It truly was numerous estimation leaders of color andthe movement thinking about the intersection of the environmental issues and scoot. We were an initiativeof a lobbying firm called the Raven group that was founded by our wonderful board chairRobert Waite Raven. They commissioned the first of its genu around the state of diversityand environmental organizations. What that initial report detected was basically thatthere was a lot have a need for increased diversity of the organizations and there wasnot a lot of representation with people of color making decisions at organizations. Certainly, policies and procedures were not really contemplative of inclusion and racialequity.There was a disconnect between supporting communities of color and some of themissions of organizations. It was not ever integrated into their core missions. Numerous folksare working hard today to make sure that those are married and taken together. And this was whenit was liberated and was not inevitably the dispute. As a outcome, it continued to be alarge part of the Raven group work and we followed up with a really raved report ontracking demographic data, manager investigations, organizational culture, and finding ways toengage the community about how they are able better programs for supporting staff of color, banking and retaining staff of color as well as reinforcing young people who were in theirearly career growing and interesting to not undoubtedly detecting a sit for themselves giventhe lack of representation that they were finding. In 2020, we got a new Executive Director, and weactually became our own independent organization. We steadily developed our unit and our faculty as aresult of that as well as reforming the focus of our work.As many of you know who havefollowed Green 2.0, the transparency report card was a core component and the main thingthat we did as an organization. With the new executive director and the growth of our team, that has changed. We work on many different things that I will talk about today and we also havemade an effort to grow the team strategically. I picture our crew is definitely going out as westarted with the Executive Director in July of 2020 and we have really grown at this beautifulteam that you see here with its communications manager and a digital head as well as theirwonderful curriculum associate.Just appearance the real growth that “weve had” in the shortperiod of time when you look at that as well. One thing that I have to say as I’m on acall with a large group of beings is we are currently with this associate.Lay send them our way as we can send out that job description .>>: Here is a little bit about our mission.This is a mission to ensure that this is committed todiversity, equity, and justice and we recognize the leadership of that at every level or codewe will talk about the ways that we do that through contests coming outreach, partnershipis the way that we represent our eyesight been to. A little bit about project partners, the partnershipis part of this work, and we have a much wider list.You can see all of them on the website.The collaborators are a big part of how we can do the labour that we do and actually contribute to our work.We acknowledge the environmental movement leads to organizations and beings working togetherto really get the work that we want to see in the future get done .>>: We will give a general overview of the bigthings we do as it is important to tell you about the wonderful work that we are doing.Green 2.0 as individual organizations has relaunched last year and began to be intentionally do interactionand engagement with Congress. I should note we are a five O one C three and we are only workingto educate Congress and the government of the united states about the importance of demographic data collection andthe importance of diversity within the movement. We truly are an organization thatprovides this information allowing for policymakers to represent informed decisionsabout what they do with the decision data. We partner with congressional committees, wepartner with the national resources committees. Precisely on a briefing for staff on thediversity and the free movement of persons and we provision findings of the report card and leaved them an objectiveoverview of what was happening and that is we are an objective party that tells folks this isthe data that we have and there are methods that members of Congress and others can engage with thedata as well.We provide resources about the data, we really just see them as a place that is key toactivating some of the organizations that need to be held accountable and need to be transparent.One of the key things that we did early on was in June we communicated a letter addressed to congressional committeeswho had jurisdiction over environmental issues and ask them to increase their racial andethnic diversity and hearing bystanders. We figured out as we knew previously, we directlywork with Congress that although our role is to hold organizations and organizations accountablefor the performance of their duties, we were finding a gape impediment hold within Congress as well and that there was alack of hearings on things like the climate crisis and on the barriers and frontline communities.There was still a huge lack of diversification in those. We found that brave or very problematic that ifyou were talking about the ways that you want to interact and foundation communities of color, theyare hardly ever not at all represented on hearings that are a part of the policymaking processand we needed to do something about that. We wrote this letter that you can find on thewebsite to 15 congressional committees who have jurisdiction over environmental issues to ensurethat parties across the nation are having their voices heard.We received a very positive responsefrom most of the committee staff who were very interested