And now what he's next we have a treat for you. We're gonna have our middle of the presentation Kino speaker Michelle. The rains Michelle is a speaker author leadership coach multi brand entrepreneur and even evolving but as leader the people part can be the most challenging and she says for many leaders. It's centrally was for Michelle her wake up call was and came to be with a Catholicism of leadership that she had on the failure these painful and humbling experience said the course for her to correct the actions and for continue and becoming a lifelong hunger learning for leadership growth in the contribution. She's gonna be sharing with us a lots of these insights Michelle looks forward to sharing the victories. They also they are going so Teeth they go supporting in unlocking yards of buildings about a steam. So right now we're gonna play the video Michelle. She couldn't be physically with us, but we he's very with a video in the video is but as leadership, so enjoy these lesson 20 minute presentation and then we will continue with more of our speakers. Thanks so much Terence and more for having me back. I'm excited to share back by popular demand the Wareham keynote that was offered at IMC 2021. This is a little shorter version a little faster Pace, but I'm excited to talk about the elephant in the room, which is don't be an ass lesson. Number one in my book is all about you and how we show up as leaders. The truth of the matter is I was an assess a boss particularly as a young boss just starting out and on my leadership journey and the collateral damage can be pretty catastrophic when we don't get the people parts, right? I'm Michelle reinus. I'm a multi-brand entrepreneur the founder of MDR coaching and consulting which is a leadership development company really concentrated on helping to develop high performance leaders and equipping them with the tools and resources to build badass high performance teams. I'm also the creator of the badass leader brand and author of the book from bad to badass leader which as you can see by the cover is rather unconventional and intentionally designed with the everyday leader in mind. I'm a keynote speaker a coach consultant and a 34 year veteran boots on the ground working with people assets as well as physical assets throughout the US. All right, so let's get started. The truth of the matter is bad boss experiences are all too common. We've either experienced them experience them first hand. We've either work for a bad boss. Hopefully not been one, but that may be the case. It certainly was for me or we know someone who has My hope is that you know where you're how your team perceives you how they perceive your leadership and my My Hope Is that you don't follow and the same mistake patterns that I did don't step into my shoes if you will on my bad boss experience. So let's rewind for a moment. Where did this start my story of my bad boss experiences back when I was 25 to 26 years old. I was promoted to my level of incompetence. We've all heard the term or some of us have heard the term the Peter Principle. That's when we get promoted to a level of competence where we now lack the skill sets necessary to be successful and for me, it was about the people Parts learning how to lead and motivate others. I will tell you ignorance is not Bliss and mine came at a great price. It came in the form of a walkout where I literally came down to my office one morning to a stack of keys and a pile of resignations as well as some very colorful language about what my team thought of me as their boss. That's a rather rude awakening and what's even worse is I was not only oblivious. I was absolutely unconscious to the fact that I was a bad boss. I actually thought we were winning. As a team if you looked at our results on a week over week or month over month basis on paper we were winning, but when it came down to the human capital casualties that I created by being oblivious and incompetent as a leader, they were catastrophic and destructive. I get it the people parts of leadership can be painful sometimes and oftentimes challenging. It is in fact people science and it certainly was challenging for me all the more reason why we get to focus on getting these parts right when it comes to how we lead first. So let's spend a little bit of time getting under the hood and understanding some of the root cause or signs and symptoms if you will, let's diagnose what was going on with me and that may have led to my bad boss behaviors. Well, first and foremost, I was fearful I was afraid here. I was promoted to this level and now I was responsible to for 18 different lives and I didn't have any competencies to speak of although I wasn't aware that I liked the competencies what I had was fire in drive and so fear definitely played a role in how poorly I showed up as a boss. In addition to that that fear then had me based on my personality type showing up as quite dominant, you know, I was really pushing wanting to make my Mark if you will prove myself that I was worthy and capable particularly as a young female and which was pretty much at that time a guy's game. This was back in the 1990s. I was definitely steadfast and in hyper focused on proving myself and making my mark being the best leader the best manager very competitive in my Approach and he ended up making the environment really all about me. It was my ego that I was feeding. In addition to that when your egotistical like I was I was busy taking credit and placing blame and wherever I could which are very unattractive characteristics of a manager. In addition to that I was hyper focused on results and performance results were what I call my doc which is short for drug of choice. I folk hyper focused on the metrics for week over week day over day month over month performance without any Focus around the people who were delivering those results in addition to that to make matters worse. I hovered over people like a drone. I search for needles and Haystacks. I tried to find the one missing link and held withheld praise and recognition. Well, those types of behaviors fostered a very low trust environment matter of fact, I eroded trust and made people feel incompetent. I lacked self-awareness. I showed up immaturely all of these characteristics combined are a perfect storm for a cataclysmic Fall From Grace, which was my bull ride. Insecurity was another challenge that I suffered from underneath all of that fear of failure. You know, I harbored insecurity. I didn't know what I didn't know that old adage of fake it till you make it can be not only unattractive personally and professionally but catastrophic when it comes to building high performance cohesive teams. The Challenge and this is where today in my role as a leadership coach and team developer. This is the confusing part A lot of those behaviors, you know, these were all what were inside of me and how they showed up on the outside. We were actually quite successful at getting sick rather significant results. And