cool. But it is also definitely more niche than sharing. I think it's straight up the sharing thing. Like when we did that thing with Squoosh, where we were able to share from Google Photos straight into Squoosh, that was like, wow. Such a new capability. Yeah, this is the web app feeling as native as I've ever seen it. Yeah, I agree. Go on. Give yourself the win. Boom. There we go. Sharing will advance to the next round, meaning that we have the aspect of sharing versus image aspect ratio. Two aspects there. So this is a difficult one, because we hit against, and we had this problem last year when we were looking at features, is we end up with quite a sort of a large feature that you use in maybe a few places versus something that a problem hit all of the time. It's like a low level, powerful capability versus high level, very simple, but incredibly impactful and effective attribute almost. Yeah. So like I said, when I first, especially sharing from native to web, that just blew my mind about how like this is a native experience. People would use this without realizing they're on the web. And the image aspect ratio thing, though, there is every website I run into this. True. However, I would argue that the workaround for image aspect ratio is not horrible enough to outweigh the benefits of the new capability that is sharing. That's true. There is no workaround for the sharing thing. And so I would argue that sharing should advance. Because I know the aspect ratio hack with the pseudo and whatever is horrible, but it is also fairly doable and contained.   Oh, oh, that really happens.  I'm trying to think. I'm trying to think. Yeah, you're right, sharing. Yeah, sharing. Yeah, sharing. OK, fair enough. Boom. And that means we will now have. Oh, we can figure out our first finalist. First finalist. Look at this. Because this was in the previous episode where we selected. Intel stuff was our first semi-finalist. We found our second semi-finalist, which is sharing. So to summarize, Intel stuff was ways of moment JS. It's turning numbers into, like, 15 seconds ago, or like. Into strings in different languages. In five minutes. Into strings in different languages. Units. I have definitely, I mean, even on the Chrome Dev Summit website, I messed up some of the code it takes. Because I didn't want to include the whole of moment because I just had a little bit of time display. And I didn't mess up the code quite spectacularly for that. Something like Intel would have solved that for me. It's not a bit of code I feel like I need often. No. But it would have saved me there. Then again, sharing also not that often, not every.  And it is PWA only, the sharing. Well, OK, no, sharing from a website to native. That would work without being installed. Just receiving shares is for installed PWAs. But then if you're on a platform where it has a native sharing API, that horrible set of icons you get for sharing to all of the other services that you see on new sites and the amount of code that that adds that goes away with this. Again, here I would argue that Intel stuff can be polyfilled in a way. Yeah, big polyfill, though. I don't know if they're smaller ones. It can be big. I would argue that something could be small, depending on how many languages you want to support. That's true. If you are just supporting a single language. But sharing is an actual capability that was impossible to do. Again, I'm going back to that feeling I had when I was able to share a photo straight into the app. And it's not just photos, it's any kind of files. So you'll be able to take the raw stuff. Because I know you've been messing around with a raw image processor. So you'd be able to, like, if you've taken raw images which you now can with phones, you'd share that straight into it. Yeah, OK. Yeah, I think I agree. I'm not, I'm not, yeah. I think this is a really, really close one. But yes. So we've found our first finalist. And it's one of yours. I know, the reverse sweep. I like it. All right, so in the next episode, we're going to whittle four or more down to our other semi-finalists. And then we're going to find out. All right, until the next episode then. Over to you to tell us what that is from why. We can cut out those gaps. Fine, isn't it? I'll try to keep it quiet so it's obvious it needs cutting. But no, Jake has to talk over it. And to actually have to make it explicit. Sorry. Cut. Action. Is Lucas going to edit this? Hi, Lucas. Hope you're enjoying, once again, doing four Christmas episodes on top notice. I'm going to keep this in my hand for continuity. Action.


Hi everybody, Joe for jaspyscasebridge.com. Happy Friday, Nick Jaspy right up there on the screen ripping open those boxes for you. Remember, we put the pink X's right there, so you know they're from the same case. All three of those have those. Now, if you're wondering why six is happening, six filled before five. So we're doing six first. I don't know why that happened, but sometimes it goes like that. We're also giving away the pelicans because we didn't sell the pelicans. Assuming we baked it into the price of the break and now it's being given away to somebody in here. So thank you very much. So you got a one in 29 chance to get the pelz. After seven, one, two, three, four, five, six, and seven in final time. After seven, I said seven, right? Yeah, two and a five, seven times. Name on top, congrats to Bobby Bursky. There you go, Bob. Congrats to you. Let's find your name on this list here. Bought the spurs, got the pelicans. Wow, one piece. I think it's just one. It's like a $20 team. Yep, he bought just the, bought the spurs, ended up with the pelz. Pelicans would be about like 300 bucks in it. In a three box break? Yeah, there you go. 350, that's pretty good. Excellent, all right. So we're printing right now. I'm trying to tell people to get those cheaper teams and your entries. No one wants to listen. Free advice. Bob was sharp though. That was a sharp play. All right, there you go. Thanks everyone for getting in. Get a worn buffet chair and shock tip. Retail edition, six filled before five. Five will be next. And there's everybody right here. We're watching Sun's Bulls force grand, not happy with Dan Marley. Very much. And away we go with box number one. A lot of incredible stuff in here. Are we shipping all cards in this? No vet base. No vet comments, all right. Except for Yanis, Luca. Kobe, LeBron, et cetera. And obviously inserts like this will ship. All rookie cards will ship. Cam Johnson, Green will ship. And I'm sleeping. Silver Steph Curry will ship. That's pretty cool. I sleep all the big rupees, so. Adam Poverman. In case you pass by him. There you go. Jeff Teague. We're a little backed up, so we're trying to move a little more quickly than usual. Dame, RJ Barrett, Bruno Cabloco, Silver, Malik B. So those red waves I'm passing by, they're not numbered either, but obviously. They're parallels, they will ship. Nice RJ Barrett base, RJ Barrett for the Knicks. That'll be for Rob. That might cover a spot. RJ Barrett, Chumo Kiki. And what do we got? Familiar stance? Kobe White? No, Ignis. Ignis Redzikis. And Quinn Cook. There you go, from my Lakers. If this NBA season doesn't happen, the Lakers will maybe have two people on their team. Everyone's on like one year expiring. I think LeBron can opt out or something like that. AD is on his last year. Isn't that crazy that Godric got robbed of World Series and then the Lakers probably got robbed of a potential change of season? AD doesn't resign, Mookie Betz doesn't resign, LeBron leaves.  It's KCP, Kyle Kuzma. It's a Verdugo-less Dodgers. Oh, Dravel McGee. We're still probably paying Luel Dang. Timothy Mazga. I think he's gone. Jameret Emergent goes to Nassie Shearer. You don't have to face the year of death. Fox2, I don't know. I think that's what got Cup Trek fired, actually. That was crazy. And the failure to pull the trigger on the AD deal, like two years ago, anyway. Nassir Little, Silver Rookie. Please God, NBA, come back. All right, Rookie Silver goes to Rolf and the Trailblazers. Silver Kevin Love and the auto is Alfonzo McKinney. So both autos so far in the Pacific Division that goes to Adam Copperman and the Warriors. Cam Reddish, Red Wave, Silver Damien Lillard. I like that. I was still on the team next year. It could be, it could get really bad, really fast. That's the scary part. No, but where will the brawn go? I don't know, whoever's gonna sign brawny. Yeah, but that's not for three years. That's true.  Penny sleep was not very strong. All right, there we go. It's for Yannis for the Bucks. Phil with that. And then we got Rob with the Mavs, the second year Luka. Myers Leonard Green, Silver Surjabaka and Jason Kidd. And here's the third box here in Retail Picker Team number six, which filled before five. Five is coming up right after this. Buddy Heald Silver, Yannis Hyped, Green. Emergent Tyler Hero Silver, Dan Smith Jr. Joellen Bede Silver, Grant Williams Green, and Montrez-Harrell. This was a divisional. The Pacific would have gotten all the autographs. David C. with the clip show. Neri Weatherspoon, Silver Pal-Gasal, Joe Harris, Kyle Lowry-Redwave, Courtney Lee, Deandre Hunter-Rookie Silver. That's for the Hawks, that'll be for Joe. LeBron, Nikhil Alexander-Walker, Kyle Guy, Silver, Jalen Brown, Nada Rookie, still nice, still will ship. Seku, Luka, and Langston, with LeBron James here at the end for Chris Bay and the Lakers. There you have it, ladies and gentlemen. Joe for JaspysCaseRakes.com. Another one of these coming up, and I'll see you for that one. Bye bye.