and realized some of the holes in theirown liaisons. This is a really good example of a glaring hole that we experienced that needed to beimproved upon and something to work into next year is working on some consistent actions thatcongressional staff and committee staff can have access to witnesses of dye and areable to build those relationships as well. As Juliana said is we participate very often and area critical part of the work.We have had a couple of enormous improvements over the last couple of months.We have partnered with a wonderful partner at NYU, their impact Center to examine diversity inthe environmental law field. We have discussed professions and environmental law. And we had anamazing time partnering we partnered on a specific panel by BIPOC chairwomen. We continue to focus onretaining and substantiating young people of color as they “ve been thinking about” their vocations and their journeys.We hosted incredible incidents with our partners on Asian American Pacific chairwomen and theirfuture of the environmental movement. This was affixed a Town Hall when we broughtenvironmental justice activists to a speech immediately with Biden administrationofficials creating an important dialogue. Earlier we too because is that anevent with Congress miss on reimagining a diverse and all-inclusive outdoors, akey communication about the steps that organizations can be taking to be more welcomingand to be thinking about how all of us operate in the room and what are the best practicesthat can be applied to our use as well. These are key parts of the acces that we lift upthe spokespeople of kinfolks who are historically included and also accommodate best practicesto the community as well. I are of the view that numerous kinfolks know Green to. 0as research.Research is a core part of the make that we do and we do have a number ofreports that I think are really key for kinfolks who want to doing diversity, equity, andinclusion occupation as well. We have a report called divulging flair that goes with some of the factorsthat impact the retention of people of color at environmental organizations. A question thenthey have been getting a lot of attention on is how do we are to maintain folks of dye? This report isa great first step for tribes to read through and find some of the findings that Green 2.0 foundwere consistent among staff of color when they decided to leave an organization.Also, we have reports beyond diversification that focuses on the first steps of how we build aninclusive organization and how we form diversity, equity, and inclusion committees. How do we thinkabout structuring affinity groups and what are some of the policies that we are not necessarilylooking at that we need to change.This report is a great job at that, and we are happy toshare all of the links to the reports as well. We work on a transparency report card andI’m sure that is how many people know us. That is an important part of our task. Thisyear, our report card actually manifested data collected from 80 in GOC on the number of peopleof dye on their full-time staff, senior staff, and therefor. We collected information on howfoundations were allocating their monies and if they only becoming it to communities of color.We had some brand-new variables. I wanted to show this to tribes. If you have read the report card inthe past, you know that we used to survey 40 NGS. We simply reported under the senior staff andfull-time staff and their staff of color versus the lily-white staff. This time we included ademographic dislocation of what the staff of color implied so you are able to go in and read whatnumber of the staff identify as Hispanic or Latino and lily-white members of the staff link asBlack. You can go in and see that pic of that is really valuable intelligence for understandingwhat they need when they say staff of color. It also includes retention proportions forstaff of color and white-hot staff to be able to compare and contrast and encounter the data.For the first time ever, it includes data on organizations, and we think that isa crucial piece that is often missing. Thoughts of organizations is available in our miss amount ofdecision-making power around the organization and what happens.We thought it was really valuable tounderstanding the real difference in those people of color at the head of the organizations makingthose decisions we have policies and practices and going past through does it have a staffof coloring and is welcoming and all-inclusive and does it start beings to want to stay.Those are important factors that we canvassed. Any administration can defer their dataon diversity and 19 NGOs decided not to participate. We had six NGOs who voluntarilyopted into the report card so we had a total of 67 NGOs contribute to the report card.No organization is forced to be part of the report card.They are walking to say no so theinformation we get is directly self-reported. I say that because you have to answerdata honestly about your organization and often or sometimes, your staff may notagree with the path you have answered questions and that is something that I say to the world that weunderstand that there are differences of sentiment about how tribes answer questions and what peoplesare thinking about the channel that data is reflected. As I said, data reflects the number ofpeople for full-time staff, senior staff, timbers, heads of organizations, retention, and DEI patterns as well. We found that there have been measurableincreases in people of color on full-time staff, senior staff, and on the boards of NGOs.Onaverage, reporting organizations out of 12 people of color between 2017 and 2021 onfull-time staff “youre seeing” for senior staff it is three people of color and for boardmembers, it is three people of color as well. I will say that what we have seen as yougo higher and higher up the organizational