that can be confusing in an interfere with our abilities to step back and really look in the mirror and understand how we're showing up as Leaders versus bosses and you can get fast results when you are dominant and you push for results and you really push teams well outside of their comfort zone in even destructive ways. You can get results. However, those results are not sustainable at some point the shoe will drop in mine came in the form of that walk out right that nobody wanted to play on my team. No one was excited to get up in the morning and come and give me their all or there certainly not their extra mile behaviors when it came to people and performance. So what do we do? So for faced with those types of challenges? This is where lesson two in the book comes into play. The first thing we get to do is stop drop take a selfie for me. I really was gifted with the walkout because there's no denying the fact that I was the common denominator. I was the problem they exited so it was very clear. I couldn't blame somebody else what's scary is when you have someone in a leadership position and they have slow attrition where you start to lose people one at a time or two at a time over time and then we buy into the story that it's them or their circumstances instead of stepping back and spending some time in what I call our mirror right getting to know ourselves as leaders and for me, it was important for me to spend time and understanding what's working is more importantly what wasn't working because if I couldn't diagnose what the problem was specifically that was Underneath all of those behaviors that was Unbecoming of me as a leader then it would be really difficult for me to put a plan together to fix it. So some selfie work was definitely in order. And as Leaders is true leaders versus managers. I cannot stress enough the importance that we first must become architects of ourselves. Self develop understand our mirror and really get clear and become self-aware. So then we have the capacity to self manage. The reality is that our teams are our report card on how well we're doing or not doing when it comes to leadership and it should always be the first place. I invite you to look when something isn't right with your team or something's off. I invite you to look there first. Are people are our results? So for me my growth began with re evaluating the metrics what my measurements for Success before remember my drug of choice was all about performance results instead. I had to push on the brakes on that area and refocus on the people who are responsible for those results and taking care of them. They were my first asset that I needed to invest in and spend time with so these new metrics were important and foundations that I mean priorities I needed to shift. Bottom line As Leaders one of the most important things we get to do is to build high performance connected and cohesive teams IV leadership as a tremendously Noble and fulfilling calling and one that is critically important that we get right that we prioritize the People First in order to maximize the outcomes for safety reliability and overall asset performance. So here's the one thing I'd like you to think about. I'd like to invite you to embrace your inner badass leader. Now you may be wondering what the heck is that? Right? What's about us leader? Well, first and foremost what you'll notice about that ass leaders is they live to lead and here are some other adjectives that help describe some of the attributes of characteristics of badass leaders. So just take a moment to view the slide and think about those descriptors and are those do those was that how your team would describe you if so congratulations? If not, maybe jot down a few that you'd like to work on. And I'm going to help you do that. I'm going to give you a couple of tools and resources to think about after this session that you can tap into right away and get started first and foremost. Here's a quick drop on the 12 lessons as you can see. We talked a little bit about lesson one, which is don't be an ass. It seems rather obvious. But again, it is the most common thing. It's what keeps me busy. And then lesson two is stop drop take a selfie. That's where you want to work start the work as soon as you recognize that there's an opportunity for you to do some selfie development and then you can take a look at that remaining 12. I won't go through all of them. But I would like to let you know or share with you. My passion is that we absolutely possess the ability to ignite possibility for others. I call leadership a hashtag racing fuel additive but for people and so that's who we get to be and I'm hoping that somehow this talk has intrigued you to think about where you want to get started and how you want to maximize your strengths or maybe help other leaders who may be struggling with some of the people Parts much. Like I did it would have been really helpful for me during that Journey if I had had an early a mentor early on and so if you have this style then my invitation is then to take someone under your wing and Mentor them and help them be successful with the people Parts. It maximizes outcomes for all of our assets and people are our most important asset. So, it's your turn. What are you courageous enough to admit that you might need to work on or might want to work on? So here's a resource if you're interested and if I it intrigued you in any way I invite you to check out my book from bad to badass leader. It's certainly available on Amazon. It's a great way to get started in DIY whether you do book clubs or just work your way through it on your own. It is a workbook with treasure hunts. So feel free to check it out. And in the meantime, this is my contact information if I can be a resource for you. I'm certainly would love to hear from you. You can check us out at badass leader.com. And again, I want to thank you all for being here today and congratulations on your leadership journey, and thanks so much for taking time out to allow me to share a little bit of my bumps and bruises and most definitely boot Mouse moments with you. Marua, Oregon gaming maintenance manager for Modeling International Sweden. She is our director for William Middle East she is a reliability and as a reliability leader with multilingual and Multicultural experience from the Middle East to the north of Europe work for several years as reliability professional in shipping company. And now she's money in the maintenance department for a food industry. She focuses on the people technology leadership and particular change management, which is so important and useful to take the asset management to the next level. So today marijuana we have you with us. Yes, so first of all, thank you Mora for the opportunity. And I think it's really amazing to have such platform to where we can meet all women from all over all over the world to discuss about diversity and women in reliability and asset management and then to for the woman in the Middle East