Journal report, we might spend a little bit more time on the journal report later, but if I open this up and check it out, close in this, I'm gonna go from 010122 to 123122 and run it. Notice that this report gives you gives you all the information in a journal entry format. So quite nice report if you wanna basically see what has been done over a certain period. And you can also try to look at the debits and credits by looking at each of the forms that were entered and then trying to see what the actual journal entry is, not just from an increase and decrease perspective, but from a debit and credit perspective. You might also use this form for billing purposes to try to count the number of journal entries and try to send me a bill based on the number of journal entries. This is a great report for reviewing as a supervisor, for example, to see what other people have done. It's cause you could say what have they done in terms of data input over this timeframe? You could see the types of transactions that they're using. It's also a type of useful report to sort by transaction type because you have all these different types of transactions and you can focus in on say invoices and whatnot and see what the standard journal entries are for say an invoice.  Now the reason it might be an accountant report here is because it has a debit and credit column. So anything with a debit and credit column is probably put in this category by QuickBooks because QuickBooks is gonna try to make the data input as easy as possible without debits and credits.


Welcome back everyone. It's that morning coffee break on the second day of the rick.  But I can promise you a really engaging and fascinating discussion during the next 45 minutes for this special plenary session. Special plenary session entitled Changemakers, Building a Path to Gender Equity. I'm pleased that we've instituted these special plenary sessions in the rick scheduled to highlight cross-cutting issues and special topics and I'm particularly excited to participate as a panelist in today's discussion. Gender equities essential for organizations to perform at their highest levels and nuclear safety agencies are certainly no exception. A diverse workforce enables a broad range of perspectives that contribute to enhanced decision-making and problem-solving. By not focusing efforts on gender equity, organizations will miss out on valuable viewpoints as well as let's face it just a vast pool of talent. Some of you may remember a special plenary session at the 2022 rick in which former president of the Canadian Nuclear Safety Commission and all of our good friend Ramina Velsche discussed the role of women in the nuclear safety community with the NRC's own Brooke Clark. I'm pleased to expand on those discussions today with an esteemed group of panelists from around the world who will share their personal experiences with gender equity as well as their organizations initiatives that relate to this subject. At the NRC we've been actively seeking opportunities to eliminate barriers but like most organizations we have a lot more to do. In order to remain focused on this crucial issue I'm excited to announce Andrea Cook, the deputy director for engineering in our office of nuclear reactor regulation as the NRC's new gender champion. In this role Andrea will provide executive oversight of the agency's participation in international gender related activities. She'll also serve as a focal point to advance agency efforts to improve gender equity within the NRC. Andrea brings a wealth of knowledge and experience to this role and I'm excited to see her make it her own. Andrea is taking over from Brooke Clark who is now serving as the NRC's general counsel and I'd like to thank Brooke for all of her efforts as the NRC's gender champion. Brooke you've been a great asset to the NRC's initiatives in this area and I know you'll continue to be a strong supporter. Now as one of Andrea's very first duties as the agency's gender champion is to join me up on stage for this plenary session. She's graciously agreed to serve as a moderator so that I can join our panelists and without further delay Andrea the floor is yours. Thank you Chair Hanson for the introduction. I think I speak for many of us in this room and outside of this room to say thank you for your leadership on gender equity issues. I'm welcoming the role that you've given me as a gender champion of the agency. I'm really looking forward to working with my counterparts across the agency across the federal government and with many of the people in this room internationally on gender equity issues. I'm really excited to be part of this panel today. I wouldn't consider myself to be one of the esteemed panelists but I'm really looking forward to hearing from our esteemed panelists because they bring such a wealth of knowledge to these issues and I think it's going to be a very engaging session. So for the audience we're going to hear from our panelists and we do have some questions for them to answer. Unfortunately given the time constraints we have for the session this morning we're not going to be able to take questions and answers from the audience but it's going to be engaging nonetheless. So without further ado let me go with introductions. First we have Ms. Annemiek Bohaus who's the chair of the authority for the nuclear safety and radiation protection in the Netherlands. She's held this position since 2020. Chair Van Bohaus is also the co-chair of the strategic working group of the International Gender Champions Impact Group on Gender Equality and Nuclear Regulatory Agencies and you know we need an acronym for every long term. So the acronym for that group is IGCIG. She brings just a wealth of experience to this role. I can speak firsthand for that just in the short interactions I've had with her through her previous work with the United Nations Drug Program and also as a strategic policy advisor to the World Health Organization. Next we have Ms. Dita Kahomo who joins us from South Africa where she serves as the Chief Executive Officer of the National Nuclear Regulator. In addition to this role she's also the chairperson of the South African Council of the Non-Proliferation of Weapons of Mass Destruction. She's an executive coach and she also is the co-chair of the IGCIG. Next on our panel we have Ms. Maria del Pilar Lucio Carrasco who's a commissioner at the Nuclear Safety Council of Spain. In her role as commissioner she actively works with public and private groups to raise awareness about knowledge on the in nuclear sector issues. She also engages those folks to make sure we're having stakeholder involvement in many of the issues that we are dealing with in the nuclear sector. Next we have Ms. Jennifer Yoll who's the vice president of the Nuclear Energy Institute's Technical and Regulatory Services. Before joining NEI she was the director of the reactor safety programs at Jensen and Hughes which is a consulting company for nuclear energy where she dealt with advanced reactors, thermal hydraulics and regulatory affairs. Jennifer also previously served here at the NRC for 23 years in various positions one of those being the position that I'm currently in as the deputy office director in NRR. She was also the deputy office director in our office of nuclear regulatory research and she was the director of our office of new reactors. Finally and really needing no introduction is our own chair Hanson who's had held his position since 2021. This was following two decades of experience both the private and public sectors in nuclear energy. He is also a member of the International Gender Champions Impact Group and obviously he has spearheaded gender equity initiatives here at the NRC including appointment of my new role the gender champion. So I'm really looking forward to the panel discussion today. I think you'll find that the panelists have a wealth of broad experience in this issue so we're looking forward to hearing their perspectives and on that note let's move to our first segment which is kind of a creative segment and I'm really looking forward to this. So to kick things off we're going to allow you all to hear a little bit more about our panelists background and provide some context for the discussion. Each of our panelists has agreed to share a photo which means something to them in terms of their interest in STEM or gender equity issues and to tell a little story behind each of the photos. So I love this creative way to really break down barriers and build understanding between the panelists. So without further ado we're going to start with chair Van Bauhaus sharing her story. Thank you so much and it's really an honor and a privilege to be here on this panel and before you see the picture of the Dutch women's soccer team and actually in a match with the USA that we lost on the world champions but that's not why it's there. I know you're happy with that. We were a little less but I'm so happy to see this group. I grew up in the 60s and I love to play soccer so on the streets I played soccer with my brother and other boys and girls and then when we were 67 they all went into the soccer teams but there were no soccer teams for girls.   