chain as we find there are fewerand fewer people of color. That tempi lower than we were moving with full-timestaff and that is problematic because what the hell is often see is that staff of color areyounger, they have less ability to make change in an organization, and do not haveaccess to change in policies and procedures. We actually want to make sure that is acceleratingthe change that is happening at a major statu and at a board member level because theymake so many decisions for “the organizations activities”. I wanted to show you this because these are someof the patterns that you are going to see if you look at our report card. This is actuallythe full-time staff dislocation across the 67 organizations.I am going to point out afew things. The organization remained 60% white across the organizations. The next groupis Black or African American at 10.8% and Hispanic Latinate is at 10% and you cansee the other groups on this sheet. I want to show tribes you have an idea of what thisin-depth breakdown looks like and where not just saying it is people of color.It is good to see what this makes. We didn’t do this new data on heads oforganizations, and we saw it was roughly 73.1% lily-white and then 25.3% staff of color becauseif you look at the detailed ethnic and ethnic data groups, we found that the second-highestgroup of heads of organizations were Asian, Black or African American and several racesor ethnicities.There are quite a few radicals if you look at our map from full-timestaff or those who are missing altogether from the heads of organizations and that isa problem for us as well as we are missing so many groups who are also working for thechallenges of the atmosphere crisis as well. There are large and small-minded constitution trends.Just so everyone knows, we had considered a large organization that had 50 or more organization. There wasa small organization with 50 or fewer personnel. That was our formula behind that. What we spotted isthat small groups had small groups of color at their organization, but their rate of growth wasnot that much bigger in terms of staff of color. Many of these are organizationsthat are with environmental right, led by kinfolks of complexion with that as theirmission. That could be to contribute to why overall smaller groups happen to have more staffof pigment. I also considered that sometimes it is easier to make decisions about hiring aroundthe processes and changing the policies when you are a small organization.Sometimes beinglarger times bring along the process to change. We too did an analysis of the NGO onboardingpractices. We certainly wanted to see what are some of the ways that the organizations think about howthey are onboarding their staff and whether they are giving them inclusive practice. We found thatmost of the staff or most of the organizations are doing things like scheduling check-ins withthe new kinfolks, they’re helping them acclimate to the organization, their aim designating with them, they are finding ways to build relationships. The thing they’re doing the least of isDI training.We all come to this work from very different places and very differentbackgrounds and knowledge, and understanding of diversity, equity, and inclusion.When someone on boards and organizations, they have to understand what that organization’sown outing has been with system. This is where they are at and where they have to go very earlyon. Likewise, there are some levels of this is how they operate and how they is under an obligation diversity.This is one thing that we went to see improve for next year is that they are doing intentionalDI improve as part of their onboarding as well. We queried organizations to actually answerquestions specific on some of their patterns. We wanted to know if you’re providingthe staff with the transparency salary pay skill? Are you transparent about whether permission lookslike? What hoops do it is required to rush through? They are getting promoted and theyhave some sort of access to social uppercase and relationships that we don’t have.How do we do this and how do we make sure that it is equal? We really want to ask folkswhat are the things that you are doing and where does the movement need togo to continue some of these things? What we have found is that organizationswere doing the most or they weren’t doing mentoring programs that we rethink arecritical for those of hue, especially they were doing the least transparency salarypay scale, which we know is problematic because women and people of color are often more likely tobe paid less than their counterparts.There really is a lack of understanding around where kinfolks relyon the wage collection and what the hell is likewise examined is that there seems to be at some organizations a realintentional push to tell folks not to share their salaries with other staff members. And this is homethere are paid discrepancies in their stipend. That is something that we definitelywanted to ensure tribes are doing more of. We have found that there is a lot of really greatorganizations that are financing their DI exertions. They do have a driver or a lieu that folkscan go to and know more about the DI.They do have specific policies that deal with racialdiscrimination or microaggression’s as well. I am going to move on over and talk a littlebit more about moving diversification, which is interesting to a lot of tribes. This is goingwith the Emma graphic datum. And we have a lot of footings coming to light-green 2.0. They said we want to collect data, but how is that first step and how do we do it in a way sensitiveto our staff that we are supporting the way they need to be supported and we understand why we’redoing this, and we know why we are doing this. This leader genuinely provides insights both into theimportance of demographic data, but also how you do it.Because she is very nuts and