area to have their voice as well. Today I will be talking about diversity and women in the workplace. um And if we if we Google today the word diversity so we get a general definition. So we get inclusion involving people from different. Background ethnicity Etc. So that's and we are here diversity but also inclusion and what's more important as well to have diversity and inclusion is to have Equity as well. It's so important to have diverse people in the workplace, but it's important to involve them to include them but also to treat them equally And it's actually diversity today. It's really a Hot Topic within company. We hear a lot about diversity within companies and inclusion Etc. It's really um, we hear about it because it's really in the right thing to do but not only that I think company they understood as well that diversity. It's really the most profitable things to do. We need to have diverse people in our companies. We know how difficult it is today to hire people in in a technical jobs. We are in a world where today companies they are into digitalization Etc. It's so important to have the right skills. And in order for that for the company and for us to keep with with the growth we must invest on diversity Right and but then is it enough to talk only about diversity? I think it's not enough. We need to make it happen. We need to make sure that we make the change and we sustain it as well. It's really important that it's diversity. It's not only a superficial things to talk about but it's really and not only checking box to have like very first people on the group or in the workplace, but it's very important that we make sure that we include those people and we we make sure that they stay in the workplace. So to make that change sustainable and ensure that it will bring the benefit to the organization as well. and since I'm representing the Middle East I want to talk really about The women in the Middle East area. So this is an interesting study. Actually that has been done by Mackenzie in the Middle East area the study represent really them. the Young the labor participation of women in the in the Middle East area comparing to the male. So the participation of how much women we have in the labor work and it's still I mean as a woman globally it's turquoite low, but however for the Middle East area, it's the lowest one in the world and that's for various reasons. So we have of course the background there is the culture the social for this for those reasons there is multiple reasons, but what's most important today to talk about is that how can we reduce this Gap? I mean, it's it's so important that the woman today. Play a role in the growth of the companies, but also on their countries, so it's important to have to see more and more women in reliability and asset management in the industry in general. And there is what I would call different rules by one of the most important rules and I see it as the foundation that women needs to believe on their self themselves. I think it's really important that We Believe on our ability that we can do it that we can be part of this change we can work in the industry we can do the study for for engineering we can be a mother and at the same time being a manager in the maintenance organization we can we can do that we must believe on on ourselves and I think this is really very much linked to cat yesterday presentations for the one who missed it. I really recommend you to watch it again because A cat is used a word. She said personal power and I think this is really powerful will word because it's absolutely the thing that we need to look at today. So the first thing is to look and found your personal power and believe you on yourself because that's the first thing that's the foundation. We we as a woman and mainly in the Middle East we have a lot of pressure from social pressure Etc so I can give some examples of things that we can hear. So you hear a lot. For example, why are you doing engineering work? Engineering study why I mean why you don't do art or you go for Education, you know you as a mother one day, you will be a mother and you cannot be a CEO one day because you are you will be a mother. So we hear a lot of those things. A lot of I consider them as a microaggressions, but that's a reality. That's where that's the the culture where we have and and in order to overcome that we must believe on ourselves to be strong enough to put a stop and to say that no I can make it I can do it. This is really important. I think it's it's the foundation of this and also, You know, it's some it's also when you are a woman and you you want to work for example in a maintenance departments. Usually you have to prove and make more effort to to make your yourself heard and that's some something of course, we cannot change others, but we can change ourself and that's the main reason we have to be strong and we have to to to believe on ourselves. Um, but that is not enough. Of course. This is a foundation, but it's not enough. We need also to have our This next to Eminem coming to my next rule is to have to strengthen our policies. We need companies needs to put in place policies that Empower women and boost diversity what I mean by this is that to make sure that we have We have more flexibility. We ensure that we have a certain work balance. We we have a work environment where women can actually be a mother and add the same time managing the manager. We see we have seen a lot of for example Gil starting as an engineer, but often they don't continue because once they have family they don't keep up with the speed to develop and grow on their road. So they might even change actually career due to that. So we have to ensure and make sure that we have the right policies to enable those women to grow on their career and be able to grow in the industry. This is something that I have seen at myself and I have experience it as well. And I had the opportunity to work in the Middle East regions. And also today I'm working in in north of Europe. There is still a lot of similarity and challenge as a woman in the industry, but there is also Some differences as well, but I think it's really important to have strong policies in place to to enable women's. Then the third rule is to have mentorship and personship program. I think this is a key thing to have to help a new Talent women Engineers to help them to provide them support to empower them to to grow on their career to support them because and we are we don't have that much Role Models. So who started from entry level to the sea level? We do not have that much today, but that's what we want to have more and I think the message that It's important that I would like also to say today that even if we don't have them role model, let's be the role model. Let's ask and speak up. Get the support to to grow as a woman in in the in the industry. So this is also a key role the other rules. Is to make sure and to keep Senior Management accountable. I think it's It's important