So that was a bit of a mismatch. Well I choose this picture because I see a lot of similarities. Girls that have not been really geared into stem functions and then you know along the line we won't get them. So times have changed. We do have women's soccer teams. We do have more more girls into stem functions and we do have more women now into the nuclear sector but there's still a lot to be done like there is also a lot to be done on the soccer. Still also an equal pace and other things but to me this is inspirational to see these these young women playing soccer and I hope there will be in the nuclear sector as many of these kind of bright young teams. Thank you so much for sharing that. What's what's uh comes to my mind when you talk to that story is the potential to miss all of the talent. For you it was soccer for us it's nuclear energy and stem and the importance of really capturing all of that talent especially with the work ahead of us. So thank you for that. Who knows I would have been a soccer player. Could have been. And so before we move on I just I would be remiss if I'd say you know the United States is looking forward to a rematch by Tom during the Olympics. Okay I think we should probably move on. So I think we'll move on to miss Kohomo for her story. Well thank you very much. Good morning everybody and thank you Cha Hansen for the invitation to be part of this group. So my story the picture that you have on the board is is a stock picture from the internet because I couldn't find the picture of my childhood doctor. So I grew up in rural in a rural village in South Africa and the only doctor within a radius of almost 80 kilometers was a man called Dr. Jerry Mamabolo. So he was our family um doctor and the the professionals that I grew up with. In my primary school years I would see teachers. My mom and my aunt were primary school teachers. I would see nurses, policemen and Dr. Mamabolo when I was sick. So the visits to his rooms left me fascinated because he always wore his coat white coat and he had his stethoscope on and I looked at this man I said I want to be like him when I grow up. So in my primary school years he would ask me what I want to be and I said to him I want to be a doctor. In my mind I thought so his rooms were like 10 kilometers from my village and I thought I am going to be him in my village so I'm going to be the doctor in my village. So I said to him I want to be a doctor and throughout my primary school years all he did and commissioner capital you'll be happy to hear this because this is a story of inspiration fascination and just encouragement. So what he did was he encouraged me to just do well because of course in primary school you don't pick what you study so he said to me do well and as I went into high school during the visits to his rooms he then asked me which school I wanted to go study at when I mean high when I when I go to high school and I said I don't know this was the later years of the primary school and he said to me I need to go to a specific school that was two villages away from where I lived because it was the best school for mathematics physical science and biology so he said if you want to become a doctor you have to go to that school so do well and get into this high school so I passed my primary school and what happened high school of course I went to my Hawaii high school this is the school that my doctor recommended of I went to my Hawaii high school I studied mathematics physics biology all the wonderful things in stem and the rest is history I ended up in university I studied chemistry and as fate would have it I got a sponsorship from the atomic energy corporation to go and complete my university education and I have worked in the nuclear sector since thank you what an inspiring story about how people individuals can inspire other people I love that thank you for sharing that okay let's move on to Commissioner Lucio did you want to share your story well first of all I I really want to to be grateful with you for having invited me I'm very honored to be here and to talk about an issue that is quite relevant in my professional life along my professional life and I'm still trying to to approach to this job as a commissioner now so if you see the picture I choose I'll say that once upon a time those girls and most of the women in here were like those girls in the in the audience and little girls plenty of curiosity plenty of interested in technical issues and now most of you have has become a successful professionals doing the job to dream of since you were very young I feel proud as a women to be surrounded for so many talented women I honestly feel admired by all of you but I have to tell you something my message today is not for you my message is for all the other girls like these ones that once in their early life dream about building sophisticated machines like a reactor for example but in their way to get there they just gave up why did it happen since I started working as a regulator for nuclear safety and radiation protection many questions like this one have arrived to myself related to the lack of women in a stem the lack of women in nuclear sector as a sociologist I'm very interested in knowing the deepest roots of social issues so I have analyzed several hypotheses to reasonably understand why there is an imbalance between men and women in the nuclear field I've been searching about substantial differences in brain structure between girls and boys on how they approach to maths or physics but I couldn't find any remarkable reason to explain this gap so far nothing to do with biological reasons another hypothesis are related with the influence of gender stereotypes in the decision of choosing a stem career in here I've found much more studies which clear conclusions one of the most interesting ones I've read is a report published in science journal in 2017 titled gender stereotypes about intellectual ability emerge early and influence children's interest so I began to pull the thread the research was done among children aged between six and seven the age you began to play soccer uh to stop playing soccer more or less like the girls you can see at the picture one of the main findings is that girls are less likely than boys to believe them that members of their gender are really smart and at this age they begin to avoid activities that they believe are only for what the children call really smart people of course the report is playing that this self-perception is far away from the real cognitive abilities girls actually have another study from sade school in Spain has shown that girls feel a 50 percent more stressed than boys when they make math tests they also manifest a lower confidence in their mathematical abilities so less than 20 percent of the girls that are more intelligent have the self-perception that they are really good compared to 40 percent of the boys who think they are very good it is important to recall as well that gender bias appears in competitive contexts where generally women feel feel less interested in another paper of 2020 assumes that the stereotypes may influence women decision to choose system studies it's been demonstrated that in countries with weaker gender stereotypes such as northern european countries there are less differences in the marks in math between girls and boys so these girls you can see on the picture are exactly at the age in which educational policies should intervene to break the barriers that can discourage girls to follow stem study studies we all can do many things to attract women to the nuclear field but still there is a huge work to do in education of fighting against stereotypes that are still rooted in our social mindset so to conclude my explanation of the picture i'll say it is on us for these girls to be or not to be sitting among us in the future that's my great inspiration to keep working on this topic very powerful thank you for sharing the i think those stereotypes carry through into adulthood and even as we enter into into stem field so it's really important um we'll move on to dr yule did you want to share your story oh yeah absolutely thank you very much i appreciate being asked to speak on this panel and i really resonate with all of the points that have been made here especially with the commissioner and her discussion about early education and getting away from pushing girls into jobs that or into activities that are more for girls versus boys and it starts very early um now thankfully i when i grew up my parents uh didn't really care if i was playing with barbies and i did um or playing with lincoln logs or legos and in fact my favorite activities were lincoln logs and legos and so i picture on the screen is from a recent bring your child to workday at nei and we asked the children to build a nuclear power plant out of legos and this is what they came up with and i thought it was you know pretty good pretty innovative there too bad we can't build them as quickly as we have a long way to go before we get there ready to license that yeah yeah right so uh but at any rate um at nei we really have bought into this concept of diversity equity and inclusion and playing our role in expanding the workforce so we are trying to work with legos to generate a nuclear power plant specific lego kit um so maybe next year we'll be able to display it here at the rick but i do think that engaging early with children so that we don't bring perhaps our own unconscious biases to to them when they're younger and it prevents perhaps girls from continuing into the the education necessary for an engineering discipline and in fact um looking back at some studies so i probably read some of the similar studies just in english not spanish and there was a discussion about when women apply for jobs ads was brought across all different technical areas and women will only apply to jobs if they are 100 qualified now you compare that to men who will apply to jobs when they're 50 percent qualified and again this was an objective study uh with no real purpose in mind out of a university um so you know we've got to ask ourselves what is causing this why are we selecting ourselves out as a gender and i do believe that the early interaction with children will make a difference um hopefully uh like i said we'll see a nuclear power plant lego kit next year um but we know why do we why do we need this why do we need women to go into nuclear well the future of the industry depends on it um the demanding or the demand for energy has never been greater and specifically the demand for carbon-free clean reliable energy is skyrocketing if we are going to be growing the role of nuclear power in the world's energy mix we need to grow our workforce and we cannot select out 50 percent of the population so this is what motivates us and we have a number of activities underway coordinated with the entire industry who believes in outreach to underrepresented groups and uh starting with women and other minorities in the engine engineering fields is the best place to start thanks thanks i really appreciate that and it seems like a maybe a common thread between all the stories is the issue you brought up about unconscious bias and um you know we don't realize sometimes it's implicit it's not it's not direct we just assume things are the way they are without thinking through what the implications of that so i really appreciated that and i'm looking forward to the nuclear reactor lego set maybe we can gain some safety insights from it here at the nrc i don't know maybe that would be innovative anyway so let's move on to uh chair hanson and his story oh thanks andrea and thank all of you for uh being here on this panel it's a it's a real pleasure and privilege to meet to be with you so um this picture uh i actually have no idea when this picture was taken this is a picture of me and senator diane feinstein it could have been