bolts to me, which I really revalued. This is an example of a examination. This is home you can be askingquestions differently. This is how you think about where you should save this information.This has been really helpful for some of our partners and figuring out we have neverdone this before, how do we do this or even the partners have been doing this fora while saying that this is helpful in terms of figuring out how do we modify what we arecurrently doing and planned rehearses as well? I am going to do simply a tiny bit of explanationaround some of the best rules that we encountered through this guide. We did it survey a sampleof 21 environmental NGOs and groundworks and we got a current snapshot of the practicesregarding the purpose, timing, and auto-mechanics of the data collection.We did a literaturereview and there were a lot of different places where this information was obtained.The variables that they were collecting routinely are what we expected with race, ethnicity, and gender that was consistent across every organization that we canvassed. What we havefound in the best practice that went to collect is that it is most preferable to collect thedemographic data on the staff on a rolling basis. Our identities are liquid and they do not say thesame so we cannot just assume that when we survey Susie and when they started in February, threeyears later there are no changes they want to stir to their demographic data. What wefound for logistical the aims and functionings purposes is that it is often onboarding as thatis the easiest time to collect that for the first time that people are collecting that for the firsttime then. Then there are some best rules on how to collect. It is actually vital that youcollect this information anonymously from staff. “Theres a lot” at staff who will not respond ifthey know that there is going to be something specific sent back to them and that ismore of a challenge and more parties. It is going to be a little more obvious to figureout who is answering these questions as a result. What I will say and a few seconds as I will say itearly is that you should ever consider opt-out questions, organization should ever have the abilityto say no, I’m not answering this question. We have recognized some areas where that is not thecase, and it does not create the environment that we need for kinfolks difficult for lunch orin what they want to share with their organization. It is critical to ask for consent and expand whyyou were in the data.Into many organizations are we’re doing the results of the investigation and we’re not goingto tell you why we’re doing this, but it is important, and you explained to the staff why.Are “are you doin ” it to try to figure out if the staff is representative, are you doing it becauseyou are trying to fail where you think about retention or hiring, there does seem to be somethought behind why you’re actually doing this. And another best practise is that open-endedquestions give tribes the ability to select multiple lists. Is going to be waymore nuanced and accurate. If I want to select three things about my identity withoutjust saying I missed one checkbox that is it, that is really going to allow peopleto feel pleasant and answer questions. We have the data collection and partitioningeverything together.It is important we are collecting the information that way.I did want to provide an example of some of the things you will see in this guideas well. Now is the usual highway that the issue around disorder is asked and hereis an improved way about asking the question in a way that allows them to actually thinkabout the question and have an opportunity to answer or not answer what they like as well .>>: I will talk a little bit about our blog. It launched in late February allowing our gathering tobe chairwomen in the environmental movement. They can talk about things that are relevant tothe work that they do, but also relevant to the movement that the Green 2.0 is partof. It is an opportunity to give a tone to our partners and to those who may not have anaudience and to simply give them the spotlight and allow them to talk about the things that theycare about and things that are important to them. We also do a partner spotlight, which alsolaunched relatively early this year.We precisely give our partners their own spot on an internet site, andwe highlight their DI mission and their goals. It is a way for us to show people theamazing operate that the organizations are doing and how they are going to be moreinclusive and how important their work is. >>: Because we are at the end of the year, it isa natural point to talk about some of the things that we are planning to do is an organizationnext year.The one thing that we are looking forward to is doing some new study on retentionrates. It is something that we are getting a lot of questions about. Not simply is there researcharound that, beginning commendations from staff and helping to figure out what are somemore best practices that we can improve upon some of the previous experiment to helporganizations truly think critically about that. We have the release of the 2022 transparencyreport card that is going to include added DEI metrics and policiesand questions around that for staff as well as some improved in different ways toapproach fund and questioning organizations about their diversity, equity, and inclusionwork. We likewise have some very well prepared social media and things that are going on.I’m sure kinfolks are stimulated about that as we are launching our Instagram account very soonand there are ways to connect with us as well. We will continue to grow and patronage our Fellowsprogram and be intentional about hosting happenings for young professionals of colorants next yearas well as drawing sure they have opportunities to network and support each other .