because it's not enough to have policies. It's not enough to for women to believe on herself. Only we need also to get support from Senior Management and making sure that we have a right work environment where we do not have any we do not allow any microaggressions. We give opportunity flexibility. We hear the woman we We don't let anything like for example, we hear a lot for say oh, yeah, she got the promotion because she was she's a woman or with everything those things should not be allowed in the workplace. So it's it's really important to understand that diversity and having women in the workplace. It's not only checking book box. But also it's a real change on the culture because it's really the right thing to do. It's really the only way for us today to grow for the companies but also for the countries to grow and to develop so this is absolutely profitable so we have to keep talking about it but to make it happen on the real now on the shop floor, let's say so there is much more rules, but I really want to highlight all four rules because I consider that our really the foundation. so as I said diversity is absolutely the key element for success and it's never too late. So even if we have not started with it, it's really time to start with it. It's really time to to take it more seriously and to keep talking about it ask for support building a complete program in place to ensure that we have a diverse people but also to support and support and mentor and sponsor all these women to to have them to see them more and more going to engineering education but also entering the industry till the sea level, so that's And that's what and this is this platform. I think it's it's absolutely amazing gives an opportunity for a woman to hear other woman's in different regions where they are. How about their Journey Etc and and it's all it's all about to empower women to to succeed and to buy the end to make profit to organizations. Barua, thank you so much for your perspective, you know is such a valuable thing to understand what's happening around the world and tell us what what can we expect with? We're a Middle East for 2022 and so on. Yeah, so for We Run Middle East we will have on the 31st Tuesday. We will have a webinars. So we will we will run two webinars actually that day and we will we will keep I'm really inviting everyone to join that webinar and we will keep growing on that regions. The idea is really to empower from student until and until engineering and hopefully having more senior woman. I think we really need that in the middle east region. And yeah for this year we will keep going with the webinars and and much more to come. That is Kramer who was thank you so much for your perspective, and we're looking forward to seeing you face to face. So for right now we have been, you know, virtually speaking, but looking forward to seeing you. Again. Thank you so much for your perspectives, and please stay with us for more of William today. Thank you. Thank you so much. Hi Terrence O'Hanlon publisher at reliabilityweb.com coming to you live from the beautiful beaches of the JW Marriott Marco Island. It's my pleasure to invite you to participate with you and your team at the international maintenance conference. I am see 2022, you know assets or anything that has actual or potential value to your organization that could be physical assets that could be asset knowledge that could be the people and culture at your work and asset management is the coordinating activities that you used to ensure asset value with every single phase of the asset life cycle. The reliability web team travels the world to find out all the latest approaches. We listen to you and your teams to find out what you're working on and what you need and then we deliver it to you. I am seeing Clues knowledge and experience from the world's best run company brought to you live and in person. We look forward to seeing you and I am seeing 2020. Perfect. So many of you I see on the goal you have been glancy many of you have not so you know for for both groups what I want to say, the international minutes conference is expected to have a thousand people from A diversity point of view. I can tell you this event is is one of the signature ones and we do have a woman in reliability Gathering. Usually we have from 50 to 100 woman attending they Gathering many more through the conference, but that there are no numbers are radius that come to the Gathering Michelle was Aquino speaker last year this year. I am see we're bringing more in sustainability on diversity in the work day. So if you are around make sure that you're a female colleague attending you will be for sure invited to share face to face. So with that being said now we're gonna continue with more of the Beautiful song me we have a few other presentations come with great presenters at this time. I'm gonna provide the presentation so we can get ready for you while I'm gonna introducing our director for weed. I'm Antarctica. So Patricia Douglas party Antarctic support contract ASE for the US Antarctic program, but it's a systems engineer who is also the maximum Enterprise Manager of the Antarctic support contract for the United States Antarctic program usap heard the office to ensure that Maximus utilize as a sign to preserve functionally and that integrity and is use consistently across the Enterprise and experience has ingrained the idea that informed decisions cannot be made unless that is available is well maintained and accurate as your organization moves towards reliability Center maintenance. It is critical to understand what that is needed who will be maintain it and how will help to achieve the organizations goal body has diverse background includes being the first Woman Higher by a major common career to work as a supervisor on the dog. She also has worked for the usap in several capacities. South Polo Logistics manager during the construction of the Amazons called South Pole station Volunteer Fire Enterprise data modeler business analysts IT project manager and most recently a system engineers and Maxim Enterprise Mana year her Barry skills include the ability to that drive heavy equipment loading and load military aircraft from Monte Carlos simulations confirmed Roy mobile devices great computer-based training Run Emergency Response operations. Well, as you can see body in Communications VA in public affairs from the University of Denver and it management from radius University, there is so much more to tell about body honor that she's the director William Antarctica. She's gonna share her experience. Thank you buddy for being here. Good. Well, I always start out. We have a poll. Do you want to run the poll? Or shall I just work it through here? Let's do it. Let's do it. We're gonna go with question number. Why right? So we're going to launch the ball body and the ball that you the tallest was why doesn't it rain Antarctica, and we should choose between it does but no one sees it there are in any clouds or is to go let me know buddy when you want me to close the ball. So I can't see the results. You'll have to tell me if we have results. I will let you know. Can we close it now ready? Sure. Okay, fine or three two one body. The results are asleep follows. 