any one of dozens of moments well i worked for her for six years in the in the senate and she was a she passed away last year last fall and and she was really a remarkable human being in so many ways she had of course as you might expect of a pioneering woman she had a lot of firsts right the first president of the board of supervisors for the city of san francisco the first mayor of san francisco the first woman elected senator in the state of california um and and as you might imagine also face obstacles right there was an attempted bombing at her house in 1976 in san francisco among other significant obstacles but it was really her um courage that i admired the most um she took a number of um principled and i think courageous stances on a number of really tough issues and whether that was when she was mayor of san francisco during the aids crisis in the 80s or right up until her time in the senate in 2014 with the with the torture report the cia torture report at that time which was when i just started to work for her and i i guess i wanted to display this this picture because with all of that accomplishment and she was a strong advocate for women if you were in the room with her she gravitated towards the women in the room i was in this meeting once where um there happened to be a member of the armed forces sitting along the back wall and of course she was surrounded by all the brass and they were all men and that was she was not interested right it was the it was the woman sitting against the wall and she said well what's your story well i'm a i'm a b-21 bomber pilot oh you know and that was a whole separate separate conversation but for me as much as she was a role model for women i think she should also be seen as a role model for men she should be a role model for everyone because that notion of role models isn't a gendered concept right and the things that that she did in the issues that she took on really tough um thorny issues of direct relevance to society and she always had this she had this litmus test for us that was always well how does when we would go to her and talk about what it was we were doing and the um uh among all of the other tough questions that she asked us and and she didn't take anything uh um uh for granted there was no uh um you know there was you did not walk in there with any of that regular assurance of a of a you know that that is often uh so typical of of of white men right uh she would have none of it she could not least of all she could smell fear but she would always ask us well how does this impact the the single mother in the central valley of california which was actually a really hard question for me given that i had a lot of like national security and research and development items in my portfolio that i had to go and talk to her about but i had to i had to have an answer to that question because that was that was the way she um that was the way she operated that was she wanted to know down at the local level what were the impacts of the decisions that we were making and again that's still uh there's just for me there's a lot to admire there and emulate and um consider when i'm faced with tough choices today again that notion of role model isn't a it's not a um she wasn't a role model just for women she's a role model for everybody so really appreciate that and um the idea of a of a role model and i love what you said about being a role model for men and women and i think both men and women can be role models and i think we'll get to the issue of allyship a little bit later but that that concept plays into that um as well so thank you for thank you all for sharing your stories and giving us a little insight into your background i think that really sets us up nicely for the really interesting part of this which is the q&a session so i'm looking forward to that um the next session um so let's move right into q's and a's um i'm going to start with a question that i think is at the top of everybody in this room's mind um we've talked about it already at the conference over the last couple days and that's the issue of workforce recruitment and retention um let me just set this up a little bit a recent international survey showed that women make up about 25 percent of the nuclear workforce with an imbalance between the number of women in scientific and technical positions and other functions clearly this shows that more is needed to encourage more women to enter the nuclear workforce and then remove barriers to their advancement so the question for our panelists is what progress have we made in closing this gap and what more is needed to build a strong pipeline of women entering the nuclear sector um so this one i'm going to start off with dr yule um given her role in promoting the use of nuclear energy and to get her thoughts okay well thank you and in fact we think in the united states the women are making up uh roughly 20 percent of the workforce for a nuclear power now uh as i said but or i alluded to earlier there are so many great attributes about nuclear power pretty much anybody you talk to is going to be interested in some way certainly there's a set of the population that don't trust nuclear power and i understand that but for the majority of people those that are interested in clean air they're interested in nuclear power those that are interested in carbon reduction and climate change they have interest in nuclear power those that worry about energy reliability absolutely we have the over 90 capacity factor for over the last 20 years the list goes on and on national security depends on energy security and nuclear plays an important role there as well no matter who you talk to they can be brought in to understand the benefits of nuclear power so we need to reach out to everyone doesn't matter their race their color their gender their age whether they have disabilities we need everybody to join the or anybody interested in nuclear power to one understand its benefits and secondly consider joining the workforce because as i alluded to before the expansion that we are expecting across the world is significant at NEI we developed a work strategic workforce plan that nrc has had in the past this is a little different it focuses on awareness to the public about about nuclear energy about the great jobs that the that the industry can provide and it also in starts engaging with some of the underrepresented groups the pipelines that we need to build it also looks at training qualifications because people at this age they don't want to take three years to be qualified to do a job they wanted after they graduate from college or a trade school they want to be qualified quickly and we can do that now with the innovations that have been made in training qualification so all of this is going to help us in the future i can see change already in fact when we look at the statistics in the united states those that are recently hired women are about 30 percent but we need to do more obviously so the entire industry is behind the activities in this strategic workforce development activities and it all depends on reaching out to people early in their in their education and it coordinates with an s activities with the center for energy workforce diversity as part of the Edison electric institute we're making connections reinvigorating connections with the navy and the military again it's across the board approach to attract more people to nuclear power and it's absolutely vital to reach out to those underrepresented groups thanks for those insights i appreciate that i'm gonna move on to the next question building on this discussion a little bit another commonly identified barrier to recruitment and retention which we just talked about is a perception that work in the nuclear sector is incompatible with family life we all just live through covid we know that that has increased the work the use of telework in many agencies that which does help to provide some flexibilities the question though is what do you all think is needed to more support balance between work and personal responsibilities and do you see any barriers that remote work is actually created for women in the nuclear sector so for this one i'm going to start off with miss kohomo well andrea thanks for for that question and what i think we need to do in order to to support the balance between work and personal responsibilities and i think it starts off with the organizational policies that we put in place but importantly it is the involvement of staff members in the creation of these policies because they are the ones that are actually affected and so it is critical that when we develop organizational policies that seek to support staff that they are directly involved in the creation of these policies and in the process we need to clearly outline the expectations because if i am going to work remotely i need to i need to know what the employer actually expects or the employer needs to be clear about what they expect from me in terms of productivity delivery reporting and importantly presence at the office because what i think contributes to the or the barrier that i have seen for progression of women since you know since we've had covet and we've had remote working policies in place is that there is now really limited um personal interaction in person it's all good and well to jump on to teams because we want to quickly discuss something what usually happens is that we go straight to the heart of the technical issue that we need to discuss so that shortly thereafter everybody can back get back to their desk and we don't catch up on life on the things that are going on with with our staff so i find that remote work has presented that barrier of we don't get to socially interact and thus i think has an impact on morale of the people and when you have new staff members that are joining the organization they actually cannot quite catch the essence of this organization from the people because everybody's working from home i cannot get this through the computer screen really you need live interactions with people so that you can develop that sense of connectedness to the people that you're working with and therefore to the organization that you are working for and so what we have done in our organization is there is an expectation that even if you are working remotely that you have to be present in the office building for certain activities one you have a predetermined interval by which you should come into the office it can be every two weeks it can be once a month but it is there