>>: Here are some directions you can reach out to us andengage with us.We have our Twitter and our Facebook and LinkedIn. We have our Instagramthat is launching it next week on Monday. If you are signed up for a newsletter or you follow us onany social media, you should be on the lookout for that because it will be announced relatively soon.You can also sign up for the newsletter as there is a link for it on our website. You can attendevents. We are done with the events for this year, however do have some eliciting and shocking eventsthat we have started planning for. I clearly suggest that you sign on if you haveany interest in attending those events. You can also visit our website to learn more aboutus. If you issues and questions, you can reach out to us, but we have our info where you can send anyquestions there and we will reply to you. >>: I see that we have a lot of >>: Yes, there are a lot of big question. We are going to help feed them to you.Is thatokay? Suzanne asked a question and several people have talked about do you have advice for thecontent of some of the training reserves on how organizations can think about training onequity and inclusion and related to that, Sarah asked what is a small organization supposedto do when they don’t have a specific HR person? You can start with those if you are able to and such agreat presentation. Thank you so much better. We do have a lot of questions for you .>>: On the detail around being a small organization, I think that it isimportant that we sometimes think about DI being integrated into everything that we do asan organization. Even larger organizations we sometimes frustrate or feel like merely the HRperson should be in charge of DI work, but it certainly should be a part of everything we’redoing as individual organizations. When you’re a small organization and you do not have a specific HRperson to lead the succeed, it is really important to do it collaboratively and to say we are going tocreate a DI committee even if it is just the three of us at this organization.We need to think aboutwhat are the things we want to tackle together. I know that a lot of us have a lot ofwork at our jobs and once we start to really rewrite and rethink our strategic plans andarticles and write DI into the goals and strategies, it becomes much easier to realize that DEI canjust incorporated in your role and your job every day. We have received a good deal of organizationswhere they don’t have an HR person and also large syndicates have a DI person thatis specific, and they don’t even be part of HR. Just realizing that as an organization, you have to rethink your goals and your bushes and sort of making it on altogether.I know that it is more challenging that acces, but I also think that I’ve seen someof them a successful integration of DI from smaller organizations who are able to saythat each of the staff has a role in the Senate is not just one person who carries it on daily and different kinfolks have different ideas and ways to contribute to the DI work.Judy, can you repeat the other question is I recall I lost it .>>: One other statement about the DEI and a small organization, in AA with super small 10 yearsago and we have worked with an HR consultant who helped us a lot.Using people periodicallyand here and there can really help as you do not have to have a full-time HR department. Theother question Suzanne, Elizabeth, Bethany was all talking about the content of the training.An making is intended to do equity and inclusion practice as there is a lot about qualify outthere, what advice do you have to go with the best training, they get instructing or what do you think ?>>: I will not mention specific identifies of consultants on this entitle, but if kinfolks want to reach out tome, I’m happy to give advice on those that we think are with while. What I will say is what wehave found in the past year for better or worse is that everyone wants a hand in the DI consultinggame.It sees for a extremely and even quantity of background and understanding of the office. Iwould say to do your homework and make sure that this person or conglomerate that you are hiringseems to actually have a history of working on diversity, equity and inclusion issuesand they just did not start today. There is funding to be made so that is why they do it.That is one thing that I will say is to think about that. Really have an interview processwith them. It is not just raising me an idea, but this is to my administration is. This is whatwe think we are struggling with. Can you tell me off of the back of what some of the thingsare that you would assess and tell us what you would come to us with? Let them tell youhow they would approach it and make sure they are not applying a one-size-fits-all.Sometimespeople exclusively do instructing with large organizations and “re just trying” bring into a small organizationand you are not going to have that work. Understand how your organization is.I do think there is a difference in the way that we do DEI training that is mostly staffof Color versus that which is white and there are alters there so he should ask the teaches, doyou have something precisely working with staff and the demographics? Those are someof the basic things that I would request. Precisely understanding who they have partneredwith before, who they have civilized, come some advice from those folks ifthey are willing to name their clients. You can feel free to reach outto me offline as I’m happy to talk about some other folks as well .>>: One thing we are going to put into the chat is that there is a place with a lot of Jediresources and a number of our partners as well. We are going to follow up with thatand I will apply that into the chat. I know there are some other questions .