73% cities to call answer 30% says that it does but no one sees it you. So that wasn't result 73% is to call 13 it does but no one seizes and 13. They're in any clouds. In fact, the real answer is it's too cold. Well, you'll get ice crystals, but it it doesn't rain and Antarctica because it's too cold. Well that one it was made we're gonna go to the second one launching the ball right now. The second question party brings us East. How do you keep your feet warming Antarctica? So he said that you were better insulated boots or put more insulation on your legs put more socks on or stomp around. Let's see what we have there. Let's see that boating they're coming in. They're coming in body and we're gonna be allowing them a few more seconds there. Okay ready in five, four, three, two one. We're close in the pool right now buddy the results we want to share. Basically we have we're Isolated boot 63% put more insulation in your legs 19% put more socks on 13% and stomp around 6% What do you think about that? Wow, that's a really interesting result. The actual answer is put more insulation on your legs if you think about it. Blood is what's going to warm your feet and the your blood is gonna come from your core and it's got a travel down your legs to get your feet. And if it gets cold on the way if your legs are cold your feet are gonna be cold. So if you put another layer or two on your legs, it's gonna keep your feet warmer. That makes a lot of sense and we're learning together here. We're gonna launch the next one. This one says how do people survive the calling Antarctica stay inside layers of clothing access to foot or lots of coffee. Let's see what we say. I see many of you love coffee on this call. But let's see if you're gonna choose that one or you're gonna stay inside or you're gonna be layers of clothing. You know, I will do a lot of layers of clothing. Let's see. Let's go in three two, one closing the position results right now. The winner is layer of clothing with 67% Stay inside 33% You know what? No one chose any coffee 0% time. I see these ever. Let me actually take a picture, please because this is Iconic right now. Wow, what do you think of that body? Oh, the the actual answers layers of clothing but more specifically access to food and sunglasses sunglasses protect your eyes. There is an ozone hole that comes during the astral summer and your eyes get more radiation if you're not wearing good sunglasses, which isn't good for them. But access to food I can tell you when I was working that I knew I was starting to get cold when I got hungry, so I needed to come in and get more fuel for my body. So it's layers of clothing access to food and some glasses. Definitely buddy. Now, we're gonna go in number four and the question is are children allowed to go to Antarctica. No never yes, but they don't go often. Let's see. What is the answer on that one? We see you are coming in. There we go. Okay. Okay coming coming and we're gonna close in five four. Three, two one. We're closing and sharing results buddy. It says yes, but they don't go often with 78% No, never 22% What do you think about that one? The answers. Yes, but they don't go often. Mostly when children go to Antarctica. They're on a trip that civilians get to go on so somebody would purchase a cruise and say go to Palmer station and people who can afford such things will bring their kids often but and occasionally we'll have a Boy Scout or a girl scout come down to the American bases, but those folks tend to be 18 17 18 years old so really yes they do but they don't go very often. Good buddy, and the last one says launching the boat. Are there polar bears in andartica? Yes, or no the lovely polar bears. Are they in Antarctica? Yes or no. We're receiving some incoming answers and we're gonna be closing this one in five four. Three, two one and the sharing results are yes for 67% and no for 33% body. Oh my goodness. That's interesting. No, no polar bears in Antarctica. None zero. No, no polar bears and Antarctica whatsoever. Well, this is time for us. Let's buckle up. We're gonna now dive into Antarctica. Welcome everybody where all yours. Let's dive in. Thank you so much for being here. Okay. Okay, so I'm going to talk about I need to move my Yeah me so I can see what I'm talking about. I'm going to talk about hiring the right people for the right job. And I typically start out and I'll get to this in just a minute just start out talking about Antarctica as a place because it's an unusual place to go but truly I want to focus on human resource management concept Concepts include diversity and inclusion and which is really important to us. Hmm, you know greater than 50% of our Workforce is seasonal. And and the sometimes it makes it difficult to hire the right people for the right jobs at the right time. And we we rely heavily on forecasts of demand. We need to know what tasking we need to do in a very short season and in sometimes when I say short season, I mean a hundred days for instance at Southpole. The season is only about a hundred days. And and this complicates things for project managers, they face lots of challenges when qualified laborers and short supply. If you can imagine there aren't a lot of people especially in the trades who want to give up a high paying job a well-paying job just to come do something for four months. And and so it it presents us with unique challenges. Due to this short season and then you know, they're also physical challenges very physical challenges to the job, especially if you're doing construction. People spend most of the time outside or much of the time outside and it just takes the right. Kind of person who wants to come down who's adventurous and and who's the people person? And you really need to be a people person. I'm telling you because you're you're in a in a place where you don't have a lot of privacy. and I it it's interesting look for and hire the right people to do what we need them to do and include diversity. So first, I'm going to talk a little bit about about the place. Antarctica, of course is at the bottom of the world. And and the upper left hand is South America. So this is the Drake Crossing and we Embark from putarenas, which is in the very tip of Chile to go to Palmer here and the Drake Crossing is the roughest passage in the world. Hello, 25 foot swells on my stomach. Appears Africa, of course Australia every now and again we Embark from Australia, but typically we come to the continent of Australia. Excuse me of Antarctica through Christchurch, New Zealand. and we both of us in the transportation side of the house, which I'm from call the transportation of people our jiggly cargo. and it especially with covid has become kind of an interesting thing now without covid