and you will show up then there are certain activities that you must show up for there are some team meetings where teams meet in person just to maintain that sense of connectedness and then sometimes you have our expo meetings are always in person so there are certain activities that we've just determined that let's get together when we have to do these and then others is we have started some you know coffees with the CEO so twice a month I host several staff members is a group of about between eight and ten bigger than that you cannot have one conversation so we have coffees and we just sit we catch up last month I got to meet a staff member that joined the organization in January and had it not been for that little gathering it would have possibly taken me a year or 18 months to ever have a one-on-one conversation with the staff member because of where she is placed and the work that she does there's just there was just no chance of me being able to have a one-on-one conversation with her and she jokes she said to me that when the people in the laboratory she works with the head that she's going for coffee with the CEO they ask who do you know at a high levels you just got here how come you're already coffee with the CEO but that's just a sense of you can see that staff members want this interaction so it is for us to create those opportunities that are going to help them maintain contact even if they're working remotely because I think it is definitely a barrier thanks hey a lot of the challenges you talk through are not specific to women they also apply to men so that that's an interesting part of that and we're having a lot of those same discussions here in the United States so I appreciate that so let me turn to Commissioner Lucio do you see anything different from a European perspective in terms of workplace flexibilities of where you are and what more is needed and what barriers might be in place well I'll say that probably at the nuclear sector there are some barriers that happen in some other sectors too but I'll say that if we are able to build a friendly environment for women in the sector and it means that is a place where you can develop your your profession you can you can feel accepted by the whole you can get the same opportunities to improve your career this is a safe place that most women want to work in and it's quite difficult to get to that if you are just 25 percent of the of the staff that's real because it's not it's nothing that we do on purpose but the behavior is different when you feel accompanied by women and you feel that your male colleagues trust you and you feel that you are exactly the same and it is I mean most of the people take for granted that question mostly in I don't know some countries in Europe because we are supposed to be equal because we have opportunities to go to university to do but finally it doesn't happen I what I say that the beginning it's a real thing not many women getting to esteem careers because because still there are many stereotypes and probably families say okay let let how the mats go on with another thing but inside the job inside the the nuclear field it's it's it's quite important that women are a reference for the women we have to we have to congratulate our our female colleagues for having succeed in their careers we have to be role models inside our our inside the not only of course regulators but the mostly industry I think and we have to believe in that we as a women because they are colleagues I think that maybe sometimes we don't even believe ourselves when when we have to we have to be a model for for the ones so and I think that it could be a point to be self-confident and to try to to show to in our a job environment all the capacities or the ability all the abilities and all the sensibility to we we have as a women you spoke about the sense of belonging and I think that's so important it's another one of those things that it's it's implicit it's not direct and some of the things we've been talking about in terms of workplace flexibilities and unconscious bias and some of these issues they all weave into that making people all the people inclusive feel like they are part of an organization and connected that's really important so I'm going to move on now kind of moving out more to the macro level stepping back a little bit we talked about the global momentum toward nuclear energy and the importance of building a diverse capacity in that in that context I want to ask the panel if you were to choose one success that you've seen in your agency over the past one to two years to share with the audience what would that be and conversely if there's one one thing no it's that one thing you feel like we need to do to move forward on gender equity what would that be either in your organization or more broadly so for this one I'm going to turn to chair van boulehouse thank you that that one thing in the last two years I think we had a tremendous opportunity as we need to grow as an organization because of the nuclear ambition so there's really growth of 30% more or less so we really needed to rethink our hiring practices and of course it's hiring retaining and everything but I just focus on the hiring practice now so what we did is first we had to come a bit out of the shades and make our organization more known so we went on socials and we you know to create an image of an attractive organization to work for for everyone so we invested on that and then next we really changed the way we we improved really our labor mark communication so our vacancies so we changed the text to make it more inclusive and accessible in language and take out some of the qualifications we always asked for a lot and we know that women tend to only react when they you know have everything so we asked for a bit less in the text to get more people on board and it's it's not only actually not only gender we really are striving for diversity in broader sense so we did that and we also everyone involved in in hiring and in being in the interviews they went to a bias training and that was really a very important step because we all have biases and only to be aware of your biases already helps in the job interviews not to to step in those pitfalls so everyone all the team leaders everyone had to go through that training so we and we talk about it we talk about it a lot when we hire and when there are candidates so those are the things that we did in the hiring and I must say we attract more and more not only women but more diversity in in general which is good and I'll come to that later but so this is this is the part that I'm quite proud of that we made this change yeah I appreciate that we're having a lot of those same conversations in the United States let me ask Dr. Yol from an industry perspective what would be your one thing that you think is going well and one thing you think we need to do better well I mentioned our workforce strategic plan we're very proud of that it was an all industry effort and that involves collaboration with numerous groups across the industry what I what I'm most proud about it is the way we went about putting it together we looked at a lot of data and we are determined some of the contributing factors to why underrepresented groups are not coming to nuclear energy to the industry or or maybe are getting there but are leaving early just to give an example of course a lot of young people are interested in carbon reduction and wanting to make the world a better place and they are coming to the nuclear industry they're trained and and qualified over you know a probably longer period of time than they thought was necessary but then they're not staying part of the reason why they're not staying is that the innovation the rate of innovation across the industry is not as high as they would like to see it I can point to the use of digital instrumentation and control if you go into control rooms at least in the United States you know most of those operating plants have older technology so they see that that's demotivating and one of the things that we're trying to achieve is to understand the root cause or contributing factor to some of the lack of diversity in the workforce and address it so as a result we've got cause and effect so we're really pushing innovation now is that going to help well I think so we are seeing more people coming to the industry to work in areas of the use of artificial intelligence neural networks the use of drones remote sensing digital INC so we are seeing a change personally at the many working groups and advisory committees that we have at the nuclear energy institute I am seeing a much more diverse crowd when I first got to NEI there were no female CNOs chief nuclear officers now we have three is it enough absolutely not but we are making progress at the working group level which is more mid-career I was at a meeting it was about 40 percent women so and the age group is the average age is declining we're seeing more young people so as we focus on the root causes of the lack of diversity I think that's the best way forward to fix things so that we can attract train and retain people from all walks of life all right thanks for sharing that from the industry perspective and then let me just ask Chair Hanson do you see any similarities or differences between what you've heard from a European regulator or US industry perspective and where we are at the NRC yeah thanks Andrea I mean I really liked a couple of things one was drilling in on the root causes all right and I love it it's really a nuclear industry concept right contributing factors very nuclear but the other part of it too was Chair von Bullhaus's comments about having a questioning attitude about questioning ourselves right which is kind of a foundation of nuclear safety culture as well and as a nuclear concept right these are things this is a vocabulary that we already possess I think one example and we're we're looking to build on this and others that the NRC has done is in our senior executive kind of training program really that speaks to the pipeline of future leaders of the agency one of the things we did a few years ago was in the initial application stage we had we scrubbed all of the applications of identifying personal information and just looked at the content itself because we had seen a situation where a lot of the cohorts of those development programs were there were a lot of similarities of the members of that and how did we how could we again attack the root cause of that problem and increase diversity