>>: Thank you to Juliana and Adrienne. One question I “re coming to” earlier from Leah andEileen as they are asking about the ability to see data and how great it would be to include datafrom natural resource government organizations. Do you have any plans to expand your datacollection to include government agencies? Related to expansion, Kelly indicated or isasking if there are any plans to collect data on payments or errand entitlements in all regions of the country? You have mentioned that data around jobs and salary transparency is so important.Do you have anything to add about that? >>: Absolutely.Tracking diversity in governmentagencies has been a dream of ours. It is something that we are in the baby stages of thinkingabout, but it is something that we want to do. I don’t think it has occurred in 2022, but we wantto track it on a professional and country grade. That is something we are hoping to worktoward and I don’t think it will happen next year, but that is the first thing.We are always “ve been thinking about” new ways that we can be tracking the different variablesthroughout the movement and the salaries are something that we have been discussing. Again, one other thing I cannot promise will happen super soon, but something we aredeathly well understood and has talked about as a possible investigate assignment for the future .>>: Is the salary something that can be added or something in consideration to be added ?>>: I cannot answer questions with a yes or a no as we are spending January talkingabout the survey questions for next year. This is gonna be liberated later in the year.I don’t have a definite answer on that as we are rethinking some of the questions .>>: A few questions and I would love to figure out if there is a way for NGOs topartner with you.Someone asked about the nature centers and all of the smaller nonprofitsnot working on policy, but are working on conservation, education, and those kinds ofthings to get a sense of the field. Someone else I’m trying to look at as I think itwas Melissa and the difference between white administrations versus more people of colorand if there are differences that you notice in being able to get the data in that way.One is can we look at the nonformal education community and be seen to what extent that environmental peaceis doing versus some of the policy radicals that are doing good work as well, but “youve had” some ofthe smaller groups not part of the survey as much. >>: Our organization lets anyone who is afive O one C three to participate and to be part of the survey pickup you’re interested inopting and if you attach our mailing list, we do that are frequently. Next year. We are surely somethingwe would adoration the organizations to opt-in as well. On the white-hot precede versus predominate Woodleywhite lead, I will defer this issue and I’m going to follow up with our investigate, Dr.Chandler to answer that as she is more appropriate to answer that question that I have right now.There is a government agency case and are any of the government agencies optingand at the federal elevation or the nation statu and is that data protected in any way or is there away to get a handle on how the government agencies are doing at the mood and national level ?>>: We do not accept commonwealth or federal agencies to be part of it as they are not technicallyindividuals.On the federal agency places, there are some pretty great resources that areready for things like where the stair of colouring are registering molestation land claims and things like that thatare publicly available information for the federal agencies. I am happy to share that with thegroup afterward he can get a sense of some of it. It is not in the way that we are to be able affection, but it isa supportive basic starting point for those who are looking forward to what is going on in the culture.We have some marriages who have spoken about some of the inequities in the federal agenciesand we are happy to share their resources. >>: We have heard there are manyissues at the national government agencies in the U.S.And other parts of theworld as well, but likewise at the district height and the local level that sometimes it is not apriority and how to help push that along as well. I repute and have another question .>>: You’re going to be focusing on friends and developing leadership. One questiondid come up in registration where they’re asking if you have any advice for racket seekers lookingto move into leadership characters in this field. Anything that you want to mention ?>>: I picture improving liaisons is so important and I cannot emphasize it more. I am only whereI am in my profession. I think that it is not with the americans and we do not we do things because of thosepeople that we observed. For young tribes of dye, it is isolating when you are one of two people.Find that person if there is that person as there are people who talk to you about their ownexperiences and if there are no formations, we are focusing as many of us are communicationsmanagers and they have been in the environmental movement.We have strong commanders who have greatconnections and resources and can talk to you. There are a number of other tribes at differentorganizations to rarely if you email them and say I want to talk to you about your experience inthe field, can you talk to me and they say no. I know that sometimes it is scary to do that. Youmay be able to talk to this is somebody who is early in your occupation, but it is scary to dothis, and rarely do people say no. They say no they are kind of yanks. I think that is onething is to make sure that you are building those relationships. It is really important for folks toknow when it is time to leave an organization. You can try to make sure that you have a DI committee, and you try to change policy. When programme is not changing and it does not appear you have a chanceto get a pathway, find an organization that qualities you and appreciates your merit and what you can do andreally corroborates that.It is hard to hear that, but when you are suffered it, and it is notworking it is okay. All of those relationships and linkages that you built over age willhelp you with your next character, but I do think that is important, and contending their home communities ofpeople come questioning kinfolks, can you read my resume, can you look at my clothe degree? Many are willingto do that. I consider doing that and knowing your own worth and when it is not time to be there .