typically people would fly to Los Angeles and then go to Christ Church and then fly to McMurdo and then go to the continent or they would Embark from Dallas fly to Santiago and then put Arena and then would Sail on a research special vessel to Palmer but You know with covid we've had to Charter aircraft to fly to New Zealand and there are lots of restrictions and so people are Charters leave out of San Francisco. We would fly people to San Francisco. They have to quarantine there for two weeks. And then on a charter aircraft go to Christchurch New Zealand quarantine for another two weeks and then try to fly to Antarctica and sometimes they're delayed because of weather and McMurdo or they might do what we call a boomerang which is They get to a point called a point of safe return the PSR and for whatever reason they're not able to land so they fly to McMurdo. Unfortunately McMurdo is the point the PSR for that flight, which is six hours long. They might get to make Murdo and at the last minute there's fog and they can't see we'll see will enough and and they can't land and then the aircraft has to turn around and fly all the way back to Christ Church. Oh my goodness. That's a really long day and I happen to be in the club where the cohort had the most boomerangs in a row that was 11 11 boomerangs in a row is really horrible on the last boomerang that we had people grown men literally in tears in tears as we were heading our way back. So so that can be a challenge people once they I mean this we have same kinds of quarantines and Dallas and then fly Charter decentiago and then to PA and once they get to PA they have to sit on the research vessel. Chile is very careful about people coming in. They don't want to bring covid into their country and I could appreciate that. So people wind up having to sit on the vessel for two weeks to quarantine before they actually sailed a Palmer. You could imagine. Not only is it challenging to find people but to find people who are willing to go through a minimum of a month of quarantine. It's that is really been very challenging for us people might do it once but they may not be Keen to do it again. So that something that we work through hopefully the restrictions won't be quite as strict this year, but we will err on the conservative side when we're deploying people because we don't want to bring covid to the ice. And you know just to understand and Antarctica. We have two seasons summer and winter one long day one long night. I'm not sure people really understand how immense Antarctica is. It's roughly the size of the US and Mexico put together 98% of it is blanketed and Ice the lowest temperatures negative 128 Fahrenheit. Greater than 200 miles an hour winds, which is pretty Breezy less than two inches of precipitation. And elevation greater than a mile and no native population and no terrestrial animals. No native terrestrial animals mammals. So just to give you an idea here if you were looking at mcmurda, that's about where Brownsville Texas is South Pole would be somewhere up here in Nebraska western, Nebraska and Palmer would be way up here in Juneau, Alaska. It's really a large continent. 90% of the Earth's ice 70% of the world's fresh water and in Antarctica an average ice thickness averages a little bit around two miles. And those of you who steal ski, I think will appreciate this reference at South Pole. We used to say that we had two inches of powder and two miles a base. so really Antarctica as a place is the highest driest windiest coldest emptiest continent on Earth. It it really is the platform for scientific research that cannot be done anywhere else on Earth and it's it's our pleasure to be able to support the scientists that there we essentially provide everything that a city or town. needs and the National Science Foundation manages the US Antarctic program and on a no-covid year would be greater than 150 projects 3000 people to and from three stations to ships and a lot of field camps. That has been significantly reduced with covid. We are ramping up a little bit now. As things are being a little relaxed. We're going to have a few more science projects, but we're still not at capacity. Hopefully one day we will get So what I wanted to talk about after giving my my information about the place so that you understand some of the challenges in hiring. Is it the key components for us to hire for diversity and inclusion? Is you need to have a welcoming and inclusive culture? If you don't you hire people they come in and then they leave if they don't feel like this is a place that other people want them to be. Representation matters especially social media when you're trying to bring in women and people of color you need to see them doing jobs that that you want them to do. So our social media, we've done a pretty good job, I think of showing women in the trades and women as engineers and women in it. For instance. We've done a pretty good job. Representing women so they can imagine when they're looking at our social media. They can imagine themselves coming to the place and doing the work. And then the last thing is providing resources and benefits that retain and make people stay now. This is for the full-time full-time people. You need to find resources to support them staying or joining in a field or industry if if they have to make difficult decisions about where they're going to work. Then hopefully your resources and benefits can can help them make decisions. That would be good for them good for their life life work balance good for their families and ultimately As we had heard previously. Being diverse having a diverse population is really good for business. So how do we get people the people that we want where the policies that we have to ensure a diverse population? What do we do to invest in our employees and how do we create a culture where people feel welcome one of the things that the organization that I work for is doing is having monthly discussions about diversity and inclusion, which I really appreciate they have actually been really good. We have what we call a diversity and inclusion Council and we the meetings are called a coughing inclusion conversations and some of the topics are inclusions start with i, by the way, that's an Accenture video that we we play I've added it as one of our resources. Thank you Accenture. It's it's really it's really a fabulous video. We have talked about emotional intelligence. We've talked about stereotypes and biases and the great thing about these discussions is that They are bringing up subjects that we don't normally talk about to allow an opportunity for people who might be. unconscious who might not realize what they're doing to explore these things in a safe a safe way. And in fact, I I've really learned a lot especially about stereotypes and biases I didn't realize I had so many biases myself until I started thinking about and discussing this with other people in my organization. It's really it's a really a great way for people