and this ended up being actually a very straightforward way of doing that and we've seen an increase I completely echoed Dr. Yule's point which was we've made progress we still have we still have a ways to go but we've seen significant progress in in the diversity at all level but particularly the gender diversity of that development program thank you for sharing that I'm going to move on to I think we have time for two more questions so I'm going to move on to our second to last question here in late 2020 the international gender champions impact group was formed as a separate of a complementary gender equality group from the IAEA and NEA efforts so I'm going to ask the co-chairs who we happen to have on this panel Ms. Mann-Bollhouse and Ms. Cajomo what are your goals for achieving the results with the IGC-IG and how do they complement the work of IAEA and NEA let me start with Mr. Mann-Bollhouse yeah well thank you so much well I think it's important to note that it's not separate because actually we have three co-chairs and the third co-chair is D.G. Grossi so there is this this constant link with the IAEA and we are also linking with NEA so the group that started there and so there is and I think it's really important that we join forces and that we don't do separate things because that would really be a pity and reinforce each other so I think that's the first thing and maybe to explain a bit what we want to do with the group and it's still in draft because we are there but I think we work on several levels and we have some goals one is within the group and that's something I would like to say to me that's very important the group itself that we make sure that there will be the chairs the highest people in the organisation and not the highest woman in the organisation because often gender issues are being seen as something that is mainly for women so you need women to do it and so one is the group and then the second thing is that everyone who is in the group they actually say well we are going to work within our organisation to improve the situation in the organisation so that's the second layer then the third layer is that you have to get involved in your own country to see what you can do in the sector to integrate that and then we also said that we will be active in our regions to reach out be ambassadors in our region to reach out and make sure that you are in panels and do things and then the last layer that we want to be active is also and that's something that D.G. Grossi also asked to reach out to other international organisations that have STEM positions like the Meteorological Institute and see how we can link with the gender groups there or to initiate so those are more or less the different levels that we are working on or we want to start working on and then of course the main issue is to really go for as much gender equality as possible and exchange our experiences and monitor what is going on but I think maybe you can add something to that D.G. Yes I can add I think there is recognition in the group that at an organisational level much of what we do is guided by national legislation and even the definition of these terms that in many ways we are guided but what happens in our individual countries but what we are trying to do at a group level is to share experiences and inspire other members of the group to learn from how those that have progressed much further on this issue how they have done it what is it that I can learn from my US colleagues what is it that I can learn from my Dutch colleagues but also what is it that I can bring and so we are trying to create mechanisms of sharing this information reporting templates that can be used to for instance share what are the our organisational positions our policy statements as it relates to gender equality so if I'm a regulator that doesn't have that in place I can already begin to get ideas of how others have done it and so as a group we hope that we will get inspiration from those that are leading in this field and also inspire other regulators that have not yet joined us to join the impact group of course and that we tackle this really challenging issue together Yeah can I just add a little thing to that again that as we said we started with not being in isolation it's it's very important to see where we can put the issue of gender into different contexts as well so actually this afternoon there is a panel on safety culture and there is such a strong link between having a good gender balance and safety culture so I'll be in that panel and then make the link again to gender so I think it's important that we don't treat gender equality equity as a separate issue but try to link it to other things and therefore see it's not only about that we need more women you need a different kind of workforce which will improve nuclear safety So I totally agree and I'll be at that panel session this afternoon I know we only have a little over a minute left but I did want to touch on one last question and Chair Van Bolhaus you already touched on this and this is the importance of allyship and your comment that that gender equity is not just a women's issue so I want to turn the last question over to Chair Hanson I think there's a recognition that many men do have a genuine desire to move us forward in this area but they're uncertain about how to engage given that dynamic what would you leave us with at the end of this panel session in terms of how men can become allies for this cause That's a great question Let me I love this point about the importance of gender equity to nuclear safety culture I think it's absolutely integral and I also link it to risk informing because as we think about how to risk inform our processes how to interpret data risk acceptance all of these things are going to require really diverse perspectives and to incorporate all of those I think it's and in order to see real change I think men have to be need to show support and they need to get actively engaged in this stuff and that's certainly why I'm here and by way of example also to say wherever they can yeah what she said what enemy said what Dita said what Pilar said what Jennifer said because the amount of wisdom and perspective and just sheer brain power on this stage is substantial and to Jennifer's earlier point the challenges in front of us are too great to leave half of the the talent on the sidelines I'm grateful at the NRC that this isn't just a priority for me it's priority for other commissioners Commissioner Caputo Commissioner Wright and others Commissioner Kroll and it's great to be part of a team that that cares so much about this issue okay well I'm not sure I could top that we are at a time so I'm going to close out this session and just say thank you sincerely to all our panelists this was a very rich discussion I think the experience is shared they're they're coming across the sector whether you're in the industry or you're a regulator you're United States, Europe we share common issues and and I'll just finish up where Dr. Yule started which is and we heard from Commissioner Kroll this morning that we're at a now or never moment with regard to moving forward on nuclear energy and and I think this issue is part of that now or never moment and so I'll just leave you with that thought as we close out I don't want to stand before everybody in lunch so hope you enjoyed the session and thank you very much for attending


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Three of the Cali's are fourth members. Okay, there are no reports as the principles are on duty. So I guess we'll move on to the consent agenda. There are a motion to approve or any questions? No approved. I second. All those opposed, please say aye. Motion carried. All right, first item under old and new business is the Paxco Middle School. And I moved to go into executive session to discuss Paxco Middle School pursuant to the exception for the data relating to financial affairs or trade secrets and corporations, partnerships, trust, and individual proprietors ships under coma. And the open meeting will resume in the boardroom at 10 minutes. How many months do you want, Steve? I don't know. It's fine, we're not going. I don't know. Okay, we'll go for 15 minutes to resume back here at 6.18. Is there a second? All those opposed, say aye. Motion carried. So are you going to take Cali with us or are they going to be staying here? Yeah. Okay. That's good. Let's see, moving on to action item number two, Maple Hill Elementary's KSBE Apollo 39. The board officially earlier had accepted the middle, or the Maple Hill Elementary to be involved in the program. And just the fact that now they're approved for launch, they needed to know by June 1, I let them know. And then the board officially has to have it in their minutes that they send the KSBE that it was approved, that they are part of the KSBE Apollo redesign. I so do. Is there a second? Been moved and seconded. All those opposed, please say aye. Motion carried. Thank you. You guys are welcome to stick around if you want, if you don't want anybody that wanted to peace out, it's welcome to, it doesn't matter. Okay. Next item is Bond. John and Tony met with the Elma City Commission, our city council. And so, if you wanted to do a little report on that, that'd be great. We met with them and talked about things we possibly may use, like objections or if there were anything involved that would put an end to the process. And it climbs up. Thanks for taking the time to do that. And Tony too. Okay. And so the next step then would be for, if you would like to meet with staff to get input as well. Okay. Prior to having something go out public in July. And then this is what we're moving forward with and having the resolution in July. The latest you can have it as an August, but Tora may want to check that just to make sure on the, the resolution. Yeah, on the Bond calendar. But if you did it in July after getting input from staff and had the resolution, you've got to have so many days in advance for a November election. So. What do you, how do you foresee that, that working here in the month of, between June and July, how do you foresee that working for you and staff? You can put an email out and ask, here's the two options we're looking at. Because you don't want to give them necessarily any more than these, I believe. And what do you see good, bad and different share it with us and or have representatives from each of the buildings ask them to come in and meet. You have those kind of choices. Is it a possibility