>>: What Adrienne said is that it is building up a community and I got lucky to have Adrienneon and I got to do my internship with her.I am still with her and I think I went really lucky inthat. I am really lucky to be in an organization that is the majority of people of color, and Ihave other substantiate from other people of color. Understand how fright that it can beespecially when you’re younger and if you are more introverted to reach out to these peoplewho are older, and they seem more experienced. They can be a little terrifying.I emphatically do think that is a little bit part of it. I picture beings out there arewilling to help and it is about reaching out and if they don’t want to help out, hopefully, they’re not imply about it, but they are not worth your time. I predict thereare people out there who will make time for you and who will mentor you if you go along withyour journey of your career.I understand how much harder it has been for young people toenter the workforce and to find that space. >>: We will host and formalopportunities to do mentoring and we wait for things like that with careerprofessionals to network with other young people. There will be a lot of opportunities .>>: A batch of immense suggestion. NAAEE is open to working with everyone. I desire no matterwhere you are in your organization, if you have a long way to go, we are committed to JEDI workas we are integrated into everything that we do with so many webinars and discussions.We cannot do you and I.I would love to hear both of your final estimates to the broaderEE community, any reckons that you have two think about it as we close out the webinar seriesfor this year. We could not have had to better talkers. Any other final recalls you may have .>>: Recognizing where kinfolks are within their own DI journey and being okay with that andcomfortable with that, as an organization, to your point, we are intending to made to ensure that we are anorganization that is partnering with organizations at different levels in different places of theirjourneys. If you can find that organization, you are going to have found a unicorn. They arestarting to do this work and approaching it with intentionality.I will say continue that work and use this as a resource and reachout to us and we would love to partner and understanding of the creation that you are doing.Know thatour research, our data, and our staff are here as available resources and collaborators to the movement .>>: Thank you. Juliana, so happy that you could be here. Any final word for us ?>>: I don’t think I has absolutely nothing that Adrienne has not already said. Just thank you forhaving us as this has been a wonderful experience. I to be expected that beings reach out to us and we get tomeet new people and learned about the different work that everyone who attended today is doing .>>: We will be sending out more to everyone and I’m going to turn it back over tomy colleague, Anne, but thank you so much.We look forward to setting outthe resources that you all recommended, and I do thank Adrienne and Juliana, you will get a lot of labels. Anne, go ahead and close us out .>>: The first call is going to be from me. I exactly want to let you know Ithink I shared the wrong screen. Thank you again so much better. I have learned somuch from you today and I make so many observes. All of you out there that ask for thenotes and the recordings and the slithers, we will be sharing that with all of you lateron this week.First, it is going to get posted onto the EE page, the same page that you wentto register for today’s webinar, and we will be sending it to the email that you used to register.Do not fret as you can take the notes and the slithers and hopefully share it with your colleaguesand friends everything that we heard today. Additionally, if you enjoyed this webinar today, perhaps it is the first one of the year and I went to invite you all to check out our monthly webinarseries as we have so many transcriptions available to you so head over to our website on EE Pro andselect that slouse monthly webinar sequences and you will see all of ours webinar’s going backto 2017 with lots of immense content there. One other bulletin before we close iswe just finished up our Asia Pacific virtual forum and this is the first time that we did this.It was done in partnership with U.S.EPA and EPA Taiwan. We had incredible orators focusing onthe Asian Pacific region and looking at the global the questions and how environmental education canaddress and pressing challenges like climate change impacts. It is entirely free to register, and therecordings are available until April of next year. Lastly, we have a survey coming and theend-of-year survey is coming, and I am putting the link to the Google form intothe chat.We would love your feedback. We are always trying to plan and organizewebinars that are relevant to all of you, everyone in the network. We are looking to set upthe lineup for 2022 and looking forward to your talker ideas and content meanings. Let us know how youare doing as we would love to hear from you. I believe that is it. Is thanks to everyonefor connecting us. This is the last webinar of the year and we obligated it. We are looking forward toseeing all of you on a webinar soon in early 2022. Have a wonderful holiday season with your familyand thank you again to our talkers and we will see you all soon. 2.