to understand what that what that means stereotypes and biases and emotional intelligence and such. So these conversations are important to have and really help make a better culture people also need to feel safe when reporting inappropriate behavior by co-workers. Our HR folks do a pretty good job trying to ensure that if you if you see something it's okay to say something or if you experience something. That's okay to go to them to say hey. I was really uncomfortable when this was happening. So that something can be done. It's it's challenging when we feel like we just have to put up with it. And when I first started as a woman in a male oriented. and male oriented industry it was it was not okay for me to complain if if I said something about somebody being What I thought was inappropriate I'd be called out about it. It would be very difficult. So we we really need to. make it okay for people to to say hey, I wasn't treated the way I think maybe I should up and and make it safer people to do that. And another thing that we are doing is actively and I'm pretty happy about this actually actively trying to address the pay differential. We we know at least in the United States. I suspect is probably true around the world that there is a significant pay differential between what men make and what women make and so my organization is trying very hard to address that which I think is pretty cool. So culture counts, but you also need to invest in your people. And and you need to you know, what do people what do people need what training on the ice each department has its own requirements. but in a perfect example of that was when you go to mcmurdom many people drive trucks and vans and they may not know what they need to do to take care of a trucker van and this particular environment. So anybody who drives a truck or a van has to go through this training and it talks about how to do a pre-trip inspection had a literally walk around the vehicle to tires check the fluids make sure that the vehicles in correct operating mode and and something about our vehicles that we have is an air break installed regular parking Brakes in cars are run by a wire and those things in the very cold stick if you could imagine and that would be really bad if you got your parking break on and then it stuck so we have put in air an air break and Why would people know how to use those they don't so you need to know what kind of skills people would normally come with but then fill the gap for skills that they wouldn't. And then full-time Personnel might need reskilling or upskilling or continuing certifications. An example of that is in our program RT our it folks. We do not use the cloud, but the National Science Foundation is asked us to move our data center. To the cloud and the people in our it Department don't don't know how to manage the cloud don't know how to utilize the cloud and and how to move our resources. So we are investing because we don't want to lose all that Legacy knowledge. We don't want to lose the people that we have. We are upscaling them so that they Understand the new technology and technology is changing pretty quickly. So so you really need to to be able to do that? You know, you can hire the people with required still skill sets, but you need to train where there are gaps and identify future challenges so that you can rescale or upskill as you need. And now I'm going to talk a little bit about representation women need to see women doing jobs that we want them to do or they want to do they need to see that they can do it. And we also need to find and I love that people talked about this a little bit earlier a way to get the message out about nontraditional jobs the girls early in school now. I know that we have talked a lot about women in engineering, but it's also trades. The trades are a great place for women and and they can be a great way to make a living as a plumber or an electrician or a carpenter. Some people just aren't oriented to The Sciences and that's okay. That's okay. We all have our skills the things that make us happy and kids need to know women girls need to know that trades are out there and they are good opportunities for them as well as science and technology, so I totally believe in that now I'm I'm very happy that we as an organization have a really good outreach program and there's a ton of literature out there that suggests if you want to get to girls and help them. understand that they can do math. They can participate in the Sciences, but they can also do a non-traditional job like be a carpenter or be a plumber or be an electrician that you need to talk to them. And the middle school grades grades five through nine. And I myself have participated in that it's it's a lot of fun and girls through stem programs are are very excited. And and they need to hear that they can do these things that we can be excited about it. So I I have some pictures of people that I know this woman is a scientist and also a diver and this woman is a pilot. And this woman is a field a field manager for a field camp. In 2009 that was the 40th anniversary of women in Antarctica. There. I am and these this is a picture a group picture of all the women that were at the station that summer. This is a picture of myself and my cargo crew who and all women you might note. This was Hawaiian shirt Friday, and it was fun mugging for this picture actually, and I've worked with As A Firefighter. In fact three women at South Pole a firefighters First Responders. I'm in the middle. This woman is a fuel e and this woman is working with a sling load that a helicopter has delivered to a deep field camp in the dry valleys. So we we can show that there are women that that do lots of things we we represent. Finally, I would like to talk about resources to support. women in their work Especially during covid many times a worker had to pick between worker family and of course. They they more often pick family. I mean if you have to pick if you have to Choice, you're going to pick your family and this really affected women really affected women much more than affected men. So we need to put into play resources that help. Women balance and families balance those outside demands so that you you can help help people with those things that would traditionally Drive folks out of the workplace and I've listed a set of things one of the things I just discovered that my company provides is back up home care and as an in-home caregiving benefit, if if you have have to have someone to come in to watch your children or an an elderly parent and let's say that person gets sick. It's really nice to know that you have a resource that you can call would provide somebody who's back up daycare backup care. That and their bonded and licensed and such so that is a is a really fabulous resource. I was talking to my HR person and when she was deployed one of the things that she did with her husband that she has small three small children was bring housekeeping into the house