to have, I mean like Dawn and Tony went and met with the city. Could we have a couple of board members have an open house with them some day that they would choose. You can leave it. I was thinking you was going to make the other one. But anyway, would it be fair enough to have a, send them all an email and say, hey, we could have an open house XYZ date and time that we could meet here or whatever building it doesn't matter. And then you could have Maria here with HDK, VHS, Chain or Paul and or both. And they can say, hey, this is where we're thinking. What do you guys think of those, those kind of things. Because I think that again, the things that we heard last time was didn't talk to the city prior to and staff didn't have input prior to. That's fine. I will volunteer my time to do that. I'll do that. Okay. So when's our next board meeting then is July 11th. Any day next week other than Friday and a week after that except for Monday is the fourth. Okay. Do you want to send that out as options? What days? So the week of June 27th through the 30th or July 5th through the 8th. Do you care what time of day? Maybe they do that. I couldn't do 10 o'clock probably. Okay. What's the date? Right. So afternoons. Okay. Call me. It might be good to give them an extra week's notice. Unfortunately, I just don't believe we have the time because if we try and sandwich this into three days, I believe you better give the teachers the option and the HTK and BHS are just going to have to conform. We're hiring them to do our services and I appreciate what they do, but they need to show up. The teachers need to have the say on when they want to be here. So give them the options. If it happens so and then give them the extra week, then great, if it doesn't, then... No, pick. Yes. There's two weeks of time there for them to pick a day. Okay, I got it. Yes. Yep. The afternoon... In the afternoon of any of those days, they tell us and... Jerome and I... If it's at noon or one or two, I don't know. Any time noon or after throughout the day, Jerome and I are available. And Callie, you said you would like to be there as well. I'll be there. Any other feedback around that? Hearing none, then I guess we can move on. Next is the Practico Middle School Modulars. Would recommend we move forward. Periodic Compton School District will pay $7,500 for the two modulars. This costs them around $18,000 a piece to move them, but that's all on them. And they are more than willing and wanting those modulars right away. Do we have a deadline as to when? I mean, have them picked up or paid for? No. We sent them an invoice for $7,500. Okay. And so they're aware and ready to go and they're lining up the movers and stuff. I'm going to pick them up. I said, don't say anything. All those in favor or oppose, say aye. Okay. Motion carried. Budget transfers. The closeout and the budget transfers will be in July. And those amounts will be then approved for statute. If you've changed the transfer amounts, then you need to change and have the board approve those transfers. So in July, that's what we did last year too. There was a list. So for capital outlay, for instance, for special education or vocational funding, those have changed. And we want to make sure to ensure that the general fund, LLB, both of those are zeroed out. And so Michelle and office staff is meeting tomorrow, actually, with Butch, who helped us in the previous years. And with when Cheryl was the board clerk to ensure moving forward with those budget amounts to close out and move forward. But those need to be approved. Correct. Yeah, in July. In July. Yeah. Okay. An action item. Yes. Okay. Any discussion around the budget or transfer for July? And one thing I would point out too about the budget. We just got confirmation this past week, Friday, I believe, that our SR3 funds are approved. So that's $421,000 of funds. That's all in personnel. And we've been very transparent about $500 stipends for those all employees. And the planned 3% raise is included in that. So it doesn't have to be within your budget. Those are included in that for the next three years, a third year of it, you're going to run short of the 3%. But the other thing that we do is you have to have 20% to specific areas. And the specific areas that we use the 20% for is for the counselor, elementary counselor position. And also for the, there is money in there for the social emotional grant, for the SRO grant. We have a COPS grant that we're with the county. So those type of things. And there's also money included. Let's say what teachers asked for, they asked for a math interventionist in the elementary level at which we've not been able to hire. But much like what Stephanie Tharmon is with reading recovery, with the reading portion, having a math person and a math interventionist is included in that. You can change that. It doesn't have to be exactly that. If you can't fill the position, you can spend it in other ways. But it does include those things that are quote, direct related to COVID in regards to social emotional with the grants that we have with, like I said, SRO, MHRT, the mental health grant and or the funding of the elementary counselor position. So you came to fill the interventionist position. I have not been able to at this point. Thank you. Cal, do you have any questions or comments on that budget? Nope, that sounds good. Thank you. Okay, then moving on. Next is prime vendor food, bed and milk. Sharman is here. Sharman is taking Janice's position for treasure. She's also the COVID coordinator, which by the way, we're going to talk about a little bit after that about that and that being able to pay her portion of her salary for the district. So, but she's gotten this for everybody to see on food bids and milk. And I reached out to five vendors. U.S. food sent a letter declining. SGC food, they never responded. Highland dairy, they put in a bid for milk for 20,000, 243 and 93 cents. If you'll notice their services over there, they provide all the coolers for all the school schools. They rotate the product, they put away the product and anything that runs out of date, they exchange it. So their bid is a little higher than the milk bid for EFCO, but EFCO does not provide any coolers. They do not put away the product. So there's, you know, a chance staff could get injured or something like that. So the difference there that you see with Highland dairy, their services are far and above what EFCO would provide. I know last year they went with EFCO or the year before and they fell through on a lot of product. They left us standing with nothing as you can, or Cisco did, sorry. EFCO is the one that we would like to go with, but Cisco is the one that left us standing a lot. So, and you can see they're clearly a lot more expensive. So we would like to go with EFCO for the food and Highland dairy for the milk. And Deb Westhoff's aware of this too, right? Yes. Those were her recommendations as well. I second. Been moved and seconded to approve the EFCO bid for food and Highland dairy for milk. All those opposed, please say aye. Motion carried. All right, next we're moving on to the propane bid. We have three bids that were opened. If you choose to go locally, it's three cents a gallon more through Animal Co-op rather than a little bit of above 70. But that's a choice that we would like to keep it local in the Animal Co-op that Co-op did last year. Co-op, Co-op. Co-op was a bad bid. Yeah, it was. I so moved to approve Animal Co-op as our propane supplier. It's been moved and seconded to use Animal Co-op as our propane supplier. All those opposed, please say aye. Motion carried. Moving on, a continuation of the KDHE testing grant. Charmant's here again. And with that too, the information before we get into that, I just want to make sure everybody understands by continuing this, it's test to know it isn't going to be the same as what we had initially started it and she's talked, she's being Charmant. Let's talk to KDHE and talked about those particulars. They've also been very good Charmant in contacting them to talk about, hey, this is what we're going to spend the money for. Are you okay with these things? And they have agreed all the way through as far as with the KDHE. So again, anything that comes down, it's still a local decision. The board can make a decision on how they want to handle and the whole coordination of this program. But Charmant, if you wanted to go ahead and talk to everybody. Well, we all know last year was definitely a trial and error type situation for sure everything, but at the end of the year I think we had it pinpointed and running smoothly. No contact tracing. People can come in here and test to know and we do have a good fair amount that continue to come in to test to know. They really like that we have the PCR machine. I did PCR tests for students that had to have those tests to compete in other things. That way they could come in here, do it free of charge. I had it formed within 30 minutes. They didn't have to go to a doctor, same as staff. It was very useful, the PCR machine. We currently have about $8,511 left. Some of the funds we used for that was to get a computer monitors and all the accessories that we need in the district office very badly. So all of that was paid for. I had approval to get new furniture, all this cloth furniture. You should see schools, cloth is out the door. It's very, very... So some of the funds, we could get some new chairs in here. We need to get testing in here. As Brad said, it can pay the majority of my wages. And I can be the treasurer as well. That's a big plus. Cleaning supplies. Me and Janice are ordering cleaning supplies for all the schools that they have on hand and that'll cut back on what we have to pay for the janitorial. It's limitless. That's what I'm going to use the funds for. They said anywhere from purchasing a modular to just a couple boxes of gloves. So anything in between. Do you have any questions? You might need a couple. Please test around 2,100 students and staff. Yes, over 2,000 students and staff. But by the end of the year I think we had the program the way the district wanted it. So no contact tracing. People came in to test to know. I saw a lot of kids coming in worried about their grandparents. It really started making them think, hey, it's not just me or just the people at the school. They were thinking about the elderly and their family. And they would come in and test to know. They were negative and then they could go ahead and do whatever family functions were doing. So that's just