twice. twice or three times a week and and she and I were kind of strategizing on what kind of resources would we like to see and wouldn't it be nice if you're organization could help you with a housekeeping benefit? I don't know about you, but I might now my children are grown now, but when my children were small I had a full-time job and was a single parent and having oh man having it a housekeeping benefit would have been really nice just to come in once or twice a week to help with this General. Even if it's General picking things up, it can be a lot. It can be over overwhelming sometimes. And along with that teleworking opportunities now I'm in it. I've been teleworking for quite a while but allowing employees to tell a work with with covid one of the good things to come out of covid. Is seeing seeing that teleworking really does work and not everybody suited to teleworking but many people can do their job just fine. Thank you very much. Inflexible schedules flexible schedules help all of us to do things to support your family. If you have kids or in sports a flexible schedule would allow you maybe to attend something that you wouldn't do if you had a traditional nine to five kind of jobs, so Flexible schedules are really important and I think between that and teleworking those two things were great things that came out of covid. daycare on site now that doesn't necessarily Apply to the my the program that I work on the Antarctic program certainly wouldn't apply apply to deployed Personnel but in Lidos, they have many contracts where there's daycare on site which can be really helpful. If you do need to be maintain and on premise. A job where you have to go into work to having daycare and site can be really helpful. And there are two things here. There's actually a third one. I'll talk about that my son-in-law and daughter had when they were in Seattle. My son-in-law is a developer and in Seattle Developer jobs are really competitive. And so they try to keep their Folks by providing really good benefits. and when they had their first, baby And my daughter is a nurse Midwife by the way a midwife. Um, they they had meal support. They had somebody who brought in them through meals three times a week. Oh man that that would be a very nice very nice support. They also had paternity paternity leave for the father. He got five paid weeks and in addition to her with a new baby in the house. How nice would that be because we all know Those of us who have children that when you have a new baby, it's very exciting, but can also be very disruptive to sleep and and being able to have both parents home for five weeks at least. And and have it not be onerous to your you know, your pay to have that paid was was really helpful. And then the last thing that they had was a doula I don't know whether you guys know what to do it is but a doula is a person who who provides she's essentially a birth coach provides support before a woman has a baby but generally also provides Aftercare after her about six weeks comes in and just help helps the mom and the family get used to the new baby and his family, excuse me. His organization paid to have a doula come in three times a week and spend I spend the night my daughter would pump and and then the Doula would feed the baby at night and my my daughter, excuse me, the duel would be the baby at night and my daughter and her husband were able to sleep. Sleep all night three nights a week. Holy cow, that's Revolution. but it made a lot of sense to the to the organization that he worked for because if you have think of it if you have developers male or female who were really tired, they're not going to write good code by for providing an opportunity to for him to sleep three nights a week. His code was much better. So that's an example of resources that we can work on providing to help support the people that we have in the workforce. But so that they don't have to make decisions on whether do I pick work or do I pick my family? And that is all I have for today. I actually do have some videos here that I don't know whether we have time to play any of them. But if you do nothing else, look at this inclusion begins with I it's an Accenture video you can find these on YouTube. It it's it's really a fabulous video and and talks a lot. It really speaks to sort of. biases that we You don't really know that we have and it's a great one. This one here spark shorts called Pearl again. You can find that on YouTube. It's longer but it it I was surprised it really. spoke to my experience as being one of the first women in working for a common carrier, but also how we can help change the culture and then the last two are just fun the mcmurda weather one is a is a short video about Yeah, what we call a lovingly call a herbie a cross between a hurricane and and a blizzard and and then dressing the South Pole the many many layers many layers that we need. So that is the the end of my presentation if you will. Body, I will say he's the beginning. No, he's the beginning of so many questions of so many inquiries discoveries of the of the area. I want to make sure you know at the beginning you you broke our part of the names asking so many questions. Yes, we that we we have learned so much from you. Thank you so much for your leadership. When are you gonna get back into it anytime soon? Oh, I'm getting a little long in the tooth if you will to go. Not that I couldn't go I certainly could physically qualify to go. I don't have any plans right at the moment. Although it doesn't mean that I won't go I would certainly like to go to polymer. It's really a beautiful beautiful place. So no plans in the immediate future. And what I've all we we don't Antarctica anything you want to build a community with the speakers that you're gonna be bringing to us. the the next speaker that I have bringing to you is our trainer and she she is a fabulous trainer and she's going to talk about the challenges of having to train people remotely because she has not been able to deploy because we've really had to limit the people that deployed Antarctica because of covid and so she's had to be really creative and train people remotely would train people in quarantine and then go back. You know, how much can you really remember when you're not actually doing stuff and then being able to go back afterwards and do training while people after people have deployed and then they're like, oh I get what you were saying now, so But that's person that I have thank you in and we will be informing the community when that will be happening. So thank you for always bring the super speakers. Thank you for representation and letting us know more about Antarctica. Thank you so much buddy for that. Thank you. And I I just want to say that the people that have spoken before me are fabulous fabulous. And I love that. We're all talking about inclusion and diversity. It's really really a good thing. I appreciate it a lot having come up. The ranks if you will. Thank you very much, buddy. And