one of the things I see. Thank you. It is. So is there a motion to continue the KDHE testing grant? Kelly moves. Is there a second? Kelly and Callie seconded. All those opposed, please say aye. Motion carried. All right. Workman's comp insurance. Coatman's insurance that we've had before with our workman's comp premiums going down from $12,060 to $11,500. Recommend. I second. All those opposed, please say aye. Motion carried to approve Coatman insurance for our work comp. Property casualty insurance. Unfortunately, there is an increase. We, last year, we saw, we're going to see a significant increase. And we have gotten that down. But this year across the board, this is a part of a group of school districts. And their situation too is the fact that now we've got all our buildings that are insured to their replacement cost. And that's part of the reason of the cost increase as well as storms. Any questions about property casualty insurance? I'm sure we got into that pretty extensively, I believe. That would be somewhere around $78,000. I think last year it was $60,000. Right. I mean, so that's a 20% increase too. But we need that math instructor. Jump in. Tell us. That interventionist. That would be of the interventionist. X times 1.19 equals... That's the answer. That's the answer. Well, you wouldn't have to use this to pay that. And it's always the bottom line, right? Move to approve. I second. All those opposed, please say aye. Motion carried to approve KERMP, right? KERMP as our casualty insurance. Okay, moving on to the Apple iPad Master lease. Josh did a great job with the iPad working through the lease with it. This year the cost would be $50,000. K-12, $50,000, $313,000 annually for four years. It includes a difference. Last years before we didn't have cases. That was an extra. So it includes Apple cases which are fitted to them and should help us with that. Plus Apple care. So what happened, if you remember, instead of buying insurance, it was cheaper for us to go out on our own and just take the money in the tech funds, keep it in the bank, and then any time we had broken screens, what would we have? Around 100 screens. Then take it up to the place in Lamingo. Manhattan. Manhattan, our name and place. Mobile Revive. Mobile Revive, and it's about 100 bucks a piece. Right now it's about 140 minimum. Okay, so 140 times 100 machines and we're getting it now for the Apple Care portion of it to be able to take care of it. So they'll send out my new iPad, is that correct? Versus trying to repair and trying to get them back and forth in all those sense. Initially the first year we did it would pay almost 62,000 for four years or three years actually and traded them in. And then that's why I went down to 48. So it's been the past four years, it's been 48, nine, so it's a little more than that, but we didn't get cases and we didn't get the Apple Care. So that's a huge thing. Huge difference. It's what you want, right? Mm-hmm. I moved to a group. Dawn seconded. All those opposed, please say aye. Motion carried. Thank you for putting that together. Next is the board trains at Passion here right now. Did we get the bids on that? That bid, did we get a bid? We did. We found a used one and so they've gotten the bid last week and so our situation is they have no idea when they're going to get the one and bid for $34,000. No idea. So we found another one on the lot and it is available and immediately able to go and so they're getting the bid now. What that is. And then we would just continue with that $34,000 bid. I mean that's really cheap. And we, if it... This one's bid. Yeah, and this $34,000 bid in the future, you've still got it on record and you haven't encumbered it and so then you can just move it forward with that bid and then when you do encumber it you guys can choose to say, okay, we want to go ahead and get it or not and move forward. So I would have recommended then that way you know for sure you've got another one coming at some point. At a very valuable, at a very reasonable price. Yeah. And... Is that the one? Yeah. Okay, the one that we got from Mail Hamilton Ford for a 5,981 miles it's a... Didn't say what the year is. Yeah, it's a 2020 Ford Transit and the bid is $61,875 and it is on the lot and that's the cost to be delivered. You said $5,000 or $9,000? Yeah, almost $6,000. So we know we've got it. We need the vehicles. And with the situation with capital outlay we do have money as far as capital outlay to be able to pay it because if you remember from our budget previously we said we aren't going to spend all this amount but we have the authority to spend it and so we're still below that amount. So... And if you look at it this way you're going to get two vehicles for $95,000 because you got the one for $34,000 and you got this one for $61,000 so somewhere around $42.5 a piece if you look at it that way for two vehicles. And I've got a sign that this is what the bid was and it's a state contract. We've not seen anything. But... Yeah. It's a situation where we really need a vehicle. We're not going to be one next year. It's not like we can wait five months to make it. It's the way they don't. Are you swallowing the suburb under something? Correct. Just hard to swallow. It's almost double. Is your own move to approve? Sorry, I'm a bit uncomfortable. Is there a second? Kelly second. All those opposed, please say aye. Motion carried. You can't move to get your motion. Thank you. Yes. Yeah, I think that's a tough work, but... Yeah. Okay. Moving down to personnel. Is there a need for a... Nope. Okay. Okay. So moving on to approve employment. I move to approve employment as submitted, which is the District Rehider list of Transportation Director Clint Thompson, Board of Education Clerk Resources Michelle Garrett, Board of Education Treasurer and COVID Coordinator Sharman Miller, Food Service Director Debbie Westoff, and Maintenance Director Gary Blanton, Technology Director Josh Nisley, Library Media Tech Rehire List Coaches Rehire List as submitted Cooks Rehire List as submitted Building Secretaries Rehire List as submitted Alma Elementary, Maple Hill Principal Robert Chavo Okay. Counselor... The High School English Teacher Sierra Page and Maple Hill Secretary Lanny Page.  The Secretary? Yes. I'm sorry. Okay. As submitted. Which is there a second? Dawn seconded. All those opposed, please say aye. Motion carried. Okay, next I move to accept the Resignations and Retirement of Board of Education Treasurer Janice Chamberlain Effective July 29th. The High School Counselor Kevin Sullivan and the Alma Elementary and Maple Hill Elementary Principal Dr. Kephart and approve the transfer of duties of Alma Elementary Secretary Aaron Sutherland to Board of Education Clerk and Board of Education Clerk Michelle Garrett to AES Secretary. Oh, yeah. So it's been moved. Is there a second? Cali seconded. All those opposed, please say aye. Motion carried. Welcome to the group. Thank you very much. I'd also like to send my sincere thanks to Mrs. Chamberlain for everything she's done for us in the district. Yes, for sure. Change is inevitable, but we've gone through enough, so stick with us through the next page, right? Yup. Okay. Board members, you reminded me of your reimbursement, the policy BBE, so if you have knowledge to turn in, please have that done so we can have it on this year's budget and take it care of. Much appreciated. And just FYI, at Maple Hill, or excuse me, Pack School Middle School, the purple wave auction amount was $4,692.50 for the surplus items that we have online. What was that? The $6,500? Yeah. For the surplus items. Good. And the high seller, Charmin Wright, was the Ipads? The Max. Yeah, over $2,000 brought with the Max. Those old ones. Baffled to you. Okay. And this was your last board meeting. It is. Well, have fun in retirement. I am. And will. Thank you for everything, by the way. I do sincerely mean it and publicly I don't want to state my sincere thanks. Seven years was a pleasure to work with you all. Kelly Angon, actually. And Jerome, were you on initially at the seven-year period? Yes. And so thank you very much for everything you've done for me. It was a great honor. And hopefully we did some good things and hopefully some things that will continue to do well for the district. But I appreciate everyone's work because I know it's a lot of times it's a sense of service, but it's so important, especially locally that you all are willing to serve and you guys are willing to do that. And so much appreciated for your service. And thanks again for your friendships. It means a lot. Don, you having anything? Kiddie or anything? Kiddie. I don't have anything additional to bring up other than thank you for your service. You bet. Appreciate it. And thank you, Michelle, for sticking with us for a long while. You'll still be here. Kelly? Thank you, Brad. One of the things I would just like for us as a board to think about last month, we approved a program that created some controversy and it seemed that many of our teachers and others didn't know about it. But we were what it was about prior to the board's agreement. So it's just like for us as a board to think about I don't know if it needs to be a policy or something for us to consider either implement different programs or curriculums or things like that. It's to make sure that we're getting that input prior to coming to the board. So it could be something where if we have a new program that we want to implement that is at least reviewed by the teachers association, it doesn't have to come with a recommendation from them but I feel like that is important for our teachers to know about the curriculum. I know about a program here to consider it's just something that I think would be helpful. We spent many months I know on later in the prior to the board actually implemented and I think that if it's an important program it should have that input. August 1st, that it unofficially tonight he's eager. Callie. I didn't see her there. I wonder why you weren't here. Callie, do you have any additional comments? I just want to say thank you to Brad so we're meeting but I hope you enjoy it. Thank you so much for your time and Janice obviously I'd like to say thank you for being amazing and Michelle it's been quite glad you're staying in the district so I think that's it. Sounds good. I have nothing further to add. I'm not really sure. Alright I'll take a motion to adjourn. Okay? It's been moved and seconded. All those opposed, please say aye. Motion carried. The meeting is adjourned. Thank you all. Thank you.